The good news is that there are individuals out there that meet these requirements and more, thankfully. The trick is finding them, developing them with training, keeping them busy with consistent programs and ensuring that they stay on your team.
The process begins with screening; this portion of the process differs with every program, and since everyone wants that fun promotional job, there are a lot of resumes and headshots to sift through. From screening, we then conduct open casting calls in major metros, individualized in-person or Skype interviews, group interviews with interactive activities.
Our initial interviews with promotional staff are designed to make the individuals think outside of the box, express themselves naturally and be a little goofy at times, because BAs are expected to be the most engaging individuals at the events they work. Interview questions may range from If you could be any animal, what would you be and why? or If you could go to any event and set up for any brand, what would you set up and who would you represent?” to If you could have dinner with one person, dead or alive, who would it be and why? and group interview activities include games such as Simon Says, introduce yourself, improvisation and other ice breakers.
Individuals who make the cut are then interviewed for a specific program with wedü or to be added to our general database of outstanding Brand Ambassadors.-For more involved programs, we conduct background checks, driver checks and drug tests, depending on the responsibility and role for which the individual will be hired.
So now that we have found great BAs, we must utilize them regularly and retain them. With the increasing number of staffing agencies and brand activations, qualified promotional staff are in high demand so it’s important to ensure that your Rock Star staff remain busy or they will quickly book with another program.
The first step is training, no matter how seasoned the individual may be- it is crucial that expectations are set and that staff are reminded of the importance and visibility of their role. wedü trainings are conducted either in-house, by phone, or via Skype.
Training subjects vary from program to program, but generally include set-up, execution, brand messaging, roles and responsibilities, crisis management, etc. There is one thing you can’t train, however, and that is passion – for marketing and for a brand, which is important when assigning staff to a program.
It is crucial to ask what the BA’s perception of the brand is and if they don’t like it or agree with it- they should not be out there representing it!
Continue to Page 3
The process begins with screening; this portion of the process differs with every program, and since everyone wants that fun promotional job, there are a lot of resumes and headshots to sift through. From screening, we then conduct open casting calls in major metros, individualized in-person or Skype interviews, group interviews with interactive activities.
Our initial interviews with promotional staff are designed to make the individuals think outside of the box, express themselves naturally and be a little goofy at times, because BAs are expected to be the most engaging individuals at the events they work. Interview questions may range from If you could be any animal, what would you be and why? or If you could go to any event and set up for any brand, what would you set up and who would you represent?” to If you could have dinner with one person, dead or alive, who would it be and why? and group interview activities include games such as Simon Says, introduce yourself, improvisation and other ice breakers.
Individuals who make the cut are then interviewed for a specific program with wedü or to be added to our general database of outstanding Brand Ambassadors.-For more involved programs, we conduct background checks, driver checks and drug tests, depending on the responsibility and role for which the individual will be hired.
So now that we have found great BAs, we must utilize them regularly and retain them. With the increasing number of staffing agencies and brand activations, qualified promotional staff are in high demand so it’s important to ensure that your Rock Star staff remain busy or they will quickly book with another program.
The first step is training, no matter how seasoned the individual may be- it is crucial that expectations are set and that staff are reminded of the importance and visibility of their role. wedü trainings are conducted either in-house, by phone, or via Skype.
Training subjects vary from program to program, but generally include set-up, execution, brand messaging, roles and responsibilities, crisis management, etc. There is one thing you can’t train, however, and that is passion – for marketing and for a brand, which is important when assigning staff to a program.
It is crucial to ask what the BA’s perception of the brand is and if they don’t like it or agree with it- they should not be out there representing it!
Continue to Page 3