How to hire a marketing manager correctly

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When deciding how to hire a marketing manager, it's important to find a way to properly evaluate candidates and avoid costly mistakes. There is not always time to review resumes or conduct interviews with unqualified candidates, so it is necessary to develop a process to find and hire the best candidate available. Index of contents Marketing manager skills The hiring process Marketing Skills Test to Avoid Hiring Mistakes When deciding how to hire a marketing manager, it's important to find a way to properly evaluate candidates and avoid costly mistakes. There is not always time to review resumes or conduct interviews with unqualified candidates, so it is necessary to develop a process to find and hire the best candidate available. In this article, we offer a step-by-step guide on how to test relevant marketing skills, professional experience, and character strengths throughout the hiring process, in order to make the best marketing hires for your team.  “Are you self-taught in any skill?” Leadership experience The role of a marketing manager is a challenging one. You're looking for someone who can confidently lead a team, and who has a proven track record of increasing revenue.

You need someone who prefers action over planning . As Greg Kogan says: “An indicator that a person can comply is if their current and/or previous company is 2-5 times larger than yours, either in number of employees or in revenue ." In addition to income and company size, look for other concrete evidence of experience, such as training, qualifications and statistical results from previous projects. You can also check leadership and people management skills to assess whether a candidate can lead other people within an organization using both influence and guidance. This will help you Brazil Phone Number Data hire a marketing leader who can support and develop others to make your marketing team successful. The hiring process After figuring out the qualities you're looking for in a marketing manager, it's time to break down the hiring process. Capture the attention of the right candidate Before testing candidates, you need to make sure you attract the best talent available. To do this, you will have to create a clear job description. What functions will you perform? What kind of skills, experience and talents do you value? This job description should highlight the benefits of working at your company.



Do you offer attractive financial incentives? Do you have a casual Friday? Do you organize barbecues and birthday parties for staff? Show candidates that you offer more than just a salary. Once you've created a compelling job description, it's time to reach out to the right people. Target candidates by publishing the job description on your website, popular job posting platforms, and trade magazines. Select the best candidates As a hiring manager, you're probably aware that very few candidates will make it to the final stretch.  Studies show that only 2% of the best candidates make it to the interview. That's why it's critical to find a way to prequalify candidates without having to spend hours reviewing applications. Third-party providers can qualify and rank candidates for you. This eliminates the time and stress of having to sift through hundreds (or even thousands) of applications. At TestGorilla, we automatically score and rank your candidates, eliminating those who don't fit and putting the best ones at the top of the list. Marketing skills test Every job advertisement attracts an avalanche of candidates. How do you separate the good ones from the bad ones to make a hire you won't regret later? The most effective way to do this is to use screening tests of candidate skills at the top of the hiring funnel.