You know those job alerts that LinkedIn and Indeed send every morning? All of us at Albers Communications get them, too. None of us are looking, but even if we were, they wouldn’t be a fit.
Often, they’re for jobs that we’re well-qualified to do, but the pay is not commensurate with our years of experience and expertise. Other times, we know we’d be great for one half of the job, and someone else on our team would nail the other half. And then there are the organizations that post the same job every six months or so. Clearly, they’re struggling to find a unicorn.
Perhaps that unicorn does exist, but it doesn’t take the form of an in-house employee. And that’s not what every organization needs – or can afford – in the first place.
Hiring an in-house person means budgeting for each of the following:
- Salary: this can be anywhere from entry-level for someone just out of college to six figures for an experienced and well-rounded marketer
- Benefits: according to the S. Bureau of Labor Statistics, employers can expect to pay the employee’s salary plus an additional 31.7 percent in health insurance, vacation time, etc.
- Payroll taxes: including Social Security which is 6.2 percent and Medicare, which is 1.45 percent
- Training costs: including initial and ongoing job training as well as compliance training for things such as Federal EEO Laws
- Overhead: including office space, equipment, software and office supplies
- Turnover: for employees earning a median salary of $45,000, the turnover cost is $15,000 per worker, according to Work Institute’s 2017 Retention Report
By comparison, when you work with an agency, they’re responsible for all of the above, and you only pay for deliverables.
Another concern with hiring in-house is finding someone with the skill set you need. A PR person is not necessarily a writer is not necessarily someone with video production experience is not necessarily a strategist or project manager. A full-service agency will have experienced professionals in each of these roles, and more.
For businesses who are wary of making the leap to outsourcing some or all of their marketing, it often comes down to relationship. They want to be sure the agency understands their history and company culture, is responsive and can handle any situation that arises.
Just as organizations vet potential employees for these qualities – and as they enhance them over time — they can look for an agency with a proven track record of building a trusted and valued partnership with their clients. When this happens, an agency can provide the best of all possible worlds.