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.



Recruiting Tech: Is a Robot Interview a Good Brand Look?

I often talk and write about the explosion of marketing technology and how it can lead companies to focus on tactical wins while ignoring or hurting long-term consumer brand development. I would also apply the same caution to recruiting technologies.

You get an email from the CEO titled, “How do we become a destination employer?” You know this is a not-so-subtle hint in reference to the last “VP of Sales” candidate who came in a T-shirt, jeans and flip flops; or perhaps it is in reference to the one before, who averted eye contact and often gave one-word responses.

To get ahead of these pitfalls, some companies are using recruiting technology platforms to filter out duds early in the process. While the platforms are indeed powerful and have the potential to add data and structure to a process that has historically been very subjective and disorganized, this is another great example of the “land of shiny objects,” where the ability to do cool things has outpaced the strategic thinking of why things should be done. In this case, we find a budding industry that has built powerful tools to help companies design interviewing and recruiting experiences that work for their needs. However, I was curious as to what impact this is having on the Employer Brand from the perspective of the candidates, and if employers are going to get burned. I spoke to a friend who came across this experience during her job search, and she had some interesting insights to share.

A Candidate’s Experience With Recruiting Tech

Her first assumption, when informed about a video interview, was that it would be over Skype. Her first shock was learning that there would not be another person on the other end; but rather a technology platform, which would ask the questions. “It took me a while to understand that my first interviewer would not be a human. This was unfamiliar territory.” After she realized that she would be talking to a technology platform, her next reaction was a flood of questions, mixed with anxiety.

  • “What questions will it ask?”
  • “How much time will I have to answer questions?”
  • “What if I don’t like my response; can I have a do-over?”
  • “Will the employer be tracking how many do-overs, pauses and breaks I take?”
  • “Will the technology be analyzing facial expressions, ticks, as part of my answer?”

While the technology provider did its best to answer her concerns and was very supportive, there were some anxieties they could not address — such as the underlying reasons why the employer would put various time limits on questions, or if they would track the number of retakes and how that information would be evaluated.

During the interview, she spent hours in a locked room judging her responses and deciding if she should do a re-take or move on. “Being a perfectionist, this was not an easy process. On top of that, the unknowns were frustrating.”

She was eventually called in for an in-person interview and discovered an employer only trying to filter out non-serious candidates before investing time and energy on the next stage. Luckily for the employer, my friend was already familiar with the company, and so her negative experience was tempered by other information. Nevertheless, the experience did not reflect well on the employer.

My Take on Recruiting Tech

Despite my friend’s account, I found clear advantages to using recruiting technology platforms and, as a data-driven business consultant, I would encourage their use. However, I would also strongly suggest that employers think about the Employer Brand and plan more carefully before deploying recruiting technology.

I often talk and write about the explosion of marketing technology and how it can lead companies to focus on tactical wins while ignoring or hurting long-term consumer brand development. I would also apply the same caution to recruiting technologies, because I believe many companies are going to hurt their Employer Brand as they become enamored with new capabilities.

The right solution should begin with a vision of the Employer Brand you are trying to build and answer some important questions, such as:

  • When building the Employer Brand using technology, what will you measure and why?
  • What are the anxieties that might be created by injecting technology into the employer-employee relationship?
  • What are the trade-offs (short-term and long-term)?

While automation may be shrinking the workforce in the next decade or two (maybe not), most expectations are that the need for creative talent will increase. This means that your Employer Brand is likely to be a critical component of how companies will recruit the best creative talent. Getting lost in the land of shiny objects is not something competitive companies will be able to afford.