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5 Tips for Hiring Your Next Marketing Manager

Hiring in today’s market is no easy feat—especially when it comes to marketing positions. You know that your brand needs someone to drive marketing efforts for your business to grow and prosper, but the process of hiring a marketing manager may seem more complicated once you dig in than you originally thought.

Whether you’re hiring an internal marketing position for the very first time, looking to replace a former marketing manager or wish to supplement the marketing work you already have in place with an external marketing firm, making the right hire the first time around is crucial to utilizing your resources as efficiently as possible. Refer to the following five tips to help simplify your employee search, assuring you make the right hiring choice the first time around.

Create consensus amongst your team

First thing’s first: organize a meeting with your stakeholders to discuss your company’s goals and how hiring a marketing manager will help your team attain those goals. For example, are you seeking ongoing marketing support such as graphic design, copywriting and promotions, or someone to lead marketing efforts by defining strategies and KPIs... or perhaps all of the above?

Additionally, it’s critical to gain consensus on the ideal candidate’s experience level, salary, benefits and more. Defining and agreeing upon all of these details is essential to attracting the candidates who will best align with your needs and culture.

Research best hiring practices

The best place to start any process—hiring or not—is with research. Your research should go beyond looking up all of your applicants on Google and LinkedIn. Staying up to date on current best practices for hiring and recruitment will get your company started on the right foot to attract your ideal candidate.

As discussed in this article by Hanapin Marketing, look into what other businesses are looking for in a marketing manager. What sort of language are they using? What responsibilities and qualifications are required or preferred? Are they seeking candidates with specific certifications or industry experience?

Another point of consideration is how reputation management ties into high-quality recruiting, as discussed on this TIS blog from 2019. Just as you’ll be researching your candidates, active job-seekers will be researching the feedback and reviews for companies they’re interested in working for on Indeed, Glassdoor and LinkedIn. How does your brand measure up?

Write a detailed yet succinct job description

With your team being on the same page about your future marketing manager’s roles, responsibilities, experience level, qualifications and more, you have the major components ready to begin writing a job description. The objective should be to write as descriptive as possible without sharing an overwhelming amount of information. Here are some job-description-writing best practices according to Indeed [https://www.indeed.com/hire/how-to-write-a-job-description]:

  • Optimal length: 700–2,000 characters (about 350 words max)
  • Job titles should be specific and avoid internal jargon
  • Start with an attention-grabbing job summary with info about your company’s most attractive qualities
  • Include specific job location
  • Outline core responsibilities of the position, including daily activities and how the role fits into your organization
  • Include a concise list of required and preferred skills

Wondering where to post your job description? Besides recruiting sites like Indeed, Glassdoor and LinkedIn, your own website is another invaluable resource.

Sincerely welcome and onboard your new hire onto your team

The first few weeks (or even months) of a new job can be awkward not only for the new hire, but for the entire team. Beyond the awkwardness of the meet-and-greet phase, onboarding a new hire can also be extremely costly, especially without an onboarding plan in place beforehand.

Before your new marketing manager arrives for their first day, ensure your team has a set plan of action for training and onboarding to ensure the process goes as smooth as possible. Some bumps in the road will be expected but planning in advance will help make the onboarding process much more seamless.

Outside of training, it’s important to make your new employee feel sincerely welcomed by the team. Set up some casual meet-and-greets, like lunch or happy hour, within the first week of their arrival to get the integration process going.

Consider outsourcing your marketing efforts to a marketing firm

Not finding exactly the qualities you’re looking for in your candidate pool? Consider hiring a professional marketing firm to tackle your marketing needs.  The Image Shoppe has decades of combined experience with tried-and-true processes that dive deep into our clients’ real problems to create effective outcomes. With a team of marketing specialists on your side—strategists, creative directors, designers, copywriters and developers—you’ll be set up for success to reach (or potentially surpass!) your key performance indicators (KPIs). We also have decades of experience working with internal marketing coordinators and managers, cultivating their talent to become even more of an asset to your team.

Contact us today if you’d like more advice on making your next hire, or to discuss your options for ongoing marketing support.

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