Hiring a marketing manager is an important part of your company's growth. It's a big commitment for you, but it can also be a substantial opportunity for an employee. This article will show you how to hire the best marketer for your company by taking into account every step of the process.
Define the role and its requirements
- Define the role and its requirements
- Create a list of what you are looking for in an ideal candidate profile
- Write the job description
- Source candidates via the internet, job boards, social media platforms like LinkedIn and Facebook, or from your own network of contacts and friends (if you have any)
- Screen applicants via phone calls (or Skype), CV screening software such as Jobvite or Flatwork(which can be used by recruiters as well), or in-person interviews if they are local to where you are based
- Interview and evaluate candidates based on their CV/résumé, telephone conversation(s), personality tests like Myers Briggs Type Indicator (MBTI)
Determine the ideal candidate profile
The first step to hiring the right person is defining what you're looking for. Here are questions to ask yourself:
- What are the key responsibilities of this role?
- What skills and experience do I need my marketing manager to have?
- What personality traits will work well in our team?
This helps you determine what type of candidate profile you are looking for. Once these requirements have been determined, it's time to start sourcing candidates.
Create the job description
The job description is the foundation of creating a highly effective hiring process. It should include:
- A detailed description of the role and responsibilities
- Required skills and experience
- Desired skills and experience
- Non-negotiable requirements (i.e., must be able to travel at least 50% of the time)
- Preferred requirements (this is where you can specify some nice-to-haves, like “would love to have someone with a passion for social media marketing”)
- Use a job board. Job boards are the easiest way to post your marketing manager job and receive resumes from candidates who are actively looking for jobs. You can use a service like Indeed or SimplyHired, but make sure you pay attention to how much they charge. Some boards charge employers fees of up to $25 per applicant, which can add up quickly if you're hiring multiple people at once!
- Post the job on your website. If you have an active presence online, consider posting a link to your company's career page on each of your webpages so that anyone who visits will see it right away when they land at one of them (and hopefully apply).
- Ask employees for referrals: In addition to getting applicants from job boards and websites, ask existing employees who know about other great candidates for referrals—they might be able to give you some good leads!
- Ask clients and vendors: Ask if any prospective customers have recently hired someone in marketing management; chances are good that if they did well enough in their role to get themselves hired by another organization, they may also be interested in yours as well.
- Make sure the candidate has the right skills.
- Check references and background checks.
- Ask for examples of work.
- Ask for examples of teamwork.
- Ask for examples of leadership.
- Ask for examples of creativity, analytical thinking and other relevant skills that would be required in this position (e.g., heuristics, product management, problem solving).
Interview and evaluate candidates
To hire the right marketing manager, you'll want to interview and evaluate candidates.
In your interview, ask questions that will reveal their strengths and weaknesses, as well as their personality, motivations, willingness to learn and take initiative. For example:
- Tell me about an instance in which you were able to exceed expectations by going above and beyond what was asked of you?
- What are some ways in which you've improved the work environment by bringing positive energy or ideas?
- Tell me about a time when something didn't go according to plan but turned out better than expected because of how quickly or effectively you handled it?
Get to know a candidate's personality through a test or assignment.
It’s important to test a candidate’s personality type. That way, you can determine how they will interact with your other employees and clients.
Your first step is to decide what kind of personality test you want to use. There are plenty available online, but some are better than others! You should make sure that any test you pick has been validated by an independent source (like Pearson).
Check references and perform background checks.
Even if you're a small operation, it's important to check references and perform background checks on any potential candidates. People lie (especially when they're trying to get ahead in their careers). If they don't have the right credentials or experience, they may say they do.
It's not just about checking whether your candidate lied about their experience; it's also about verifying that everything else is true as well. For example:
- Does this person really work for the company on their resume? (Check LinkedIn)
- What were his/her responsibilities at each job? (Talk with previous employers)
- Who did he/she report to at those jobs? (Talk with colleagues)
If you take hiring one step at a time, you'll find the best marketer for your team.
So, how do you hire the right person? Well, it's not as easy as it sounds.
For instance, if you hurry through the process and skip steps, there's a good chance that your company might end up with a bad employee. Worse still: The wrong employee could mean your competitors get ahead of you. Before jumping into hiring mode, take some time to think about what makes for an ideal candidate and then follow these guidelines:
- Make sure they're qualified for their position
- Don't rush through the hiring process
- Don't hire someone just because they're cheap or expensive
Now, let's consider the job function of Growth Marketing - a new role that most startups are actively recruiting for:
When you’re looking to hire a growth marketer, you want someone who can drive results — but how do you know if they're a good fit? As a hiring manager, it's your responsibility to understand what makes an ideal candidate and how best to assess candidates. In this post, we'll look at the role of a growth marketer and then discuss strategies for finding and hiring the right person for the job.
Go on the hunt
Hiring a growth marketing manager is no small feat. With so many different roles, responsibilities and skills to fill, finding the right person for your company can be tricky. In this article we’ll cover what you need from growth marketers and the best ways to find them.
Understand the role
The role of a growth marketer is to use data and analytics to drive results for your company. This person will take charge of identifying opportunities, creating and executing on a plan, measuring success, and reporting back. They’ll use marketing automation tools like HubSpot or Marketo to automate workflows that make it easy for everyone involved in the marketing process—from salespeople to customer success managers—to stay on top of what’s happening with leads at every stage.
The job description for this position varies by company, but you can get an idea of what it might entail by looking at job listings from companies who hire growth marketers:
- Leading all aspects of digital acquisition strategy including paid search (Google AdWords), paid social media (Facebook ads), organic social media content creation/management/distribution programs as well as non-paid channels such as press outreach & email distribution campaigns.
- Working directly with clients or agencies on creative ideation sessions around new campaigns; working closely with internal teams such as Product Marketing Managers who help define product features based upon user research insights provided by Growth Marketers.
- Being responsible for managing client relationships across multiple departments within Salesforce along with other CRM platforms like Zendesk if needed - making sure all stakeholders are kept up-to-date about key metrics including conversion rates across channels along with lifetime value per customer which helps determine pricing models for both B2B & B2C companies alike.
Cast a wide net
You want to cast as wide a net as possible, so don't narrow the scope of the role. Instead of looking for someone who has experience in only one specific area of growth marketing, look for candidates who have experience with all areas of growth marketing, or at least some.
It's not uncommon for people to switch roles and industries during their careers, so don't rule out applicants just because they don't have experience in your industry or with your competitors yet. If they do have other relevant experience that makes them a good fit for this job (or even if they lack it), consider hiring them anyway based on their potential.
Assess potential hires from a marketing perspective
To help you assess candidates, here are some examples of growth marketing frameworks.
- Neil Patel's "Growth Hacking Framework"
- Growth Marketing Institute's "The Growth Marketing Roadmap"
- HubSpot's "Inbound Methodology"
Use these frameworks to assess your own abilities as well as that of potential hires.
Use a growth marketing framework to assess candidates
In the same way that you use frameworks like the customer development process, or a lean startup methodology, use a growth marketing framework to assess candidates. A good framework will help you identify areas of strength and weakness, as well as how they would approach a particular problem.
If you want to hire talented growth marketers, you need to know what you're looking for.
The first step is understanding the role of a growth marketer. In broad terms, this person will be responsible for analyzing data and using it to identify opportunities to improve your product or service. They'll also be responsible for implementing strategies that improve user acquisition and engagement.
Next, have an idea of the skills required for this role. You'll likely need someone who:
- Has experience with digital analytics tools like Google Analytics or Amplitude (or similar)
- Can write scripts in Python or R (or similar)
As we’ve seen, growth marketing is a field that requires a lot of skill and understanding. But if you want to hire talented growth marketers, you need to know what you’re looking for. The key is making sure your candidates have the right skillset and experience—and knowing how best to assess them. We hope this guide has helped you understand the process of hiring a marketing manager and get started on your search.