In today’s competitive job market, finding the perfect candidate goes beyond attending the “right” college or university. At PPR, we value skills-based hiring, which emphasizes a candidate’s competencies and transferable skills over direct industry experience.
Over the years, we’ve fine-tuned a practical assessment process to evaluate whether an applicant is a fit for our team. “We assess writing, research, and critical thinking capabilities early because attention to detail in communications is non-negotiable in our industry,” Sophie Slawson, PPR’s Managing Director, explains.
While our process continues to evolve, our evaluations typically include:
- Writing and research assessments tailored to the position
- Scenario-based questions that reveal how candidates tackle challenges and problems in real-world situations
- Time management discussions to understand how candidates handle competing tasks
Passionate and Prepared
When we review applications at PPR, relevant experience is a must for any candidate, but what truly catches our attention goes deeper than that. We’re looking for that synergistic combination of curiosity, adaptability, and genuine passion for the work we do.
“I always pay attention to whether candidates have done their research on our company and our client base,” says Mia Vaccaro, PPR’s Public Relations Specialist and Intern Program Lead. “That extra effort shows me they’re genuinely interested in the role and not just applying blindly.”
This preparation signals that a candidate takes initiative and demonstrates commitment before they’ve even joined our team.
Intellectually Curious
The communications landscape is always changing, especially in the fields of economic development and tourism. At PPR Strategies, we look for candidates who ask thoughtful questions and are eager to learn new concepts. During interviews, our curiosity is piqued by candidates who expand on their answers and ask insightful questions of their own. The process of asking solid questions and seeking out creative solutions is fundamental to our team culture.
Civic-Minded
We help communities identify what makes them unique in a crowded marketplace. That said, our team members must have a genuine interest in community development. While a background in economic development and/or tourism is not a must, candidates who have volunteered with local organizations or nonprofits or participated in community initiatives bring rich perspectives into our work.
Open to Virtual, Hybrid, or In-Person Work Arrangements
Today’s workplace continues to evolve, and our virtual, hybrid, and in-person team members add value in myriad ways. Knowing that expanding our geographic search yields a more competitive candidate pool, we strive to find the right fit for the position and our company culture, regardless of location.
“We’ve had great success with team members in various working arrangements,” Sophie notes. “The key is finding candidates who can adapt to our collaborative culture and maintain strong communication, whether they’re in the office or connecting remotely.”
Grown, not Flown
Spoiler alert: finding great candidates is just the beginning. At PPR Strategies, we believe that the following can promote a positive workplace culture and ongoing growth:
- Guidance and mentorship from experienced team members
- Exposure to a range of projects to encourage adaptability
- Regular feedback to encourage continuous improvement
- Increasing responsibility as confidence grows
Readers: we’d love to hear from you! What do you do to evaluate and engage new hires in your mission-driven work?
