The first step to joining Mediaforta’s extensive international network of highly specialised content creators and marketers is to register in our job database. This registration is followed by an online interview with one of our talent managers.
During that meeting, we don’t just focus on education, specialisations, experience, references, and SEO and language skills; we also assess soft skills. For instance, an applicant’s motivation, creativity, enthusiasm, and attention to quality. In many cases, the next step is a practical test. This thorough procedure allows Mediaforta to only select the top 5% of content creators and marketers worldwide to work with.
Talent manager Jolien explains how this selection procedure works in practice. “Registering in our job database is the first step to the whole process. We receive spontaneous applications, but more often people sign up in response to a specific vacancy. In addition, we ourselves regularly reach out to content creators and marketers we find interesting.”
After registering, candidates create a profile, upload their CV and a portfolio if relevant, as well as answering a series of online questions. But the process does not stop there. The next step is an online meeting with one of our talent managers.
“We want to know who someone is, but above all we want to safeguard the quality Mediaforta stands for,” Jolien explains. What such a conversation looks like depends on what Mediaforta is looking for at that moment.
Mediaforta mainly works for clients who need specialised content. That is why we look for highly specialised profiles.
Jolien: “After briefly introducing myself and Mediaforta, we first go through an applicant’s hard skills. What do they specialise in? Do they have sufficient relevant experience in that area? Which project are they most proud of?”
We also discuss their education and background. Did they complete studies or training that align with their specialisations? Do they have strong references?
Some elements of the meeting will be role-specific. “With copywriters, for example, we will assess knowledge of SEO or GEO during the interview,” Jolien explains. “Knowledge of AI has also become a must for all profiles.”
We also assess cultural fit. Do a candidate’s values and way of working align with Mediaforta’s?
We like to work with ambitious, passionate top content creators, and prefer to steer clear of profiles with big egos or a negative attitude. We strongly believe in collaboration and a ‘getting things done’ mindset. It’s essential, in other words, that the people we work with share those values.
“That is why we pay a lot of attention to soft skills,” Jolien explains. “How does someone deal with feedback and deadlines? How do they approach certain situations? Are they able to work efficiently independently and as part of a team?”
Communication also plays a crucial role. Do they communicate easily, with positivity and professionalism? Do they show creativity, motivation and enthusiasm? And one final, absolute must at Mediaforta – a strong ambition to deliver high-quality work.
If a candidate leaves a positive impression, the next step will depend on whether there is an open vacancy. “If a candidate is suitable for a specific vacancy, the interview will usually be followed by a test assignment,” says Jolien.
This could mean writing a blog post, translating a text, creating copy for social media, and so on. We assess not only the quality of the content, but also the candidate’s way of working and communicating.
“If the test goes well, we integrate the candidate into our team and they will start receiving assignments. They might join us as a freelance collaborator, or we may introduce a candidate to a client, for example if the client needs someone to work on-site temporarily.”
If there is no suitable vacancy at that moment, the candidate is added to Mediaforta’s talent pool and contacted as soon as we have an assignment for them.
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