What are the best ways to find the right marketing staff for your company? Jessica Richard, responsible for recruiting at SOCIAL CREATIVE TALENTS in Munich, offers insight from the marketing recruitment industry.
Filling marketing jobs is often a lengthy process. One reason for this is that there is not ONE marketing job. Every job seeker has different experiences and qualifications and a job description does not exist. Are you looking for a social media manager, a brand manager, a product manager with marketing responsibility or a performance marketing specialist? Even this short list - and this certainly only covers a small number of the marketing jobs out there - shows how complex the subject is. In addition there are numerous further qualifications whose meanings are often subject to dispute.
The marketing world is developing at a speed which results in constant change, but at the same time brings new opportunities. The generalist, for example, would be great for setting up the marketing function in a start-up. However, when the company grows and the marketing function becomes more professional, marketers have to familiarise themselves in greater depth with individual areas. For this reason, the recruiting process should highlight the development potential for jobseekers.
Looking for the best marketing staff for your start-up? Here are four tips:
1. Present authentically:
So buzzword. So old school. But this is where most mistakes are made. Very important: Don't confuse authenticity with winning favour. An example: table football, fruit days and free drinks miss their target for making the employer more attractive when that same employer regularly demands 60 hours per week. But if you have top customers, projects and offer an above-average salary, then communicate that - quality and commitment have their price. Another example: If you advertise yourself as an agency with 9-to-5 working hours and your contract says that overtime is covered by the salary, you will lose credibility.
2. Ask for proof of talent:
Work samples are still the selection tool par excellence. Every copywriter, art director and PR specialist knows to bring work samples with them but a marketing all-rounder or social media manager might find it more difficult to prove success or creativity. So in addition to deciphering personality, your role as recruiter is to find out what the job seeker can actually do. You can do this through asking for exceptional content that makes the applicant curious, encourages his openness, and takes him away from the usual interview phrases. No, don't worry, you are not asking them to program their own gamification tool. You could use a simple survey tool such as Typeform. A Twitter task is an example: "Sell swimwear to a nudist in 280 characters". A video task is also a great idea: "Answer these two questions in no longer than a minute", where unusual topics are developed that can be used to assess the skills of the applicants. Speaking of video clips: This leads us to the next tip ...
3. Offer a Realistic Job Preview:
Turn the recruiting process on its head and start with the onboarding process: show prospects the team and working environment. "These are your teammates, this is what your workplace could look like, this is a typical working day." Or depict your day-to-day work in employee videos and make an impression in advance. Job seekers can then decide if their experience, values and Proof of Concept are a good fit.
4. Engage active sourcing:
The phrase of the hour. If you do active sourcing, otherwise known as the independent, proactive research, approach and recruitment of potential employees, you will build a pipeline of good people. Through unique appeals you will find exciting people who ideally broaden your own horizons. In addition, active sourcing offers the great advantage of ensuring applications are comparable. It is important to ask creative questions in order to find out the values of the job seeker. If entrepreneurship is an important characteristic for you, try to find out more about this. All applicants should answer the same, sometimes unusual questions. By doing this, candidates make themselves more comparable for the recruiter. The mere juxtaposition of CVs cannot do this.
Find out more about SOCIAL CREATIVE TALENTS at www.social-creative-talents.de.