4 Criteria To Evaluate Marketing Candidates
When you’re looking to fill up a critical position like that of a marketing candidate, you want to be very sure of who you are hiring. After all, a marketing candidate can change the face of your company! How your products or services are marketing in front of your clientele or target audience is what will affect your brand image, and thus your sales, profit, and business. Hence, evaluating whether a marketing candidate will be a good fit for your team is of prime importance.
Marketing is that sector of business that is very broad in terms of the activities and strategies that it encompasses. Every kind of marketing like digital marketing, content marketing, social media marketing, search engine marketing, advertising, influencer marketing, email marketing, public relations, telemarketing, and product marketing, requires different skills and job functions. So, you want to evaluate candidates for every job type differently. Yet, all of them being part of a marketing team, there are certain similar criteria that can be used initially to evaluate candidates for any of these job posts, before a final detailed round of interview. Their portfolio Most marketers have a portfolio or a compilation of their previous projects and marketing collateral. You can review the same to get an idea of the quality of work the candidate can deliver. You can identify their strengths and weaknesses,
and the software and programs they have experience using, along with the range of their skills. Advertisements REPORT THIS AD Their thinking process It is important to know how the candidate perceives marketing in their role, and how they would approach specific marketing challenges. You need to dive deeper into the content they have created in their previous projects to be able to understand how they think, how they work, and what processes they used to create the content. Identifying the certain decisions that the candidate took while creating the content will help you understand how they use marketing concepts in their work. Their skills You know how they have worked in their previous projects, alright. But, you want to research more into how they would work in the tasks you plan for them to perform. For this, you can have the candidate participate in a mock process, which will give you an idea of how they think and create concepts within a certain time period. This task will help you identify their thought process, decision making skills, and speed, all in a live session. Their time management skill Time management is of utmost importance in today’s fast-paced world. You want to reap the best benefits from your employees in the least possible time. Marketers are often required to juggle many different projects at once, and have strict deadlines to meet. This makes it absolutely crucial that the candidate you hire has good time management skills. You can ask them on previous tightdeadline projects, or how they have handled multiple projects together previously. Ask them the tools and strategies they use to be able to meet strict deadlines and stay on top of different projects and appointments. Also, ask them if they have ever failed to complete any given project within the stipulated time, and how they’d dealt with it. These four criteria can avoid making a bad hire, helping you to hire the best candidate for your business! Or, you could simply leave the task in the hands of expert top retained executive search firms in India, one like WalkWater Talent Advisors, who have helped hire candidates in all kinds of senior level jobs in a variety of industries like pharma, healthcare,
industrial, technology, digital, consumer, retail, media, banking, and financial services. For more information, visit: https://www.walkwatertalent.com/