Is your agency ready to build a dream team of inbound marketers? Unless you have a recruitment team, chances are you need help finding talent. Due to the ever-changing landscape of digital marketing, finding candidates with the complete package can be tough.
To help you hire inbound marketing talent, here are some tips to help facilitate your recruiting process.
1. Identify Core Competencies
As universities and training programs struggle to keep up with inbound marketing’s growth, many businesses are left finding diamonds in the rough. Entry-level candidates are typically unprepared for every facet of inbound. That’s why it’s up to you to identify your core competencies.
What are company’s specific needs at the time? What will the new employee’s duties be? What skill set will best benefit your team? Will the employee need to be Inbound Certified? Once you find the answer to these questions, you should have a better understanding of your ideal candidate.
2. Sell Your Job Description
A good job description consists of three main components: an overview of the role, a description of future responsibilities, and the experience or education required of the applicant. While this may seem simple, writing them can be deceptively difficult. Your job descriptions should mimic the best marketing copy. Be specific, embody your company’s personality, and answer all necessary questions.
3. Know Where to Find the Best
Without a recruitment department, it can be tough to identify where the hopefuls hangout. The obvious answer is traditional job sites like careerbuilder.com, LinkedIn, or even Craigslist. However, there are more efficient ways to promote your openings to the right crowd. According to HubSpot, Inbound.org has become the best place to discover and hire inbound marketing talent. In fact, the site is the only job listing service that is exclusively focused on inbound jobs. There is a convient search for people who are inbound certified AND looking for inbound certified work, opening them up to move educated and passionate members.
4. Network, Network, Network
With quality talent in high demand, it’s important to establish a pipeline of potential candidates so you can ramp up as quickly as possible as you grow. In doing so, you will have a handful of applications at your disposal when the time comes to hire. Keep in mind that candidates aren’t always waiting around for you—and more often than not, the highest qualified individuals will already be employed. That’s why it’s important to pay attention to company culture. In short, make candidates want to work for you.
Review Blue Kaboom’s open positions on Inbound.org.
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