For as long as I can remember, ‘agency people’ have been put in convenient, clichéd boxes to enable recruiters and employers to categorise and filter the individuals they’re after. This goes something like:
- The suits. Generally the account managers who liaise between the client and the agency. Also encompasses those involved in strategy, planning and new business development. Generally despised by ‘the creatives’ as bag carriers without a creative gene between them. Favourite comment – “the client quite liked it, but we need a few tweaks”.
- The creatives. The people with the ideas. They can come up with ‘the big idea’ and make it look great. Allowed to wear jeans and play music. Generally demand detailed briefs from the suits then read them in 30 seconds. Their greatest laugh is listening to the suits creative ideas. Favourite comment: “tell them they’re wrong and go back and sell it”.
- The techies. They do stuff like re-boot the server and install the new software everybody complains about not having. You can shout at them if you can’t get on your favourite website and ask them how to use Excel. It’s funny to say you don’t understand a word they say. They’re not sure where they sit between the suits and creatives so will often wear jeans with a shirt and tie. As likely to get invited to the pub on Friday as people in accounts. Favourite saying: “If you really want to stop the server crashing you’ll have to buy (insert list of IT equipment and software costing more than company turnover)”.
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The webbies. They do stuff on t’internet. They have secret knowledge no-one else in the agency has and their opinions on anything online cannot be challenged by non-webbies. They will indulge their creative colleagues lack of digital expertise (they’re wearing the same jeans), but woe-betide a suit who challenges their work. Dress similar to creatives, but with deep and meaningful slogans on their T-shirts. Favourite comment “Have you seen the new (insert big brand website) it’s crap. I can’t believe they’re still using (insert last month’s big digital thing)”.
Now I accept that’s changed in a lot of agencies, but those perceptions are still very prevalent amongst many agency management teams and recruiters. In social media marketing those descriptions are completely redundant and lack any relevance.
To provide effective social media marketing strategies and services to clients, our agency people need a mix of all these skills – strategic, technical and digital. And SMM is no different from any other marketing discipline – it needs a big idea to succeed. How can you, for example, manage a social network for a client if you don’t know their business, market and competitors inside out? And at the same time set up social media channels and syndicate them. Then work out how this will work alongside the organic SEO strategy for the website. And what’s the thing that’s going to make people notice you in this crowded digital world?
So where to find these people is the challenge for employers and recruiters alike. Do you ‘grow your own’- recruit bright digital natives and train them? Do you retrain experienced marketers? Do you brief your recruitment consultants and let them get on with it? And if this social media networking is all it’s cracked up to, why can’t you just use that to find candidates?
Here at Juice, we’ve no simple answer. We’re trying all of the above and more. But I’ll tell you what’s not changed. If you recruit the best people and keep them motivated and trained you’ll succeed. No matter what they wear.





















What is the digital switchover?