Show:
How To Recruit Top Talent In Digital Marketing
Having impactful digital marketing initiatives is often one of the crucial factors driving success in an otherwise complex and ever-changing business environment. Indeed, digital marketing can help businesses focus their efforts precisely on the desired targeted audience while also having a global reach. Another essential advantage is the ease with which the different digital marketing campaigns can be monitored and tracked.
Businesses can quickly discern which methods and strategies produce better than expected results and which are underperforming and should be canceled. With access to such valuable performance metrics, companies can make well-informed decisions about allocating their marketing budgets.
However, building your dream team of digital marketing specialists may be challenging. One way to add an additional layer of assurance that you are choosing the right people to come on board is through an online DBS check. The Disclosure and Barring Service (DBS) enables employers to check the criminal history of any prospective hires. Implementing a DBS check phase in the recruitment process allows companies to make safer hiring decisions and prevent people from taking up jobs they may not be suitable for.
Determine Your Goals
Before you start recruiting for your marketing team, you must take a realistic look at the currently available resources and the targets you wish to achieve. For example, for startups that are still trying to establish their place on the market, it may be more prudent to hire a single full-stack marketer, at least in this early period of their operations. A full-stack marketer provides a broad range of marketing skills that will be enough to meet the needs of a small startup in terms of marketing efforts.
This approach has some considerable downsides, though. No matter how good your marketing expert is, a single person can do so much within a day. Not to mention that having a diverse skill set doesn’t mean being equally proficient in all of them, leaving some areas to lack behind. That is why businesses can only rely on a single marketer for a short while before they need to build a dedicated team. As your company grows, it may be wise to hire at least one person for each of the key marketing roles – acquisition, monetization, and content.
Perform Background Checks
Even though many industry sectors have shifted, potentially permanently, to a remote work plan, this has not diminished the importance of doing background checks for online roles. Depending on the specific role, you may opt for a different type of DBS check. The basic tier is eligible for any role, and it will show if the candidate has any unspent convictions or conditional cautions. The Standard DBS check is applicable for professionals with high responsibilities, such as accountants, lawyers, etc. The highest tier is the Enhanced DBS check, and it is usually reserved for positions that involve working with vulnerable adults or children.
Showcase Your Corporate Culture
With a realistic idea of your company’s marketing needs, how should you approach attracting top talent? First, top experts are likely to be paid sufficiently no matter where they work, so enticing them with bigger salaries may not be as effective. Furthermore, a startup is unlikely to have the resources to compete with already established organisations. Instead, it may be better to emphasise the culture you are trying to build and foster at your company.
On the other hand, some professional marketers may be looking for a new challenge or a fresh start to test their skills and competencies. By presenting them with your company’s mission and the problems it is facing compellingly, you may be able to sway them into joining your marketing team.
Ask For Referrals
If you haven’t already implemented a referral program, you may wish to do so as soon as possible. Referrals have proven their effectiveness as a way to find not only talented employees but ones that are likely to stick with a company during challenging times or downturns. To boost participation in the program, offer a bonus for the current employees who recommended the winning candidate. Monetary bonuses are among the most popular, but they are far from the only type of reward that can be offered.
Test The Candidate’s Skills
When picking which marketing applicants to accept to the later stages of the recruitment process, don’t just look at their resumes and listed experience. Instead, put their knowledge and skills to the test. Doing so will allow you to identify talented individuals that may have just recently graduated and that you may have otherwise overlooked based simply on their CV. If you already have marketing employees working at the company, ask them to field relevant and practical questions and tasks that could be given to the interviewees.
Return to Previous Page
