It is difficult to find an employee who will have a set of all the above-mentioned skills. For this reason, choosing the right person for the position of specialist in this field is extremely important. Conducting an effective recruitment process allows you to choose the best candidate who will be able to fully use their skills and knowledge in marketing activities.
In this article, we’ll discuss how to run an effective digital marketing recruitment process to increase your chances of success.
Preparation for the process
Preparation for the process is one of japan telegram phone number list the most important stages of the entire recruitment process because it has a major impact on the subsequent stages that follow.
This is the best time for the hiring manager to precisely define the profile of the candidate they are looking for and the competencies they require. Such a precise definition of the required skills is the foundation on which the entire process will be built.
For this purpose, it is worth thoroughly analyzing the needs of the department and then determining what qualifications and skills are most needed at a given moment. It is also important not to forget to specify the KPIs (Key Performance Indicators) that a given person will have to achieve in the near future.
1. Determine the budget
Before starting the process, it is important to determine what budget will be allocated to a given position , i.e. defining the salary range and possible benefits. However, it is worth remembering to realistically assess the financial capabilities of the company and define expectations for the future employee accordingly.
Budget for the job position
When setting a budget, it is important to pay attention to factors that are often overlooked, namely reports of average salaries for a given position and preferred years of experience of the candidate. In the case when the company is looking for TOP candidates, i.e. candidates from well-known brands with extensive experience and skills, it should be borne in mind that the average salary may be insufficient.
After establishing specific requirements in terms of skills and qualifications, it is worth considering criteria regarding the personality traits of a potential candidate. This will minimize the risk of an employee not fitting into the organizational culture of the company.
2. Development of an action strategy
The next step in preparing for the process is to develop an action strategy. It should define what candidate selection methods will be used during the process, what candidate evaluation criteria will be used. It is important to define the source of candidate acquisition. This source can be, for example, job portals, Internet portals such as LinkedIn, recommendations from other employees, the company's career page or cooperation with a recruitment agency.
3. Person responsible for recruitment
Before you start meeting with candidates, you should designate a person responsible for the recruitment process. This person's task is not only to assess candidates professionally, but also to oversee the process at every stage. This will minimize the risk of failure of the activities carried out.
This person is also responsible for preparing the appropriate tools and materials, such as recruitment questions, substantive and psychological tests, which will be used in later meetings with candidates. In addition to appointing a person responsible for the entire recruitment process, it is also worth appointing - already at this stage - a person responsible for the subsequent onboarding of the newly hired person. This will allow for the precise preparation of onboarding materials and more efficient activities related to it.
4. Creating a job advertisement
If a company decides to search for a new employee on its own, one of the last preparatory steps should be to create a job advertisement and start marketing activities. Creating a good advertisement is very important, because its role is to interest potential candidates in the offer. When creating an advertisement, remember to include such elements as: scope of responsibility, key requirements, desirable skills and formal information (work mode, place of work, type of contract, type of full-time position). If possible, it is worth including the company name and salary range in the advertisement, because this information affects the attractiveness of the offer and thus a potentially greater inflow of candidates.
According to a study conducted in March 2022 by Pracuj.pl, as many as 71% of people admitted that job offers containing information about salary are more encouraging to apply than others. As it also turned out, only 12% of offers on this largest recruitment portal contained information about salary ranges.
