Guest Blog: What It Takes to Find the RIGHT Candidate.
How many times have you hired a candidate and then found out that the candidate was missing the right skill set? Hiring the right person for the right role at the right time is a strategic organizational responsibility. It starts with developing a detailed role benchmark that includes role responsibilities and competencies/capabilities for the role. This benchmark becomes the springboard to take a deep dive into a candidate’s background, looking for evidence and examples that align with the role benchmark.
Since inbound marketing has become so important to many organizations, I felt the below guest blog by Elyse Flynn Meyer would have a direct application to many organizations.
So, You Want to Hire an Inbound Marketing Expert (excerpt)
4 Questions to Ask to Make Sure You’re Hiring the Right Inbound Marketer to Join Your Team by Elyse Flynn Meyer
“Finding candidates to fit the niche marketing roles that require expertise in inbound marketing can be very challenging. Traditional marketing and advertising techniques are taught around the globe in colleges and universities, but unfortunately, inbound marketing is still not a discipline that graduates know when they enter the professional workforce. After graduation, individuals are typically not ready and able to directly jump into inbound marketing roles that require extra training to get fully on board and learn how it integrates into an overall marketing strategy. The scarcity of digital marketing training, and more specifically, inbound marketing training, can make it all the more difficult to find that perfect inbound marketer for your team. We see this issue over and over again while working with organizations that want to practice inbound marketing but either don’t have the talent on their team to support the initiative and/or don’t have the budget or desire to work with an external inbound marketing agency.
There are four questions to ask when you are crafting your inbound marketing job description and interviewing candidates for your job. These questions will help you find the right talent to ensure the candidates have the skills or at least the motivation to quickly learn the required skills. Remember, just because someone has a marketing or communications background doesn't mean they can adequately perform in an inbound marketing role. Be sure to ask the tough questions before making an offer for your next inbound marketing hire.
4 Must-Ask Questions When Hiring an Inbound Marketing Professional:
If you’re looking to hire an inbound marketer, you can go to inbound.org to help source candidates. This site only accepts applications from individuals who have clearly met the inbound marketing criteria you have outlined in your job description. It will help you target the right resumes to keep you from being overwhelmed with resumes. You can focus on only the most qualified individuals to move forward in the interview and hiring process.”
All too often, organizations assume too much, resulting in the wrong hiring decision. The results can negatively impact an organization’s strategic success. Every person in every role within an organization must be closely aligned with the role benchmark and deliver the intended results. There is no room for error. Our PSP proprietary Human Asset Management Strategy process will help you align all aspects of human capital to ensure your organization’s success. Remember, success doesn’t ‘just happen’!
We invite you to download our latest eBook: "Human Asset Management Strategy: A New Approach", which provides a multifunctional operational guide to human capital capacity planning. You can also schedule a complimentary assessment with a member of our team.