Last Updated on August 13, 2020
Hiring is an incredibly labor-intensive process, but there are strategies you can leverage to make it faster and more efficient. Although the business world has been upended by the latest changes in the economy and recession, digital marketing is poised to rise above the fray.
If you’re in the digital marketing world, you may be wondering how you can attract and vet candidates for a marketing role. Use the guide below to find an awesome new employee to add to your team.
Step 1: Draft an accurate job description
Writing an accurate job description is one of the most critical parts of filling a vacancy. Before you get into the nitty-gritty of what a job entails, start with a high-level, engaging overview of the position. This small paragraph should be two to three paragraphs about the job’s main responsibilities and how it fits into the company as a whole.
Avoid using superlatives and overused words like “world-class,” “best-in-class,” “wizard,” and “ninja.” Those are all words that may be off-putting to a potential candidate who wants to join a team — not a cult. Try to use more neutral words so people who don’t self-identify as a “rockstar” pass on applying.
You should also focus responsibilities on development and growth instead of listing out daily tasks. A huge list of tasks is not only hard to read, but it’s also incredibly boring. Instead, limit the main job functions to 5-7 bullets. Keep things concise.
And, don’t forget to touch on benefits and culture. At this point, most employees expect the basics when it comes to benefits like a 401(k), health care options, and PTO. So, provide candidates with a bigger incentive to apply by mentioning more unique benefits and culture perks like your weekly happy hour, dog-friendly office, and free in-office lunches. It’s important to stand out to candidates so they feel compelled to join the cause.
Lastly, don’t forget to spell-check. No self-respecting employee who specializes in content would apply to an employer who posts a job description riddled with spelling mistakes and grammatical errors. Check your job description over carefully and get a second pair of eyes on it to proofread.
Job description basics checklist:
- Job title
- Role responsibilities
- Necessary experience
- The necessary level of education, licensing, or certificates
- Company description
- Employee benefits
- Pay range
- Starting date
- Reporting relationships
- Company description
Step 2: Place job posting on career sites
Indeed and Monster.com are two websites that are incredibly easy to post jobs on. But by casting such a large net with these sites, you may end up wasting lots of time filtering out unfit candidates. Instead, focus your postings on specialized job boards. Consider paying for a featured ad spot on LinkedIn to catch the attention of job searchers.
You can also make various social media posts on your company accounts, letting your network know about job openings.
Step 3: Connect with your employee network
Your best talent often knows other potential talent within their social circle. When a vacancy opens up, communicate with your existing employees about the new role. Chances are that there’s someone at your company that has a friend or acquaintance that may be a good fit.
You may even want to consider rewarding employees that refer a new employee by offering them a bonus if the new hire stays for at least 90 days or whatever time period you deem is appropriate.
Step 4: Use a phone screen
After you’ve figured out what candidates you’re most interested in, it’s time for a phone screen. A phone screen helps both you and the candidate avoid wasting time. After all, a candidate might look good on paper but they turn out to be a bad fit after a phone screen.
A phone screen should always happen before a skills assessment test or a face-to-face interview. Not sure what questions to ask a candidate during a phone screen? We’ve compiled a few queries to field to a candidate on a phone screen below:
- What drew you to this position?
- What interests you about the company?
- What do you know about the industry?
- Why are you leaving your current role?
- Are you willing to relocate? When can you start?
- What salary are you looking for?
Besides asking high-level questions regarding the candidate’s intent and basic knowledge of the position, you might also want to verify basic information found on their resume.
Step 5: Conduct a writing test
For a content marketing position, it’s incredibly important to ensure that the applicant can actually write. Some writers are used to heavy editing so their published work is great but doesn’t show the changes made from another colleague. This is why it’s imperative to conduct a short, paid writing test. You don’t want to take up too much of the candidate’s time with a long assignment. And, you should always compensate them for their time and labor with payment.
Step 6: Conduct a remote video interview
After you’ve conducted a phone screen and gotten writing samples back, you can narrow your pool of candidates down to who you’d like to have on a video conference interview. This will be the interview that determines a candidate’s overall fit and if a person will provide a positive morale boost to your team.
Step 7: Onboard
Onboarding is a fragile time for new hires. Lots of new employees tend to quit within those first few weeks because of a lack of internal support, lack of training, or job responsibilities that change immediately. With that said, there are ways to ensure that your hire feels supported and has the resources necessary to complete his or her job.
It’s also a good idea to check-in regularly with your new hire in one-on-one meetings. This gives the new employee a chance to talk about his or her progress and any obstacles that have cropped up during their training.
Conclusion
Although hiring a new employee for your business can be labor-intensive, it’s a worthwhile endeavor that can result in a new marketing employee who can bring immeasurable value to your team. Follow our guide and you can enjoy a seamless, fast hiring process.