5 Hiring Tips for Small Marketing Teams
One of the best ways to ensure your small marketing team is functioning at optimum efficiency is by recruiting and retaining employees who are multi-talented, high-output individuals. As you continue to search for that new team member who will be a spark plug for your business, it may seem as if you're searching for a needle in a haystack. Here are five hiring tips to identify who will be the right fit for your team, and then set them up for success.
Running a successful small marketing team is all about getting the most out of what you have — your products, services and, of course, people. You may not have the luxury of big budgets and a large staff, and stretching your resources is a difficult task, but it is a necessary one in order to accomplish your goals.
With a motivated and talented team on board, your firm is way more likely to attain success. From my point of view, obtaining and recruiting the ideal individuals is just as crucial as generating sales and managing finances. Here are five steps to help you draw out and recruit the best talent in the marketplace.
1. Ensure Potential Candidates Possess the Desired Qualities
Despite the fact that a candidate needs to possess the indispensable capabilities to execute the job competently, skills can be taught. A person’s work ethic, willingness to learn, adaptability and attitude are inherent..
Below are some of the seven most in-demand qualities. Identify the ones that are mos important to your business and hire for them.
- Leadership ability
2. Only Fish Where the Fish Are
Successful anglers know where all the good fishing spots are. Similarly, a successful talent hunt focuses on leveraged recruitment venues.
The first place to search for the ideal talent is within your own organization prior to hiring outside the firm. Does your firm have underutilized workers with talents that could be put to good use? Or do you have leadership training programs to develop your worker’s skills to promote within?
When hiring outside your firm, pursue a long-term strategy rather than waiting to employ only when you are desperate for help. This is something we strongly believe in. Build your firm’s reputation with a positive trajectory in your industry, so talented job hunters come to your firm on a regular basis.
Through positive word of mouth on the integrity and values of your organization in your industry, you’ll attract an ongoing stream of applications and inquiries, even when you're not looking to hire.
3. Clearly Outline the Job Role
Make sure to think about your job ad description keenly. Be accurate, clear, and extremely focused on what you desire; but also on what your firm is willing to offer to the right candidate.
Ensure you point out all progression and training opportunities, and be clear about the mission, vision, core values and culture of your firm. This can be as important as the offer you are willing to put forth.
Communication is vital when looking for new talent to recruit. It is your responsibility to communicate a clear and easy to understand message regarding the type of individual you are looking to hire. If you are too vague in your job posting, you will have curriculum vitae coming from every single direction.
4. Refine the Interview Procedure
Let’s assume you have outlined your top desired qualities in a candidate, are fishing in the right place for quality applicants, have clearly outlined the job role and communicated all that your company can offer to the right employee. Then. you are ready to interview.
Make sure you put your best foot forward on the interview, as should the right candidate; it is a two way street between the interviewee choosing you as you choosing your interviewer – especially in a competitive industry.
Place the best interviewers in front of your candidates and ensure they have the ability to identify the ideal qualities and attributes in candidates and know what the job will take. We use Acumax Index to assist us in the interviewing process to help attract the right candidates and weed out those who are not a good fit.
5. Retain Your Talent
Keep your people happy — especially the high value employees who you rely on to get the job done. Ensure you execute this by following the best recruitment and employment practices of the particular industry.
The cost in time and money to find the right talent, and that of turnover in staff, can be significant. So whatever you need to do to make sure your employees are happy with their positions (within reason of course), do just that. In the long run, developing additional incentive programs and giving employees job perks and performance incentives really set the bar high and allow your organization to retain its key talent year after year. As soon as you’ve hired the right talent, you can begin to piece the hires together to create a working marketing team that can function effectively and drive your company forward.