Are you looking for top-tier professionals in marketing and communications? It can be a challenging task. The best candidates are often already employed and comfortably settled in their current roles. They aren’t actively seeking new career opportunities. Simply posting a job vacancy and expecting applications to flood in is no longer a realistic scenario. So, what should you do instead? You’ve probably already started searching online with terms like "marketing and communications recruitment," "recruitment communication professionals," or "hiring a marketing professional." Depending on the specific role you're trying to fill, you might have also searched for "sales recruiting" or "executive recruitment".
The result: an overwhelming array of options, but no clear direction. So, how do you find that coveted marketing or communications expert who will take your company to the next level? In this blog post, we’ll guide you through a five-step plan!
What challenges is your organization currently facing? What specific skills are required to tackle these challenges? In other words, what does your organization truly need? Before starting the search for a marketing or communication professional, you need to answer these questions. It is also crucial to understand how your company’s goals and needs fit within the broader context of the industry.
These in-depth insights will help you identify the key qualities your new hire must possess, allowing you to focus on finding a candidate who aligns with your company’s objectives and culture.
Do your homework! Study the trends and jargon of your target audience. When searching for a skilled marketing or communication professional, it's important to speak the same language as your potential candidates. If you possess in-depth industry knowledge, you can engage with them on their level. This builds trust: candidates will sense that you understand the field and can have meaningful conversations about market developments, the required skills for the role, and their career ambitions. This is how you capture the interest of top-tier candidates!
Want to successfully fill a role? It's tempting to focus solely on your company’s needs. But that’s a pitfall! Pay equal attention to the desires and requirements of the candidate. You want to build a lasting relationship with this person—they may very well be your future employee.
In practice, this means understanding what candidates are looking for and aligning that with the role you are offering. Provide valuable insights into the market and their career path, building trust that may lead them to consider a move to your company.
Marketing and communications professionals have busy schedules. Be direct and to the point to hold their attention—especially during the initial contact, as first impressions are often decisive.
Clearly outline the role and be transparent about the terms of employment. Provide specifics, and show that you understand what the candidate needs. Also, respond promptly and accurately. Don’t make candidates wait 14 days for feedback—by then, their interest will likely have faded, and a competitor may have already swooped in to hire them!
Are you primarily focusing on the candidate’s CV during interviews? That’s far from enough! Conduct deep interviews and ask follow-up questions. For instance, ask candidates to elaborate on their specific contributions to past projects. What role did they play? What were the results? Can they provide references?
By asking these questions, you can determine if the candidate has truly achieved the successes listed on their CV. Sometimes, it’s a team or external agency responsible for those achievements. Don’t shy away from tough questions, and use your people skills to assess their experience and capabilities. This way, you can make the right decision. Still unsure? A presentation or role play can quickly reveal the candidate’s practical knowledge.
Yes and no. Employer branding can work, but only if you have the fundamentals in place. (Our director Leon Spek wrote an article on Frankwatching about this: Employer Branding? Fix the Fundamentals First with 5 Quick Wins).
Is your recruitment process solid? Are you ensuring quick, efficient follow-ups? Do you communicate clearly, promptly, and transparently? Are you offering an attractive package that no top talent would refuse? And—very importantly—do you have the sales skills to pitch your job opening and company to a candidate effectively (or are you working with senior recruiters who have these skills)?
These are crucial elements of employer branding that are often overlooked. Many companies focus on high-level concepts like employer value propositions and candidate personas. But if this comes at the expense of essential recruitment fundamentals, you won’t get very far. Start with the basics and ensure your recruitment process is in order. Only then will other aspects of employer branding be effective!
The senior sales recruiters at SalesSupply each have over 20 years of experience in sales, management, marketing, and recruitment. They know that a thorough, personal, and proactive approach is the most effective.
We always begin the recruitment process with thorough preparation. We visit your company to get to know your business and team: we map out your needs, discuss trends in your industry, review key terminology (such as technical jargon relevant to the role), and understand your company culture. This allows us to communicate effectively with candidates and convince them of the value of the role. This approach also helps us find the talent that perfectly fits your organization—not only in terms of their CV but also in personality, vision, and values.
Are you looking for a dedicated partner to quickly and efficiently recruit a marketing or communications expert for your company? By partnering with us, you'll work with your own senior recruiter who will find a suitable candidate within three weeks.
Want to learn more? Contact us to discuss your needs and options!
