Meta Description: Effectively recruiting and hiring a marketing manager can bring your company to new heights. Here are some tips on how to hire a marketing manager.

As your company grows and your focus shifts to more critical matters, the need for hiring a marketing manager becomes unavoidable. So, in this post, we will provide you with a quick tutorial on how to hire a marketing manager, as well as the dos and don’ts of it.

Recruiting 101: How to Hire A Marketing Manager

If you run a business, you may find it challenging to find enough time to handle everything, including developing marketing plans, supervising the execution of marketing programs, and doing other marketing-related chores.

To be able to focus on other responsibilities, you will require the support of a professional. However, getting out there without knowing what type of marketing expert you need might be harmful to your company, which is why we have created this guide for you.

Below is a step-by-step roadmap on how to hire a marketing manager to help your company in choosing the right person for the position.

Hiring a Marketing Manager – Defining The Job Description

You should know that there’s no single skill set that can apply to every type of business. As a result, your job as a business owner or a recruiting manager is to help decide what your company actually requires.

The skills required in the digital advertising industry will be significantly different from those needed in the steel manufacturing sector. Going to a job portal website and posting a vacancy ad with a super generic job description will only attract the wrong candidates.

When hiring a marketing manager, you should provide a clear overview of the position’s responsibilities. For outlining these duties, bullet points and short but specific sentences work best. Here are some job descriptions for a marketing manager:

• Identifying potential market entry opportunities.
• Working with the sales team to plan the announcement of new products.
• Estimating annual revenue and prospective growth.
• Developing and supervising the performance of the company’s marketing team.

We’ll also discuss some must-have skills for the position in the latter part of this article. For the time being, don’t forget to include the term “duties as assigned.” 

Regardless of how niche it sounds, this line is crucial to keep you from someone who tells you “that was not in my job description” when you assign them a task.

Aside from writing a clear job description for the role, you will also need to have a specific type of candidate in mind. Recruiters are now confronted with new kinds of marketing experts as technology evolves, and the digital economy becomes more mainstream.

Those that specialize in branding, for example, have a greater understanding of how to customize the marketing efforts and materials to suit your brand image.

If, on the other hand, the candidate specializes in digital marketing, they should be able to build a company’s brand recognition across various digital channels and media.

If you’re serious about learning how to hire a marketing manager, you should not compromise on the job description. Don’t be afraid to take your time at this point to make sure you understand what you want and need for the company’s success.

Hiring a Marketing Manager – Determining The Right Salary

The next critical step in hiring a marketing manager is determining the appropriate salary for the position. Every sector has a different salary range. Therefore, it can be a good idea to look at websites like Salary.com or Payscale.com.

Going to those websites and looking at companies in the same industry as yours is the most straightforward approach to finding the ideal number. Checking the salary for the position at three or four different businesses will help you frame a clearer image and determine a more competitive figure.

On the other hand, if your budget is flexible, you might ask applicants about their expected salary. Given that the position is for a manager, it’s also worth asking what kind of remuneration structure the candidate envisions for the rest of their team, including bonuses and incentives.

Of course, you shouldn’t forget about your company’s location. Like other career positions, a marketing manager’s salary will also be affected by location. If your company is in a rural town, it makes no sense to pay them the same as a company in a big city, does it?

Hiring a Marketing Manager – Attracting The Right Applicants

Once you have defined the job description and salary range, you can begin looking for potential candidates. One sure way to do this is to submit a vacancy ad on a job portal website – a tried and tested method of attracting applicants.

Before you post the job listing, you should ensure that you have included all necessary qualifications. You must, of course, mention the preferred minimum education and work experience.

Including “proven press and media connections,” for example, will help you get applicants who have experience in working with news networks.

You wouldn’t want to waste your time on a candidate who is not a good fit, either in terms of performance or mindset. This is why, in the job advertisement, you should also aim to communicate your company’s values.

Write the job role in a way that reflects your company’s culture. Avoid using complex phrases and attempt to be more conversational in your writing if your company is looking for young prospects with outgoing personalities.

If you are concerned about receiving many applications, listing a wage range may help minimize the group. Otherwise, it’s considered unnecessary.

When the ad is ready, upload it on your business’s social media and online job listings. Always check for new applicants to ensure you do not miss out on any valuable talent.

Hiring a Marketing Manager – Doing The Job Interview

Have you come up with any potential names yet? If you have, you can proceed to the interview stage. However, before moving to the formal interview stage, it’s best to have a brief phone interview.

Perhaps you are wondering why you should not just dive right into the formal interview. That’s because a phone interview saves you from wasting an hour of your time on a poor in-person interview.

In this case, a phone interview may only last a few minutes and consist of a few basic questions. If you think the candidate has the potential to be a good fit for the role, schedule an interview before hanging up the phone.

Once you reach the interview stage, remember that your top priorities are to assess whether or not this applicant is qualified for the job and if they will blend into the company’s workplace culture.

It would also help if you asked for flexibility and adaptability to change, depending on the nature of your company.

Aside from that, being speculative about a candidate’s employment prospects at your organization can help you learn more about the applicant. Pay attention not only to the answer but also to the voice behind it. Giving extra attention to details may be beneficial to you.

It would be best if you understood that you need someone well-spoken and confident in their field for this role. In fact, here are some helpful questions to ask while interviewing candidates:

• Could you explain something technical to me that you understand well in five minutes?
• Is it preferable to be flawless and late, or average and on time?
• How many people would not like you if I polled everyone you had worked with?
• Pitch our company to me as if I were interested in purchasing our goods.
• Who is the best-performing individual you actually know? Why though?

Hiring a Marketing Manager – Pre-Hiring Reference Check

Even for an experienced recruiter, pre-checking a candidate’s references is often the most ignored aspect of the hiring process. Nonetheless, experts have determined that this stage is critical.

One piece of advice: Leave a note on the voicemail saying, “I would like a return call only if you believe this applicant is special.” You should expect a call back shortly if a reference genuinely believes in the applicant. Otherwise, you may have to focus your efforts on other applicants.

Hiring a Marketing Manager – On-Boarding The New Marketing Manager                     

There’s undoubtedly a lot to be done before the new hire even steps in the doorway. The immediate goal should be to ensure that their desk is set up and cleaned.

More importantly, it would be best if you made an effort to be there in the office to help the new recruit during their first couple of days. Make sure to ask about how they’re feeling and anything else they think will help them in their position.

Having established worker guidelines and systems in place might be beneficial. The best solution is to incorporate these regulations into a comprehensive staff handbook.

In the future, it can be a good idea to plan regular check-ins with your new marketing manager. According to experts, checking in once a month to see what changes they could make is an efficient approach to tracking work performance.

Hiring a Marketing Manager – Must-Have Skills

It’s no secret that a skillful marketing manager is required to bring new improvements to your company. The following are some of the qualities you should look for in a marketing manager.

Communication Skills

Having excellent communication skills is non-negotiable for a marketing manager position. A marketing manager should be able to clearly express what needs to happen, why it has to be made, and how it should be executed, whether it’s for internal or external company communication purposes.

First and foremost, consider how your new hire presents themself in writing and person. Examine the chosen words and tone carefully. Everything should be well-spoken and tactful.

Moreover, if your company works with international clients, having a marketing manager fluent in a foreign language is a huge asset.

Leadership Experience

You will require someone who can effectively lead a team and has a track record of increasing revenues. In addition, try to look for other solid evidence of skills and experience, such as training credentials and statistical data from previous work.

Result-Oriented

An intelligent marketing manager focuses on what they can learn from each marketing campaign’s results. They should be able to read and efficiently analyze numbers.

More significantly, the new recruit must be able to use the data gathered to develop long-term marketing strategies. To put this to the test, you can ask the candidate to offer details of how they have used such data in previous jobs.

Tech-Savvy

Because everything today runs in a digital environment, you will surely be unhappy with a marketing manager who is inexperienced with technology.

Some of the essential tools that a marketing manager should be familiar with include Microsoft Excel, Facebook Ads, and Google Analysis.

Bottom Line

Congratulations! You have reached the end of our guide on how to hire a marketing manager. So, how do you feel about the whole thing? It should not be that difficult, right?

Hiring a marketing manager is a critical step that might determine your company’s future. As a result, you must take your time and proceed with caution.

Call to Action

When you think you have found your ideal candidate, make an immediate offer! Don’t pass on the opportunity because the best candidates may be considering multiple offers from other companies.

FAQs

• How do you recruit a marketing manager?

Defining a clear job description is the first step in recruiting a marketing manager. Once you have determined what you need from a person in this position, you can post a job listing and begin screening applicants.

• How do you hire the right marketing person?

Take note of how the candidates present themselves. If they can effectively “market” themselves in front of you, chances are, they can promote your company as well.

• Why should you hire a marketing manager?

To gain customers’ loyalty in today’s business environment, a company must effectively target a market and build brand awareness. Unless you are a world-class marketer yourself, having a marketing manager on your team is essential.