It’s no surprise that business owners dread the times when they have to suffer through the process of recruiting new employees.
In today’s job market, there are a countless number of qualified more companies are experiencing more challenges when filling positions. The most common employment issues facing organisations today involves recruiting and retaining employees.
In terms of marketing, it could be especially difficult to find the right talent, and when you eventually find them, it could be difficult to retain them. The problem with recruiting for a marketing role is that because most marketing goals are achieved by a team of various departments so it’s hard to know exactly what contributions one person has made to the overall result.
If you interview a potential employee and they say they worked on a project and brought one of their ranking keywords to the first page on google. You’d probably be impressed right? But the chances are this was not done by one person, it takes a combination of different aspects of marketing to make any major difference.
All of this is to say that when it comes to hiring marketing talent, there are some questions that you should be sure to ask before deciding on hiring them;
This should go without saying but you should be asking your potential employees about their career up to the point of the current interview. Hr professional should ask questions about their responsibilities, working styles, skills learnt and changes made along the way. This allows you go gain a general understanding on the type of worker you might be hiring. The point of this is to see where they come from and where they’d like their career to go.
You should obviously ask questions about the role that you’re recruiting for. Ask why they why they applied to that role, why they think they’ll be a good fit, what skills that’ll bring to the role, how they measure their progress and the likes. The aim is to know if they’re applying for just any job or if they specifically want to work for your company.
Industry related questions
If you’re going to buy a shoe you’re going to try it on first, if you’re going to buy a pair of glove you need to make sure it fits. The same reason can be taken to recruiting as well. In terms of marketing, ask questions about growing traffic, how they conduct keyword research, tools that have been uses, favourite link building methods, favourite piece of content, favourite marketing insights platforms and others like that. This allows you to find out if they passionate about the industry.
For the final set of questions, you’ll ask about how they can fit into the team. Most skills can be taught, but you can’t teach a person how to fit it, they either do or they can’t or the can pretend. But either way you need to know, you should ask about their management style, working relationships (positives and negatives), about building team spirit, about their motivations and more.
You should remember to work with your HR team in preparation for the interview, they’ll need to conduct some research into the candidate, crawl their social media pages and in some instances even carry out a background check. You HR team are the first point of contact between your company and the potential employee so they would need tpo be kept updated at every stage of the process.
Paul Holcroft is the Head of Operations at Croner Group Limited, a leading provider, and pioneer of support for Human Resources and Health & Safety management.