我第一次澳门十大正规赌博娱乐平台connective3是在2020年5月，当时我们只是一个6人的小团队(包括我自己)。. 现在，14个月过去了，我们已经发展到22人，而且我们还在招聘大量的公关职位. It’s been one hell of a ride, to say the least!

This might sound biased, but I truly believe we’ve done a fantastic job at hiring so far, not just within the PR team, but across the business.

在面试过程中，文化一直是我们最关心的问题. We don’t make a decision based solely on skillsets. Personality, passion, and ambition are at the top of our list.

We want to work with individuals who know what they want, but at the same time, are generally nice people - and fun to be around. We’re not up for different hierarchies, 或任何不愉快(公关行业经常与之联系在一起).

So, read on; I’ve outlined some of my key learnings from my journey so far.

ONE INTERVIEW DOESN’T SUFFICE

When hiring, we hold a two-stage interview. The first stage is a super chilled, informal chat. In an ideal world, this would be face-to-face, but over the last year, these have been held via phone, 或团队.

We get to know the individuals, ask about their experience, what they want out of their career, 以及他们为什么想为我们工作——包括他们认为他们能带来什么. 也, 我们通过询问他们在业余时间喜欢做什么来确保我们在个人层面上了解他们, or even what their favourite film or food is!

如果我们认为他们很合适，我们就会进行第二次面试，并在面试中设定任务. 最近, we’ve asked candidates to tell us about their dream client, and how they’d go after them. 这可以让我们看到他们的思维是如何运作的，以及他们有多大的创造力. +, 这让他们有机会谈论一个他们非常热爱的品牌, to enjoy the process more.

GET THE TEAM INVOLVED WITH THE INTERVIEW PROCESS  

经常, when you’re having an interview, 你只会见到招聘经理和部门主管，但你不太可能每天和他们密切合作.

When we were a smaller team, at the end of the second stage interview, 我们会打电话给公关团队，这样候选人就可以和他们交谈了, ask questions and vice versa. 然而, we’re too big of a team now. 所以，我们会邀请一位首席策略师和一位他们可能会合作的高管. 然后，在做出最终决定之前，我们会考虑团队的反馈. +, 这个过程可以让候选人对我们的员工和文化有所了解, to suss out whether it’s going to be the right move for them.

INTRODUCE A BUDDY

We have a buddy scheme 在这里 at c3, 每个新员工将在他们的团队中分配一个伙伴, someone that isn’t their manager, or someone they’ll work closely with daily. 这个伙伴会定期检查他们相处得如何, offer to go to lunch if they’re in the office, and answer any questions or discuss any concerns.

Don’t get me wrong, we’re a very approachable bunch, 所以我想新手会觉得向我们中的任何一个人提问都很舒服. 然而, 向不是你的直属经理，而是最近处于你的位置的人寻求建议总是好的.  

PROGRESSION PLANS AND 1-2-1s

当我刚澳门十大正规赌博娱乐平台团队时，我推出了121和晋升计划. We hold bi-weekly 121s for half an hour, 这让个人有机会和他们的直线经理谈论他们的客户, results - and flag any concerns or worries they may have.

我知道有些机构每月或每六周只保留1215号，但这对我来说太疯狂了. 毕竟, each of us needs that one-on-one time with our manager, even if it’s just for a quick ten minutes.

我们还会在每个季度进行评估，讨论每个人的发展, 设定目标, 并确保我们为他们提供所需的所有培训，使他们在职业生涯中脱颖而出. We also run 360 feedback sessions, so that other members of the team, PR之外, can also offer constructive feedback on the individuals.

MONTHLY TEAM SOCIALS

现在限制放宽了，我们举办了更多的全公司范围的社交活动，这很好. 然而，公关团队在每个月底都会有一个聚会. 到目前为止, they’ve been via Teams, featuring quizzes, 宾戈游戏, alongside show and tell – you name it, 我们已经做到了.

We have a ‘no work talk’ strict policy. It’s not just the management team who run the socials, either; we’ll nominate different execs to plan them collaboratively. As we’re still working from home, this lets them speak with other people, who they might not chat with daily. This certainly helps to push them outside of their comfort zone.

ASK FOR HONEST FEEDBACK, AND GIVE HONEST FEEDBACK

I’m a true believer that honesty is the best policy. 我们确保我们经常与个人联系，以获得他们对事情的反馈, like processes we’ve implemented, 例如.

我们也会询问团队成员，他们是否认为我们应该采取不同的做法, 或者有什么他们认为我们应该做而我们还没做的事. This encourages them to voice their opinion, knowing that we’re listening and considering their feedback. This also lets them get involved in our growth. 还记得, we spend a lot of our time at work, 所以员工需要对他们所处的环境感到满意，并且知道他们的声音被听到了.

I also think it’s important to be honest with your team. If we’re experiencing issues with clients, results aren’t w在这里 they need to be, or the standard of work has dropped, this needs to be communicated. This makes them aware, 帮助他们成为我们解决问题的一部分, 在一起, 作为一个团队.

SEND PRAISE WHERE IT’S EARNT

I can’t stress enough how important praise is for an employee. 无论是因为客户在新闻稿中没有做出任何补偿而被表扬为“做得好”，还是因为团队成员彻底破坏了客户的kpi而送了一瓶香槟酒, give praise - always!

One thing that works for us is our ‘Friyay good vibes’. 这是什么?? 好吧, at the end of each week, 公关团队将从工作周中整理出良好的氛围，并单独向每个人发出号召. 然后通过电子邮件分享这些内容，告知所有人团队的进展, 他们有多优秀，展示我们有多聪明!

BE OPEN TO TRYING NEW THINGS

如果员工想尝试新事物，我们不是那种倾向于对他们说“不”的机构. Someone may suggest a new process for the team, 为客户发起一场古怪的活动，或者讨论试用一项我们还没有探索过的新服务——我们都会参与进来.

如果员工表达了他们探索新事物的愿望，并且有一个明确的计划，详细说明他们将如何去做, we’ll support it 100%. And if it fails, then we just know not to do it again. When growing a team, you can’t have tunnel vision. 相反，你需要始终欢迎来自团队的新想法或工作方式. You never know - it might turn out to be a huge success!

FIND OUT MORE…

It’s crazy to see how far we’ve come, 但看到我们的发展方向(以及我们的成长速度)还是令人兴奋的。! If you want to learn more about our PR team, head 在这里.