What is Your Ad Agency’s Talent Risk?
Are you training?
McKinsey & Co. managers spend thirty days per year training and evaluating their people. In contrast, agency managers spend two. Given that consulting companies like McKinsey are encroaching
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Well, every advertising agency can be risky, specially if it was not advertise to meet the needs of your target market, and the strategies is not that effective.
The usual routine of a talent agency business owner will start with a look at the calendar—you will want to see what bookings your entertainment clients have that day and perhaps give them a reminder phone call, just to check in. There may be days where you will want to be on the set to be sure that the client is receiving exactly what they wanted from your talent. Then you will want to sort through your casting calls to see what jobs look like matches for your talent and start setting up auditions. A good agent will send a postmortem message to a booking client to ensure they were happy with their talent and to thank them for the business. Meeting with your agents if you have hired a staff will be important to make sure everyone is on the same page, and keeping a close eye on your finances will also add to your business success. Finally, this business is all about contacts, so keeping your PDA and your little black book handy will be the key to a winning agency.
If the idea of running an exciting, money-making business from home with no startup costs and little risk sounds alluring, consider starting a talent agency. The concept of this business idea is really quite simple: You discover new talent that you would like to represent and you seek out work for them. Usually, you get paid when your client gets paid, and you take a cut (10 percent or more) of their pay.
Effective planning and management can lead a business towards success.
As we all know, sound client-agency relationships revolve around a disciplined and well-articulated scope of work. Let’s refer to this as the service provider’s “Must Do’s” and “Should Do’s” for the mutually agreed time period. Regardless of the marketing-services discipline or prevalent billing model, these are properly scoped, staffed, priced and agreed-upon by the parties. That is the basic blocking and tackling which any agency must execute to maintain a satisfied client and keep the business. Now, here comes the most important and interesting part.
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What can we be the best at?’ Are we more like consultants, craftsmen or traders? A frank analysis of the facts is the start to a long road of change. But it’s really worth it. The power of doing one of these three practices well is compelling. If you can really crack the brand problem with your strategic minds then you’ll be creating real value. Likewise, if your creative craft can deliver truly exceptional narrative across all media - you’ll be indispensable. And if you’re able to frame marketing in a compelling ROI - you’ll also have a seat at the table
Risk Talent Associates is an executive search firm focused exclusively on risk management job placement and employment opportunities. Our risk recruiting expertise covers enterprise risk, market risk, credit risk, operational risk, financial compliance, risk technology and quantitative finance. We also publish an annual risk salary survey which includes compensation benchmarks for risk management positions in capital markets, asset management, global corporations, technology, energy, risk consulting and financial compliance.
Thanks for the impressive planning and management portion giveaway! I love this excellent training and evaluating their people.Keep it up though!
Recruitment agencies take on larger HR projects as well. You can use employee assessment, team profiling and talent management services. You can be assisted with introducing changes to the structure of your company.
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interesting. Impressive planning and it is true that in real time agency are not do practice for talent management.
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Unfortunately, many organizations in the developing countries and in some more developed parts of the world still do not have any formal structure and processes. In reality, in a formal, structures sense, those organizations do not actually practice Talent Management.