Jan 26 Posted 1 year ago
Like other industries, digital marketing agencies want super cheap 20 somethings to have all the requisite skills. No one wants to pay for the management smarts that are needed to develop successful campaigns. Worse, the recruiting landscape contributes to the chaos.
If you are a digital marketing agency, and want to recruit people who bring experience as well as technical chops to the table, here are a few suggestions.
1) Don't use recent college graduates as recruiters. There is nothing that drives people away from you agency faster than a former frat brat who on reflex opens the call to a prospect with a description of a 6 month contract to hire jobs at $20/hr. People who have the digital marketing skills you want need real jobs with living wages.
2) Have a consistent message when recruiting. Don't allow multiple recruiters to compete for your business by throwing candidates against the wall to see which one sticks. Assuming the job in question has strategic significance, pay for an experienced recruiters who knows your business so they can find the right people. Don't bury the lead about what the job entails in a pile of HR gobbledygook. Make sure you have a list of requirements that tell a a candidate what skills and experience they need to be successful on the job.
3) Emphasize in person presence in the interview process and on-the-job. Just because the Internet is everywhere, do not assume you can make a hire decison over the phone or Skype nor assume that person, once on board, will be successful in pajama mode from their home office. The principle of "you have to be in the room to make the sale" works both ways. The candidate has to have good personal chemistry with your team, and has to interact with them in person to be a success on the job. High performing teams are built on trust, and that quality in work relationships is only created by face time, not Facebook.
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