Jorge Zuñiga Blanco discusses what employers expect out of their digital employees

Even before COVID-19, the business world was changing. But, the global pandemic has prompted some more changes. It is now possible to move to a more digital world. Entrepreneurs and business owners must be prepared to adapt to this new environment. Jorge Zuñiga Blanco is a successful entrepreneur from Costa Rica, and was already moving towards more digital operations prior to the pandemic. He understands the expectations of employers in the new digital environment.

Facebook’s founding philosophy was “move fast, break things,” and this belief drove its hiring strategy for many years. Facebook’s approach to building durable, great products has evolved over time. Instead of breaking down problems, it now focuses on creating them. Lori Goler, chief human resources officer at Facebook, says that the ability to look at a problem and think ‘I can improve this is a valuable asset.

This includes feeling comfortable enough at work that you can offer strategic and creative input about how things could be improved. Facebook encourages new employees to engage in work to encourage authenticity. Zuñiga states that “the conventional wisdom for job-seekers, especially for those looking for entry-level positions, is to implement quickly the advice and instructions given by others.”

Facebook and other digital employers view things differently. The most important skill they seek in employees is the ability to create new things. This means that potential hires will be able to stand out from the rest by telling a story of creation. This could be a way to emphasize your personal projects as a digital professional. You can show that you are a builder and not someone who follows the crowd. This will demonstrate that you can make a difference, sometimes on a large scale.

Digital marketing is one of the fastest-changing industries. Digital agencies that work with many clients need to be able to adapt and keep moving forward. Each year new digital marketing platforms and advertising channels are created. Facebook Ads was launched in 2008 and revolutionized social media marketing. The platform’s early adoption by advertisers is a great way to get better results.

It is possible that what produces results today may not yield the same results tomorrow. A person who can see the next step and the next opportunity in the process is different from someone who follows a trend is an outstanding individual. Many employers feel that the riddles and puzzles that are used to define tech job interviews are no longer relevant.

First impressions are formed quickly by people and used to decide if they are worth hiring. Interviews are usually a waste because the majority of the interview is spent verifying the interviewer’s initial impression. Zuñiga adds, “It is more effective to test someone’s skills by having him or her work as part of the interview method.” A work sample is the best way to gauge how someone will perform at a job.

Another important factor is the ability of a person to learn, often on the job. Tests of overall cognitive ability are the second most reliable predictors of performance. Job success is determined by the combination of their general learning skills and their raw intelligence. This means that employers value candidates who can demonstrate real skills more than those who are able to answer interview questions. Employers are increasingly attracted to technical knowledge that is difficult to demonstrate.

Employers in digital environments look beyond just the skills of candidates to find the right candidate for a job. It must be a good fit with the culture of the company. This is one of the most important characteristics of an employee. Every company has its own culture. Digital marketing is a team-based industry, so it is important for employees to be able to fit in with the culture, personality, work style, and values of the company.

Digital agencies are reliant on company culture. As with any job, both the individual and the company have to be compatible. Digital work has many peculiarities and uses non-traditional work methods and styles. Great company culture can lead to happier employees and better results.

Each job advertised publicly attracts an average of 118 applicants. Only 20% of those 118 applicants are invited for an interview. The odds are against you when you apply for any job in digital marketing. You can change the odds by thinking like an employer and not as an employee.

You can see yourself through the eyes of an employer and gain a better understanding of your strengths and weaknesses. Find out what you can do to make yourself stand out for employers looking to hire digitally. Listening to employers can help you learn more about being a marketable employee.

Written By

Jorge Zuñiga B