How to Recruit Senior Marketers in a Challenging Climate
Recruitment can be challenging during the Covid-19 pandemic as everyone must take extra care and follow due diligence during the recruitment process. It is a critical time for businesses to think about their marketing strategy.
Hiring the right senior-level Marketer is essential if you want to build a future-proof brand.
Let’s explore how you can get the right Marketing Director or Head of Marketing on board.
Show Your Appreciation for Marketing During the Pandemic
Many businesses mistakenly stop all marketing during the pandemic. In order to get the best senior Marker on-board, you need to show the appreciation for marketing (especially in a crisis).
Marketing allows your brand to communicate with the public in the right way using a wide array of channels. The right Marketer will be able to plan and implement a marketing strategy to get the business message communicated properly.
A Marketing Director will be able to oversee all aspects of marketing communications, guide and mentor a team, and most importantly – make the most of the marketing budget.
The businesses that are likely to survive a crisis will be upping, not cutting, their budgets, and thinking about their brand in the long-term.
During the Covid-19 pandemic, it is important to understand that marketing must be appropriate and mindful of the consumer.
Communicate Your Company Culture Clearly
Make sure that your employee engagement sends a clear message of appeal about what the company stands for. If you want to get a sought after CMO on board then make sure that your brand focuses on your employees and what makes you stand out.
Employees use social media and sites like Glassdoor to talk about companies they work for, which makes your company culture public.
Ask yourself: how do you motivate and support your teams allowing them to prosper?
During Covid-19, we have seen is huge social and charitable support whether it’s NHS or other social causes. Supporting those in need makes us feel good and companies can offer paid charity days, group fundraising, corporate sponsorship, or support for their chosen charities. At Spotlight we support a range of charities, one of which is PLAN UK where we have sponsored a child in Ethiopia for many years, sending letters and photos to him regularly.
Get your team inspired and feeling good about their contribution. Supporting charities in need can be an appealing aspect to any new Marketer.
Show Off Your Company Benefits
If you offer amazing benefits such as an in-house Masseuse, a year of paid maternity leave or a slide to take you down to reception – make sure they are known from the beginning.
Benefits form part of the culture and your culture forms part of your brand. Make sure you mention your benefits in a job spec, a company blog or page, a social media post, or within a PR strategy.
If you are a startup with a smaller budget you can still create a hugely appealing benefits package with a bit of consideration and focus on what candidates actually want.
Inexpensive benefits such as buying and selling holiday, yoga lessons, ‘Wine Wednesday’ (or ‘Tea Thursday!’ or access to benefits platforms like Perkbox and constant training and development, will appeal.
Think about how your business can appeal to senior Marketers through the creative use of benefits.
Show That You Value Your Existing Employees
If your company promotes internally, offers awards, regular training, and other perks it is worth making this a focus.
A senior Marketer may not be wading through everyone’s LinkedIn profiles to find out how and when people are promoted, so make sure to that you show how you reward hard work.
Also, if your staff turnover is low, spell it out. Low staff turnover shows that you are a good place to work.
In this challenging recruitment climate, the job seekers will be looking to join companies that look after their staff long-term.
Consider Your Recruitment Outreach
Recruitment can be a sensitive topic at the best of times and approaching candidates out of the blue in this climate to ask if they are interested in a role can ruffle feathers. People are feeling the need for security more than ever if they are currently employed.
By using an agency with a long history of marketing recruitment, you can tap into a developed network and use Consultants that can have a conversation with the right Marketer at the right time.
This takes into consideration, recent job moves, recent promotions, personal circumstances and there is often insight that will not be gleaned from an initial email or approach.
Successful marketing recruiters have taken time to get to know their candidates often over many years and seen their careers flourish so they will know who will be right for a role from the start.
However, you choose to recruit right now, be considerate of the difficult times some candidates are facing.
NICOLA MONGON is the MD of Spotlight Recruitment, the leading marketing recruitment agency in the UK since 2008. Read our 5* Google reviews from candidates and clients to find our more. If you would like to discuss recruitment, you can reach Spotlight on 020 3008 4254 or firstname.lastname@example.org