#MarketingMixer | Finding + Hiring Talent Recap

Featuring Hire Profile 

The Setup #MarketingMixer is a chance for marketing leaders to connect, discuss, and learn. At previous Mixers, we’ve hosted a number of panelists, held a marketing agency showcase, discussed business matchmaking, Seasonality in Marketing, and even facilitated virtual Marketer “speed-dating.” 

For this Mixer, we decided to cover “How to Attract Top Talent” since employers and interviewees are curious about how to navigate the job market and how to recruit the best talent. Our partners at Hire Profile are recruiting visionaries with the experience and tools to provide marketing and creative staffing and recruiting solutions to companies in the greater Atlanta area.

Nancy Gamble, the Founder and CEO of Hire Profile, presented and led the discussion about what makes an effective hiring process, your options as the person hiring or being hired, and the benefits of partnering with a recruiter. A surprising tidbit during the presentation was that recruiters are finding that Gen Z prefers to work in the office because they crave human interaction and have never had that “in office” experience. Below is a recap of the presentation and discussion. 

You can also find the presentation from the event here. 

How to Find + Hire Talent

The first step is establishing your Process. Do this by determining what you’re looking for and how you’ll make your decision.

Establish what you’re looking for:

1. Outline a list of the ideal candidate’s qualities. 

2. Then make a list of things to keep an eye out for while reviewing resumes. This could be Red Flags, Extracurriculars, Key Accomplishments, and The Human Factor.

3. Lastly, create a thorough and friendly Application Process. You are interviewing for the right candidate, but the candidate is also interviewing for the right company. It is important that the Application Process is friendly and easy (simple UX and steps are clearly outlined).

How to make your decision:

1. Ask interview questions that peer into their behaviors (“Tell me about a time…”) and their reactions to situations (Hypothetical future scenarios).

2. Trust your gut with the hire. If they align with company values and have bonus skills, then they are probably going to be the right fit!

3. Communicate with the candidate throughout the process from signing the offer to the start date. Once hired, check in with them throughout to make sure they are getting everything they need and are plugged in. 

(If you need some Onboarding advice, we have a great blog about how to refine that process here!)

Benefits of Hiring an Individual vs Outsourcing to a Company/Contractor

You may be looking for multiple options to fill gaps in your team. This could result in hiring a partner company for a one-off project, or a full time individual - it all depends on your goals (that’s why making the list during the Process period is so important). Each option has its own pros and cons that Gamble listed below.

Hiring 

• Recruiting

• Salary+benefits

• Onboarding

• Training

• Monitoring

• Retention

• Adaptable

• More control

• Continuity

Outsourcing 

• Project-based vs ongoing needs

• Skill set easily outsourced

• Expertise

• Industry knowledge

• Immediate Impact

• Risk of dependence

• Requires more communication

• Scalability

How Can a Recruiter Help?

Hiring someone effectively is a full-time job and may not be in your band-width right now. Recruiters like Hire Profile can alleviate that stress by helping with the following:

• The Partnership

• The Process

• The Time and Cost Savings

• The Expertise

• The Sourcing and Vetting Process

Qualities for Marketing Candidates

Different roles require different strengths. Gamble broke down the types of qualities that are typically sought after for Client-side and Agency-side candidates. If you’re currently a job seeker, these lists may help determine which role suits your strengths best.  

Client-side Marketers:

• Able to relay complex information.

• Able to show poise and restraint when handling difficult situations.

• Willing to work through the proper channels of communication.

• Understanding of the industry and channels.

• Not critical to have prior in-house experience if the candidate has relevant agency experience. 

• Desires stability, depth, longevity and specialization, and is comfortable playing the long game. 

Agency-side Marketers:

• Craves excitement and thrives in fast-paced work environments.

• Writing and communicating will be key.

• Presenting in front of a team or client.

• Stays current on technology and trends.

• The person HAS to have agency experience if they are above entry level.

• Ability to pitch/land/persuade clients.

• Ability to cultivate/grow existing clients. 

• Must be flexible and comfortable with ambiguity. 

• Job-hopping history OK and possibly even an asset.

• Makes very quick decisions in high-stakes moments. 

When do people look for new roles?

During the discussion, Gamble revealed that the three events that usually lead to a candidate looking for a new role are:

• Company acquisitions

• Feeling pigeon holed

• Not enough growth opportunities

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Recruiting can be challenging and it requires a lot of work to find the perfect candidate who will pour their energy into your company. It is important to be thoughtful and thorough, and sometimes seek help from an expert! 

Setup is so thankful to partner with the incredible team at Hire Profile. If you need any help with finding the best candidates, feel free to reach out to them here. If you are interested in attending future Setup events, check out our events page here.