Why Your Agency Shouldn’t Overlook Entry-Level Talent
If your agency isn’t prioritizing entry-level talent, you're missing a major growth opportunity.
After more than 25 years in public relations, one thing has become clear to me: agencies that invest in recent graduates and prioritize skills over experience are best positioned for long-term success.
In the past year alone, I've hired 12 early-career professionals. The combination of long-time employees and new talent has made our agency adaptable and better equipped for the future.
Bring in Fresh Perspectives to Drive Growth
When agencies overlook entry-level hires, they miss out on new perspectives.
When someone questions a process, it pushes a team beyond "we've always done it this way" and encourages them to reevaluate existing workflows. Sometimes those conversations uncover more efficient systems. Other times, it reinforces why a process exists. Either way, your agency benefits from the conversation.
I recently had an early-career hire ask why we approached a client deliverable a certain way. This sparked a team discussion, and we realized we were following a process out of habit. As a result, we identified a more efficient approach.
Hire for Long-Term Success
Today's job market may leave agencies sorting through hundreds of applications for a single opening, but hiring isn’t about finding someone who checks every box. It’s about identifying people with curiosity, adaptability and drive to grow with your agency over the long term.
Pay attention to how candidates talk about the industry. Are they asking thoughtful questions? Do they show a willingness to learn? I've always believed you can teach someone how to build a media list, but you can't teach passion.
It's also important not to overvalue traditional PR experience when hiring recent graduates. Roughly 35% of entry-level jobs require years of relevant work, making it difficult for graduates to gain the experience employers expect. As a result, many strong candidates won’t have a traditional PR resume.
I recently hired someone with a background in hospitality, and their experience navigating difficult customer interactions translated into strong client communication skills. In many ways, that experience prepared them for agency life just as much as, if not more than, a traditional PR internship. They had already developed the ability to manage relationships, problem solve and communicate effectively under pressure.
Create an Environment Where People Want to Stay
Hiring the right people is only half of the battle. Agencies also need to create an environment where early-career professionals can succeed.
That starts with being honest about agency life and setting clear expectations from day one. It also means providing meaningful work, regular feedback and opportunities to grow.
Agencies need to strike a balance between supporting new hires and giving them independence to build confidence. I experienced this firsthand in my own career. I started at Next PR as an intern in the 1990s, and because I was trusted with real work and opportunities tailored to my interests, I was able to build a long-term career here. Today, I’m the agency’s CEO.
As you prepare for Q4 hiring, consider looking beyond a candidate’s experience and consider the unique skills, perspectives and value early-career hires can bring to your agency.
