As mentioned above, marketing specialists are in high demand on the labor market. Previously, if a company faced financial difficulties, staff reductions would start with marketers. Now the situation is different: business owners understand that competent marketing is the key to high profits. Most companies try to create a whole marketing department so that each specialist performs specific functions.
However, finding a good marketer is a difficult task. Below are some recommendations that will make the process of finding the right candidate easier.
Job Description
It is important to understand truemoney data package what exactly is required of a marketer and to specify their functional responsibilities in the job description. Depending on the tasks, it is necessary to determine the type of applicant - research analyst, creative specialist, etc.
The job posting should be concise and concise in describing the duties of a marketing specialist. This will help weed out mediocre applicants.
If there are difficulties with the description of job responsibilities, you just need to indicate the goals that need to be achieved (preferably in numbers).
Note: If you focus on the marketer being able to maximize their potential, the chances of finding a suitable candidate increase.
Recommendations for hunting marketers
Resume
By carefully studying the resume, you can get a general idea of the applicant.
Here are some signs that a resume belongs to a professional:
Specific achievements are indicated in figures (ROI, advertising campaign performance indicators, CTR, profit growth rates due to marketing activities, etc.). This indicates that the applicant can set clear goals and achieve results.
Skill of working in tandem with sales managers. This is a significant advantage over other candidates. Productive interaction between marketers and salespeople is a prerequisite for increasing profits.
Specialized education in the field of "Marketing" or "PR". As practice shows, some good specialists do not have higher education in the field of marketing. At the same time, they achieve noticeable results. However, if the applicant knows the theoretical basics of promotion, this is a huge plus.
Candidate specialization. It is impossible to be equally well versed in all areas of marketing – from SMM to event organization. It is important to find a specialist with the necessary competencies.
Experience in a similar niche. If a marketer has relevant experience, he will join the work processes with maximum efficiency from the very first days. If the company operates on the B2B principle, you should not demand instant results from a specialist who previously worked in B2C. He will need some time to adapt to the peculiarities of the market.
Length of employment at one place. It is important to start from the life cycle of transactions in a specific industry. For example, in the B2B sector, the average duration of a transaction is 9-12 months. If the candidate quit earlier, then he did not have time to evaluate the results of his work. If a specialist has worked for one company for many years, you should be prepared for the fact that he is “sharpened” to perform a narrow range of tasks