8 Tips to Recruit the Right Talent for Your Marketing Team

Running a successful marketing team is all about getting the most out of your products, services and people. One of the best ways to ensure your business is functioning optimally is to recruit the right talent. It takes effort, but there are tips you can follow to ensure you have the best team in place.

Running a successful business (or marketing team) is all about getting the most out of your products, services and people. One of the best ways to ensure your business is functioning optimally is to recruit the right talent.

A reliable and strong workforce is key to the triumph of any business. Your business needs employees who are loyal and hardworking. However, it takes effort to recruit the right talent for your business.

Searching for the new team member that will be a spark plug for your business may seem as if you are searching for a needle in a haystack. However, there are ways to identify who will be the right fit for your team.

Here are some key ways to enhance how one filters, finds and recruits the right talent to an organization:

1. Clearly Define Your Company’s Vision, Mission and Values

Establishing a succinct company mission, vision and core values are key in creating a culture unique to your business. When it comes to selecting new team members, your company’s culture should triumph everything else. Culture and core values are key to survival in any business environment, especially those where employees are expected to wear many hats.

A potential talented employee possesses all the experience on paper, but if they do not fit your company’s culture and key values, then they’re not an ideal addition. Be true to yourself and listen to your instincts.

Take time to communicate all the “whys” behind your company and the values your business endorses to filter out the off-beam applicants. Understand that not everyone is a good fit for every business culture, and that is okay

2. Recruit the Right Talent with an Impeccable Job Post

Communication is vital to recruit the right talent. It is your responsibility to communicate a clear message regarding the type of individual you are looking to recruit. If you are too vague in your job posting, you will have applicants coming from every single direction.

Describe the open position as sharply and accurately as possible. Falsifying the description of a job so that it sounds more striking than it is will backfire. Highlighting the positives is key, but do not lose your grip on the reality of what the position entails. In general, your job post should narrate to a potential employee what they ought to expect from the job, both in long-term and short-term. Enlighten applicants on what they’ll accomplish, what skills they’ll need and what skills they’ll develop.

Use keywords that recruit the right talent in your search. Companies like Acumax Index assist you in developing a position profile to ensure you are interviewing the right type of candidate.

3. Use the Interview to Preview a Potential Employee

A job interview helps you learn a lot, but not all, about your potential employee. Use the potential employee’s interview on top of an resume to find out more regarding the candidate’s objectives and aspirations.

When examining past occupations, search for applicants without a history of jumping jobs. Ask them to explain to you where they see themselves in the next 5 to 10 years. Both help you determine whether this applicant is expected to stick with your company or just use the position as a placeholder.

During the interview, ask open-ended questions that can get the potential employee showcase their character. Find out the things that motivate them to help them set goals and challenge themselves.

Acumax Index will also provide you with interview questions based on the position profile you created. This helps you keep an eye out for answers and keywords indicating they will be a great fit or a poor one.

4. Keep Close Tabs on Your Competition

Recruiting the right talent for your  business is just half the battle. Making sure they stay is the other. Implement these tips and tricks to ensure longevity in the investment in your people.

In today’s competitive climate, it is important to familiarize yourself with jobs currently on market and what your competitors are offering. Ask yourself honest questions about your company. What differentiates you from your competitors?  Why should someone want to work for you? The benefits of your organization do not always need to be monetary. Offer your potential hires training and learning development programs alongside opportunities to grow within the business.

5. Choose the Best Recruitment Agency for Your Business Model

Some employers are put off by utilizing recruitment agencies, but this is a great way to find proficient applicants. The key when soliciting a recruiter is to make sure they understand your needs and the culture of your company before they opt to advertise your vacancies via their networks.

It is the recruitment agency’s job to explore the marketplace for the best-qualified applicants. Some recruiters will even go a step further and headhunt individuals from other different businesses. When utilizing recruitment agencies, it is essential that you find one that specializes in your field. To make sure you only recruit the best talent, you need an agency with an “inside out” understanding of your industry.

6. Desperation Does Not Recruit the Right Talent

Desperation only makes you compromise your desires and leads you to employ the wrong talents. Do not fool yourself into thinking that any warm body is better compared to no body. This concept could end up being your most expensive mistake. Be patient and wait until the ideal talent is available to take up the task. An interview can only take you so far, and sometimes the wrong talent will make it into your company. If this is the case, don’t hold on to employees that don’t match your company culture.

7. Above All, Trust Your Instincts

As an entrepreneur, you must go along with what feels right to you. Intuition is a powerful tool, and your gut feelings rarely steer you wrong. The ideal individual will feel right to you, marking all the boxes for skills, personality, qualifications and experience. If you have doubts about a candidate’s ability to fill a desired role, do not employ them.

Once you’ve recruited the right talent, piece the hires together to create a working, functioning team. This will be what drives your company forward.

8. Only Retain Star Talent

Once your team is in place, be certain to make sure each employee is a top performer. Often, companies spend too much time getting lost in performance improvement plans. Trust management to lead their teams and evaluate their employees. Management should set clear goals of where they see their team six months in the future. They should then look at their team and question who will help carry them there and who will lag. If a person does not fit, it is important to decide whether this person is an asset or a liability.



Mentoring: Give a Little, Get a Lot

Last summer, I heard that my alma mater was launching a mentoring program between graduates and enrolled Seniors. Even though I no longer reside in my college town, I quickly volunteered to be a guinea pig for remote mentoring

Last summer, I heard that my alma mater was launching a mentoring program between graduates and enrolled Seniors. Even though I no longer reside in my college town, I quickly volunteered to be a guinea pig for remote mentoring.

The woman running the program was hesitant at first—her vision was to put grads and students together face-to-face and create events that would bring the mentor/mentees together outside of 1:1 meetings.

Even though I reside in the San Francisco Bay Area and my college is in chilly Ottawa, Canada, I convinced her to team me with a student who was studying abroad for a semester so neither of us would be on campus.

Luckily I was paired with a wonderful senior named Mitch who was spending a semester in The Netherlands and studying marketing. We hit it off immediately, swapping stories about our pasts, our work experiences and talking about his goals when he graduates (to work in sports marketing). Mitch proved to be intelligent, inquisitive and eager to learn about the real world of marketing and advertising.

In our weekly calls, I answered a lot of questions (about marketing strategies and tactics and concerning specific job functions in the industry), but we also talked about some very practical things like how to put together a solid resume and a LinkedIn profile. Frankly, I was a bit surprised that in this social media crazed world, this very bright student was not that familiar with LinkedIn and how to use it to his advantage. Upon having further conversations with my college graduate son and his friends, it seems none of them were particularly savvy about LinkedIn and how leverage it to their advantage.

Helping Mitch with his resume was a fascinating exercise in marketing. His first draft provided a laundry list of all his summer jobs, but didn’t successfully position his experience and his growing expertise. As I quizzed him on what he actually did at each job, I helped him extract the salient messages he needed to convey about his skills and accomplishments—it was similar to working with a client to help them clarify and synthesize a product’s attributes and benefits, and how they stacked up to the competition.

For example, during his Junior year, Mitch worked for a marketing agency that was helping Microsoft increase its mindshare among college students. He described that job as “Independently reach and educate University students regarding the benefits of Microsoft products while entrusted with expensive technology.”

After some probing into what he was REALLY doing and the knowledge and skill set it required, we rewrote it to read “Manned an on-campus booth and answered questions about various Microsoft software products while retaining proficiency in Microsoft Windows 8.1 and the Microsoft Office Suite of products. Using Microsoft-provided software / hardware, performed a Pre- and Post- Attitudinal Behavior Study.”

Now he sounded impressive!

What was most exciting, however, is that this week Mitch advised me that a Netherlands-based sports organization that he follows on Twitter had tweeted about an opening for a marketing assistant. We quickly got to work refining his resume to match all the skills the job description required and crafted an introduction letter that further highlighted his skills.

We also did a LinkedIn search to determine who the position would report to and poured over the hiring managers resume. I encouraged Mitch to spend time on the company’s website, social media sites to become immersed in the brand, its mission, brand positioning, communications messages and key issues the company is facing.

Yesterday Mitch was contacted by the hiring manager and asked for work samples and to set up an interview. We then went to work prepping him with questions he might ask during the interview process. Honestly, I was as excited as Mitch was!

As I finish this column, I’m waiting to hear the outcome of that first important job interview, but either way, I’m confident that this young man will be a marketing rock star and any firm would be lucky to employ him. And, I relish the opportunity to help another grad enter the world of marketing fully knowledgeable with the skill set to market themselves successfully.