 Finding and selecting the right marketing recruitment agency can be a daunting task. To help you make the best choice for your business, here are some key tips to keep in mind: 1. Do your research Look for marketing recruiters specialising in your particular industry or niche who have a positive track record. Check their website, ask for references and read reviews to ensure they’re a good fit. Take a look at their LinkedIn Company Page, which will enable you to establish if their core expertise is a good fit for the marketing roles you are hiring for. How many followers does their company page have? The more, the better, as this is a good illustration of how extensive their marketing network is. If a marketing recruiter has approached you, check out their LinkedIn profile, and in particular take a look at their recommendations towards the bottom of their profile - again, the more recommendations, the better. 2. Clarify your needs Before you approach any marketing recruitment agencies, make sure you have a clear understanding of your recruitment needs. Identify the marketing roles you need to fill and the type of candidate you’re looking for. Are you hiring for senior marketing roles, for example, a 'Head of Marketing', 'Marketing Director' or 'CMO'? If so, you might want to find an agency that offers headhunting or retained search services. 3. Consider your budget Get an idea of the fees and costs associated with recruitment agencies before you make a decision. Make sure you understand their payment terms and conditions. What rebate scheme do they offer, just in case a candidate doesn't work out? Important to remember that cheaper is not better when it comes to selecting an agency partner. The adage that you 'pay for what you get' often applies when you are selecting a recruitment partner. The cost of making a bad hire because you partnered with the wrong recruiter is typically far, far higher than the difference in fees that are charged between a good agency and a poor one. So invest wisely. 4. Ask the right questions When you’re talking to recruitment agencies, make sure you ask the right questions. Find out how they source marketing candidates, the timeline of their recruitment process, and the type of support they offer. How do they go above and beyond in terms of identifying, attracting and placing the best marketers? By following these tips, you can find and select the best recruitment agency for your marketing team. AuthorSimon Johnston, founder of Marketing Talent, a leading marketing recruitment agency based in London, UK. 
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When job hunting, it’s important to stay motivated and positive. Here are some tips to help you make the most of your job search:
If you are looking for a new marketing job, we might be able to help! Please feel free to send your CV to us at: [email protected] and we can let you know if we have anything that may suit. Good luck on your job search! #jobs #jobhunt #jobsearch #marketingjobs  Hiring a great marketing candidate for your team can be even more difficult than hiring a great engineer or salesperson. Marketing, as a role, tends to be amorphous. So, while it’s difficult to pinpoint specific metrics of success in this field, you can ask questions that help define the candidate’s understanding of marketing strategies and how they might approach specific challenges. Top Traits of Marketing Candidates: Relationship builder Strong marketers should be able to cultivate and foster relationships with everyone they work with, both internally and externally. Q. Tell me about a time when you had to work with a difficult colleague. What did you do to build the relationship? Example answer: In my previous role, I worked with someone who had a particularly hard time communicating. I made a point to sync up with them outside of presentations – meeting them for lunch, organizing brainstorms beyond what was originally scoped for – until we finally got on the same page. It helped cut back on future rounds of creative presentations and ended up developing our partnership further. Marketers should be team players. Look for nonverbal cues that a candidate effectively collaborates with teammates. Storyteller In the digital age, effective marketers are glorified storytellers. Candidates should be capable of crafting a compelling story that educates, illuminates, and excites. Q. Give me a mini presentation on a topic you care a lot about. Example answer: Did you know that there are over 7,500 people living on the street in our community? I was shocked to hear this number, which is why I began volunteering with a local non-profit. Along with accepting individual donations, the organization throws an annual fundraiser to help raise awareness about the plight of those who are unsheltered. And over the years, I’ve held various positions with the organization, which has allowed me to utilize my skills to support a cause I care about deeply. Search for clues in an answer that make it clear this candidate is a natural conversationalist who can craft a story with a compelling framework that both educates and excites. Their answer should reveal some expertise, which will prove that they can passionately advocate for new projects Adaptable Today’s marketing landscape is ever-evolving, so flexibility is key. Find someone who’s motivated, curious, and interested in exploring new trends or technology. Q. Tell me about a time when you were asked to do something you had never done before. How did you approach the situation? What did you learn? Example answer: I love that this industry is always changing and there’s always something new to learn. When my company added a new client, I wasn’t super familiar with their technology. So I took a couple of online courses well in advance of the project kickoff so I was up to date on the latest and greatest. I actually like taking on new types of projects – it gives me an excuse to keep learning! A curious marketer is often a successful one. Listen for phrases like “keep learning” in a candidate’s answer, because it shows their willingness to explore new trends, processes, and technology. A candidate who is flexible and has the desire to continuously grow their skill set will be an asset to the team. Innovative Every job comes with challenges, but someone who can think outside of the box to communicate, create, and drive results will be a valuable asset. Q. What is the most exciting project you’ve worked on? What was your role and what impact did you have? Example answer: In my most recent role, I was a key member of the team who brought to market a new on-the-go dog treat. I was responsible for leading the external communication launch and packaging designs, and worked closely with a counterpart to handle the manufacturing and distribution. The product was purchased by 80% of mainstream retailers and has seen two new iterations. The candidate should highlight how they played an integral role in the project, as well as its successes and failures. They should also highlight key insights that are sharp and grounded in methodology. It’s important to articulate the pain point and consumer need. Cultural add Look for someone who can add to – and more importantly, elevate – your culture in order to foster inclusion and diversity. Q. What’s the most interesting thing about you that’s not on your CV? Example answer: In my past life, I was an EMT. While my work took me a lot of places, one scenario I’ll always remember is the time I had to administer emergency CPR at the beach while on vacation. A young girl was having trouble swimming and without a lifeguard on duty, I stepped into action. This was luckily a one-time event, but I’ve always been able to stay calm during stressful situations, figure out solutions, and act quickly. A candidate’s response should be confident and unique. Find someone who will add culture and flair to your team, not someone who fits the same mould as other team members. Look for what gives them joy outside the 9 to 5. Be sure to identify underlying themes that can translate to the work setting: passion, tenacity, dedication, and creativity.  |
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