The Wall Street Journal reported yesterday that white-collar job seekers feel whiplash after years of breakneck hiring during the Covid-19 pandemic. Federal data show that job postings from real estate and finance to insurance and advertising have fallen by nearly 500,000 since last year’s end. According to data from recruiting firm Robert Half, employers seeking to fill white-collar roles report that it’s taking an average of 11 weeks to hire, up from seven weeks in 2021. The slow and cumbersome process of hiring good marketing people can frustrate the hiring manager and the candidates. Several factors contribute to this.
The high demand for marketing talent. The marketing field is constantly evolving, and there is a high demand for skilled marketers. This means there are often more qualified candidates than open positions. This is especially true when companies are laying off thousands of employees. Here are some other factors.
- The complex nature of marketing. Marketing is a complex field that requires a wide range of skills and knowledge. This can make it challenging to find candidates who have the right mix of skills and experience.
- The time-consuming nature of the hiring process. The hiring process for marketing positions can be long and drawn out. This is because it can take time to find qualified candidates, and it can also take time to assess their skills and experience.
As a result of these factors, the hiring process for marketing positions is slow and cumbersome. However, hiring managers can do several things to make the process more efficient and effective. These include:
Defining the role clearly. The first step in the hiring process is to define the role clearly. This includes identifying the specific skills and experience required for the position.
Creating a strong job description. The job description should be clear, concise, and accurate. It should also highlight the essential responsibilities and requirements of the position.
Using a variety of recruiting methods. Several different recruiting methods can be used to find qualified candidates. These include online job boards, networking, and employee referrals.
Screening candidates carefully. It is important to screen candidates carefully to ensure they have the right skills and experience for the position. This can be done by reviewing their resume, cover letter, and portfolio.
Conducting interviews. Interviews are a great way to get to know candidates and to assess their skills and experience. It is essential to ask questions relevant to the position and be prepared to answer any candidates’ questions.
Making an offer. Once you have found a candidate who is a good fit for the position, it is time to make an offer. The offer should be competitive and include a salary, benefits, and start date.
Here are some additional tips for hiring good marketing people:
Get to know the candidates’ work. Look at their portfolios and read their blog posts. This will give you a good sense of their creativity and ability to execute marketing campaigns.
Ask the right questions. In the interview, ask questions to help assess the candidates’ skills and experience. For example, you could ask them to describe when they successfully launched a marketing campaign or overcame a challenge.
Pay attention to the candidates’ personalities. Marketing is a collaborative field, so it’s essential to find candidates who are accessible to candidates and passionate about marketing.
Do your research. Before you make an offer, make sure you’ve done your research on the candidates. This includes checking their references and looking for any red flags in their background.
What about the candidate’s viewpoint?
Candidates need to understand that the power has shifted back to employers despite more job openings. Some companies will put you through the wringer with many interviews, and some may even want you to work on a presentation that could take hours to develop. You therefore need to ask yourself, “how much do I want this job?” and “Is this the type of company I want to work for?”
As a consultant, I once had a client who wanted a complete report on their website analytics at no charge to determine if they would hire me for the work they wanted. I refused because it would have been a lot of work, and I wasn’t willing to do it for free. I offered to show them other work I had done, but they didn’t want to see it, so I said: “no, thank you.”
Putting candidates through 5 or more rounds of interviews is inexcusable, but corporate America has never really cared about its employees. You’re just someone to do tasks. One day they’ll learn that hiring the right person and treating candidates respectfully yields better employees.