How to hire and train marketing all-stars, spinning the outdated recruitment model

How to hire and train marketing all-stars, spinning the outdated recruitment model

If you are reading this article, there is a tendency that you are in the process of recruiting and training marketers to promote your company, which is not always an easy task to do.

Established salespersons are experienced in the field, which makes them very expensive to procure, but you do not want to just settle for mediocrity, hence you must take action to enhance your recruitment game and source for great talents.

Completing the exercises in this article enhances your capability to grasp your candidate of interest and identify prospective marketing all-star. Furthermore, you will get acquainted with the recent frameworks for recruitment and a better understanding of methods to deliver career coaching.

Your potential marketer should be acquainted with the skills to handle a wide range of information you provide them with, which is possible because of their natural intuitive nature that creates a routine to steadily perform research on ways to make your situation better than it was met.

Furthermore, they are relatively dynamic to the needs of customers, which is why they are highly updated to their demands. This is a skill set you must seek in your working environment.

The focus of this article is to empower you with consumer-first-based learning because carrying out this technique effectively enables your salesperson to become more confident and your consumers (i.e. primary target) attain satisfaction.

It is worthy to note that highly skilled and experienced marketers are hard to come by hence you must explore all the options to secure pure talents in the recruitment stage, with the perfect combination of skill sets.

The evolving trends in the marketplace have created room for upgrades and improvements in the critical and technical skills of marketers. Therefore, your candidate should have sound knowledge in advanced digital intelligence, including proficiency in social media, SEO, content marketing, conversion rate optimization as well as some basic programming experience (e.g. HTML) as your customers’ attitude advances.

Your candidate should not dwell on specialized elementary competence such as event marketing, copywriting, etc. this is because the world as a whole and technology is changing at a rapid pace, which guarantees that challenges are bound to unfold in the working environment that must be appropriately handled by creating a conducive scheme for your marketers, starting with;

1. Identify the right personnel for the job;

This is an activity you must carry out to spot the value, strength, and weakness of your potential candidate, their ability to collaborate with others in teamwork, and also you must make an effort to characterize their personality in detail.

As a recruiter, you need to bridge the gap between your needs and the job seekers potentials by:

Ensuring your job advertisement content is optimized for potential candidates to see, so as to enhance their familiarity with your concept.

Make an effort to establish the value, mission, and culture of your firm on social media, e.g. LinkedIn. This is because, most inactive marketers, seek social media as their first point of call when investigating a potential company.

Provide clear-cut eligibility and certification criteria, which is easily relatable to your potential candidate. For example, if you stipulate the requirement of google analytics qualification, it creates room for recruiting skilled personals, which is also an indication that the bearer of such certification is conscious of learning and improving

2. Create a connection or relationship with your recruits:

Traditionally, information on the job description, benefits, tips, and retirement plans are placed on the recruitment website, where the potential marketer simply assesses themselves. However, you must ditch that practice and upgrade with the trend by, starting your recruitment by obtaining specific details from a more personal level with your potential marketer, openly discuss your training programs if any, obtain feedback on the skill they possess and also you must communicate the skill you desire, on the tone of a trusted advisor. All of these are required to enhance open-mindedness and a sense of belonging

3. Conduct a comprehensive interview:

At this point in the process, you probably think that you have found the right fit for the available position. It is therefore advised that you make available your company representatives to individually conduct an interview and qualification examination on your candidate, which could be done online or in person.

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You should note that the assessment must be saved for last, in order to avoid bias and conversely, your delegates must pay attention to specific areas of the candidates’ competence.

4. Finally, the time has arrived for decision making

As a recruiter, you must make an effort to invest in the career and training of your marketers and create a positive working environment for them to actualize their potentials.

You must assess and intensify your recruitment strategies and further get acquainted with trending techniques to effectively handle the process

Furthermore, notwithstanding if your offers are accepted or not, ensure the company image was positively perceived by your potential candidates.

Wouldn’t you want to exploit the growth of marketing all-star in your company?

Conclusion

As a recruiter, you must make an effort to invest in the career and training of your marketers and create a positive working environment for them to actualize their potentials.

You must assess and intensify your recruitment strategies and further get acquainted with trending techniques to effectively handle the process.

Furthermore, notwithstanding if your offers are accepted or not, ensure the company image was positively perceived by your potential candidates.

Wouldn’t you want to exploit the growth of marketing all-star in your company?

#acquisition #talent

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