Let’s face it—hiring in a small advertising agency is tough. You’re juggling client deadlines, pitches, and production calendars, all while trying to find that one unicorn who’s equal parts strategic thinker, creative spark, and reliable team player.
That’s why employee testing can be a game-changer for small shops. It helps cut through the noise and gives you a clearer view of who’s really right for the job—not just who interviews well.
A mix of personality, intelligence, and skills testing can help you make smarter hiring decisions and avoid costly missteps. When every team member matters, a bad fit isn’t just inconvenient—it’s disruptive.
Why Testing Works for Agencies
In small teams, the wrong hire sticks out fast. But the right one? They elevate the whole agency. Here’s how testing helps you get it right:
It reveals hidden gems. That quiet junior designer who crushed the aptitude test? They might be your next superstar.
It avoids bad fits. You don’t have time to onboard someone who flames out in three months.
It opens new doors. Sometimes testing highlights someone who’s not right for the current role—but perfect for one you haven’t even thought of yet.
When to Use Testing
Use testing after your initial interviews—not before. First, screen candidates who meet your basic requirements. Then test the ones who make it through the first round. Testing adds depth to what you’ve already learned face-to-face.
Here’s what’s commonly used:
Keirsey Temperament Sorter – Great for understanding how someone might function on a tight creative team or under pressure.
Criteria Corp Aptitude Test – Useful for gauging problem-solving and fast thinking—key traits in a deadline-driven shop.
Skills Assessments – Depending on the role, try a copywriting prompt, design task, or media planning challenge. Keep it relevant to the real work.
Don’t Skip the Legal Stuff
Using tests the right way is important—not just for fairness, but to protect your agency. Keep these two legal principles in mind:
Validation: Make sure the tests actually relate to the job. If you’re hiring a strategist, test for analytical ability—not typing speed.
Adverse Impact: Be sure the tests aren’t unintentionally screening out qualified candidates from protected groups. It’s not just about compliance—it’s about fairness.
Testing Is a Tool, Not a Crystal Ball
Testing won’t guarantee a perfect hire. But when paired with strong interviews, reference checks, and good instincts, it can tilt the odds in your favor. Especially in a small agency, where culture fit and flexibility are everything.
Hiring is one of the most strategic things you do as a leader. Done right, it builds the kind of team that gets clients excited, wins new business, and keeps your agency moving forward.
