Onboarding and Probation for Marketing, Advertising and Creative
A first day that is the same for the fifth joiner as the first.
What this looks like in marketing, advertising and creative
The parts of onboarding and probation that are specific to this sector, rather than general.
Onboarding Into Billable Work
Getting a new hire onto client work without damaging it.
What this coversHide
Onboarding Into Billable Work
Getting a new hire onto client work without damaging it.
What this coversHideAgency onboarding is under immediate pressure, because a new hire is usually joining because there is more work than capacity. The temptation is to put them on client work in week one.
- Agency, client and brand context before client contact
- Tools, platforms and access provisioned on day one
- Time recording and utilisation expectations explained honestly
- Shadowing on live client work before owning any
- First client interaction supported, not solo
- Confidentiality and client conflict position explained
- Probation objectives covering craft and client handling
- Review at a stated date with specific feedback
Setting utilisation expectations honestly at induction prevents the most common early-agency disappointment, where a new hire discovers the billable target only when they miss it.
The general method — what onboarding and probation covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the employee onboarding and induction page. What is above is the part that differs for marketing, advertising and creative.
Other HR topics for marketing, advertising and creative
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for marketing, advertising and creative, or another industry.