Mashers :: A Human Resource to be developed rather than a ‘cost’ to be minimised

Today saw another 6 Top Mashers join our books after having completed a successful on-line application via or bespoke staff and booking interface Moogle and then attending a 90-minute Group Interview here at Mash Towers.

Today saw another 6 Top Mashers join our books after having completed a successful on-line application via or bespoke staff and booking interface Moogle and then attending a 90-minute Group Interview here at Mash Towers.

Mash currently have a staff database of 1,500 Mashers from across the country. We proudly believe that this volume facilitates the most efficient management, motivation and control of a community of fantastic promotional staff.

All have completed an on-line application via our dedicated staffing interface Moogle and have attended a 90 minute Group Interview in London or in one of the Regional Sessions with our UK Brand Champion.

Every session – run by Greg our Talent Director (London) or Chrissy our UK Brand Champion (Nationwide) is deliberately structured to engender a forum of learning, best practice and ‘Excellence’. We use role-plays, presentations, short films, open discussions, Q&A’s and finally a ‘Brand Ambassador Test’ to ensure only the very best staff get on to the books.

Currently ‘Success Rate’ of application to Full Masher Status sits at 67%.

A strong level of investment goes into ensuring we recruit, train and motivate every Masher on the books.

Mash prides itself on avoiding the ‘bums on seats’ mentality. Rather than the working relationship being purely about ‘doing the job and then getting paid for it’.

We place huge investment and importance on talking to our staff in between and engendering a UK and Oz-wide ‘Masher Community’ Spirit and Energy.

In our last Masher Census (carried out in 2010 with 1000+ respondents), the ‘Masher Hierarchy of Needs’ was very clearly made up of the following criteria in descending order of importance: Flexible Work, Pay, Working Conditions and Culture. When asked what kept them in the industry the most important factor was Pay, followed by their Relationship with their Agency.

We have never known our staff better, and now in the best position to partner staff with brands, and vice versa. As well as ensuring that a staff member reflects a brand, it is just as important that the staff member has an interest in and relevance to the brand or product, in order for them to provide the consumer with a genuine and memorable engagement. There is no value is partnering a technophobe with a mobile phone campaign. We know that the information held for each of our Mashers is current, transparent and automatically populated with each campaign they work on through the robust system that is Moogle.

The ability to create a meaningful sense of culture and community is much easier with a smaller pool of staff. We believe that by increasing this pool too much, we would dilute the quality and effectiveness of the communication and motivation processes. To this end, Mash maintain their books at 1,300 – 1,500 staff.

Running a smaller book means that it is harder to get on the Mash books, facilitating a further dimension of quality rather than quantity, and the feeling that you belong to a real community. Not just any one of 5,000 others…

“We treat our staff as a skilled and talented group of individuals who are a key human resource to be developed rather than a ‘cost’ to be minimised”

For more information please contact our Talent Director :: Gregory Mason :: gregm@mashstaffing.com :: +44 (0) 207 939 7670

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Posted by

Chris Wareham