Firstly, let me say that my background is not recruitment but I have recently gone through the recruitment process for the third time.
It’s a long old process. Writing a job description, CV collation, screening, offering interviews, chasing responses, scheduling them in, preparing interview question, then actually having them turn up to the first interview (if they turn up), making a decision about them, moving on to the next one, then deciding who goes to second stage, then preparing the tasks and questions, scheduling them in, have them turn up and THEN deciding who to offer the job.
It goes even further but I am tired thinking about it after that paragraph…
I hope to make it a little easier for you by talking to you about how I found my selection of interviewees.
Job Description
Keep it short and to the point. Divide it up into three sections.
First section summing up the role and the working environment. E.g. The role is varied and it will provide good opportunities for professional growth and development. You will be working in an environment where you are able to take ownership of tasks and progress towards taking on your own projects.
Second section bullet pointing the activities of the role.
Third section should be about the ideal person, so open with a paragraph summing up the right type of person and then bullet points some key skills and experience.
Sign it off with a clear call to action on how to apply.
CV Collation
Easiest way – pay for someone to put it on the job portals for you and wait for CV’s.
Cheapest way – publish on your own website, publish on free portals like Indeed, post on social media and actively search on LinkedIn for people looking for “new opportunities.”
I did it the easy and cheap way to cover the bases.
Screening
This is an interesting one and it all depends on what you are looking for. Generally, most people want someone with some experience.
I tend to scan read and if I don’t see the word marketing more than three times, I pretty much put it in the shredder. If it has marketing in it more than three times, then I go through and highlight the areas which relate to the role e.g. any mention of social media / planning / email marketing etc.
I also work out how long they spent at each role to identify any gaps.
I take qualifications with a pinch of salt but I do like seeing CIM/IDM qualifications.
Important note: Do not disregard a covering letter. I love these, they are so useful when used correctly by candidates. I offered someone an interview because he had written such an excellent covering letter which addressed his little experience and why I should “hire him”. I like initiative and creativity so this really endeared him to me.
Preparing Interview Questions
First stage is informal so you want to find out a bit more about them but also, you want to ensure they have some necessary skills and knowledge.Recruitment Interview
Beside the standard questions I ask a few important questions:
· What are your Goals? Accomplishments? Interests? (Personal and Professional – gives you an idea about the type of person they are).
· Where do you want to be in 5 years? (Gives you an idea if you can meet their aspirations and what drives them).
· Why do you want this job? (Makes them highlight key bits about what they want about the job and to see if they are really interested in the job or if it’s just a job).
· If someone asked you, “What is Marketing?” how would you respond? (This will prove that they understand what marketing actually is… if they give the right answer!)
Interviewing and making a decision
Most of this will be down to the impression they give.
To do a marketing role I believe you have to have some key skills:
· Creativity (this doesn’t mean be a designer but perhaps creative in thinking about ideas for campaigns).
· Demonstrate commercial awareness – be aware of different markets and budgets
· Be Analytical – it’s not about making things look pretty it’s about monitoring how effective it is and that sometimes includes analysing data or reports.
Also, they type of person I like to recruit must show some passion and enthusiasm for marketing. It shows they enjoy what they do and have a desire to implement it.
On other general notes, I expect interviewees to be at least 10 mins early as I detest lateness; if they apologise or let me know in advance then they are generally let off the hook.
Don’t mark them down for being nervous; that is just mean.
Second stage
For a second stage marketing interview, I generally set two tasks.
One is for them to write a blog from a list of subjects. This shows me the tone of voice they use in writing as well as grammar and punctuation skills.
The other is a presentation based on a client. It would entail them doing some research and presenting their findings. It shows that they can analyse other people’s marketing and if they have any creative ideas.
Does it sound soul destroying?
Obviously, you can get a recruitment agency involved which can help but have you thought about outsourcing your marketing?
An outsourced marketing solution means:
You have several experienced marketing professionals at your disposal rather than one
All of the skills required to carry out your marketing
Clear expectations of what is to be completed
No training required
No “management” required
No holiday cover expectations
Fraction of the cost
You pay for time spent on work not on breaks / talking with colleagues
You get a timesheet so you know where the time has been spent.
More importantly, no soul destroying recruiting .
