Digital Marketing Recruitment: Best Practices For Hiring Managers

Reading Time: 7 Minutes

Maybe you’re about to launch a new product, or you’re just looking to shake things up in your digital marketing team. Whatever your motivations, going to market for great digital marketing brains can do a lot of good for your organization.

But before you begin your hunt for the next Seth Godin(s), you need to keep in mind that attracting top talent takes more than just posting a job description and hoping for the best. It’s about nailing the whole digital marketing recruitment process, from putting out the ad to getting your experts on board.

Here are some best practices that you can put in place to ensure you recruit none but the best.

Define Your Ideal Candidate

Before you write a single word of your job description, take a step back and define the skills and experience that will make your candidate successful in this role.

Here’s how to get started:

Skills Breakdown

List the core digital marketing skills needed for the role. This could include content marketing, SEO/SEM, social media marketing, email marketing, or analytics, depending on the specific position.

Experience Sweet Spot

Consider the ideal level of experience that’s a deal-breaker.

Let’s say you’re hiring for a Social Media Manager position. Your ideal candidate will have experience crafting engaging social media content, analyzing platform insights, and staying up-to-date on the latest trends.

If it’s only an internship or an entry-level position, you may focus on an eye for trends, a learning spirit, or any other favorable traits you’d want in your ideal candidate.

Beyond the Resume

Look for qualities that align with your company culture. Do you need someone who thrives in a fast-paced environment? Is excellent communication a must?

Pro Tip

Develop a “candidate persona” to visualize your ideal candidate. This will guide your outreach efforts and ensure your job description attracts the right talent.

Alternatively, you can consider hiring a reputable digital marketing recruitment agency to carry out the search for you. The agency will use its vast networks to get you a pool of candidates that match your exact business needs. It’s a win-win for everyone.

Craft a Compelling Employer Brand

Your employer brand is your company’s reputation as a workplace. Making it strong can be the tipping point for attracting top digital marketing talent.

Here’s how to showcase what makes you stand out:

Highlight Your Company’s Culture

Are you a fun, collaborative team? Do you offer flexible work arrangements or unique perks? Share it.

Showcase Your Values

What principles guide your company decisions? Let candidates know if innovation, data-driven decision-making, or a commitment to social responsibility are core values. Your job descriptions and social media posts should reflect this vibrant culture.

Employee Testimonials

Let your current team members be your brand ambassadors. Feature their quotes about what they love about working at your company. You could even feature “A Day in the Life” videos from current team members to give potential hires a glimpse into your work environment.

Pro Tip

Don’t try to be something you’re not. Focus on the genuine aspects of your company culture that will resonate with the right candidates.

Write Engaging Job Descriptions

Here’s how to write descriptions that get noticed:

Focus on Benefits, Not Just Duties

Is there a chance to work on cutting-edge projects? Do you offer competitive benefits and professional development opportunities? Highlight the perks and opportunities that come with the role.

Use Action Verbs and Clear Language

Avoid overly technical terms. Explain responsibilities in a way that’s easy to understand, using action verbs like “develop,” “analyze,” or “manage.”

Showcase Your Company Culture

Weave elements of your employer brand into the description. Mention the types of projects candidates can expect, the team environment, and how this role contributes to the company’s success.

Pro Tip

Get creative. Consider using visuals like infographics or short videos to highlight key aspects of the role and your company culture.

Utilize Multiple Channels

To find the best digital marketing talent, spread the word across various job boards and platforms. Here’s how to reach a wider pool of qualified candidates:

Post It On Social Media

Post your job openings on your company’s social media pages, especially relevant platforms like LinkedIn. Go a step further and encourage your team members to share it to expand your reach.

Target Niche Job Boards

Beyond general job boards, explore niche platforms specific to digital marketing. This allows you to target candidates actively looking for roles in your field.

Professional Networking Sites

Utilize LinkedIn’s advanced search features to target candidates with the right skills and experience. Consider paid job postings for increased visibility.

Employee Referrals

Your team is a valuable resource in this digital marketing recruitment drive. Offer incentives for their referrals and leverage their network to find top talent.

Pro Tip

Don’t just post and forget.  Actively engage with potential candidates on social media and respond promptly to inquiries on job boards. This shows you’re invested in the recruitment process.

Optimize Your Career Page

Your career page is a top tool for attracting top talent. Here’s how to create one that converts:

Clear Navigation

Make it easy for visitors to find what they’re looking for. Use a simple, organized layout with clear menus and headings.

Current Openings

Prominently display all available job openings with clear titles and brief descriptions. Link each opening to a dedicated page with a detailed job description.

Simplified Application Process

Outline the application process clearly. Specify the required materials (resume, cover letter, portfolio) and offer multiple application methods (online form, email).

Social Proof

Include employee testimonials or quotes about the company culture. Showcase awards or recognition your company has received.

Connect on Social Media

Make it easy for visitors to connect with you on social media platforms like LinkedIn, Twitter, or Facebook. Include clear icons and links.

Targeted Advertising

Targeted advertising on platforms like LinkedIn and Facebook allows you to reach a highly specific pool of potential candidates. Here’s how to use these targeted ads for recruitment:

Define Your Target Audience

Craft buyer personas for your ideal candidates. Consider demographics, job titles, skills, and even interests.

Tailored Messaging

Develop ad copy that speaks directly to your target audience’s needs and interests. Highlight aspects of the role and company culture that would resonate with them.

Skill-Based Targeting

Both LinkedIn and Facebook offer advanced targeting options based on skills and experience. Say, you need to fill a Social Media Marketing Manager role. 

You could create targeted ads on LinkedIn and Facebook aimed at users with social media marketing experience, specific industry knowledge (if relevant), and an interest in your company’s products or services. This ensures your ad reaches candidates who possess the qualifications you’re seeking.

Pro Tip

Test different ad variations to see which ones resonate most with your target audience. Use eye-catching visuals and a clear call to action (CTA) in your ads.

Utilize Social Media Recruiting

Here’s how to use social media to attract and engage with potential clients for recruitment:

Become an Industry Thought Leader

Share informative content related to digital marketing trends, industry news, and insights. Showcase your company’s expertise and establish yourself as a thought leader.

Company Culture Showcase

Offer glimpses into your company culture through social media posts. Share photos or videos of team events, employee achievements, or your office space.

Highlight Open Positions

Announce your open positions on social media platforms. Use relevant hashtags and consider “pinning” job postings to your profile for maximum visibility.

Pro Tip

Partner with your existing team. Encourage employees to share your company’s social media posts and job openings on their own profiles. This expands your reach and leverages the power of employee advocacy.

Attract Top Talent with Valuable Content

Informative content is a powerful recruitment tool. By creating valuable content, you attract qualified candidates genuinely interested in your company and the role.

Here’s how to leverage content marketing for recruitment:

Become a Resource

Publish blog posts, articles, or even industry reports that showcase your company’s expertise in digital marketing. This way, you’ll likely attract candidates who value knowledge sharing.

Highlight Your Team

Feature content created by your current team members. This showcases their skills and provides potential candidates with a glimpse into your company culture.

Go Beyond Text

Explore video content like team introductions or explainer videos about your company or the specific role. For example, you can consider featuring an interview with your SEO team lead to discuss their experience and company culture.

Targeted Content

Tailor your content to the specific skills and interests of your ideal candidates. This ensures you attract the right talent.

Pro Tip

Promote your content across various channels. Share your blog posts and videos on social media, and consider submitting guest articles to relevant industry publications.

Engage with Candidates

Communication is key throughout the recruitment process. Don’t leave applicants hanging!

Here’s how to show candidates you value their interest:

Prompt Responses

Set clear expectations for communication throughout the process. Aim to respond to inquiries and applications within a reasonable timeframe, even if it’s to thank them for their interest and inform them of the next steps.

Personalized Rejection Emails

Generic rejection emails are impersonal. Craft personalized rejection emails that thank candidates for their time and application. Briefly explain why they weren’t selected (optional) and offer to keep their resume on file for future opportunities (if applicable).

Candidate Feedback

Consider offering optional surveys for candidates who reach later stages of the interview process. This feedback can help you improve your recruitment process for future candidates.

Pro Tip

Even if someone isn’t the right fit for the current role, a positive interaction can leave a lasting impression and encourage them to apply for future opportunities at your company. That’s why it’s a good idea to have a standardized email template at hand that you can personalize with a brief message thanking them for their interest and leaving the door open for future engagement.

Leverage Technology

Tech can be your best friend in digital marketing recruitment. Here’s how applicant tracking systems (ATS) can help you:

Simplified Application Process

ATS allows candidates to submit applications online, saving time and effort for both them and your team.

Organized Candidate Management

Store and manage all candidate information, resumes, and application materials in one central location.

Efficient Screening and Filtering

Utilize ATS features to filter candidates based on keywords, skills, or experience, saving you valuable time in the initial screening process.

Improved Communication

Some ATS systems offer built-in communication tools to send automated emails or schedule interviews with shortlisted candidates.

Pro Tip

Choose an ATS that integrates with your existing HR or recruitment software for a seamless workflow.

Track and Analyze

Recruitment is an ongoing process, so don’t just set it and forget it. Here’s how to measure your recruitment efforts and make adjustments:

Monitor Your Sources

Track where your most qualified candidates are coming from (job boards, social media, employee referrals, etc.) Focus your efforts on the channels that yield the best results.

Analyze Application Rates

Monitor the number of applicants for each position. If you’re consistently receiving low applications, consider revising your job descriptions or targeting strategies.

Time to Hire

Track the average time it takes to fill open positions. A lengthy hiring process can deter qualified candidates. Look for ways to streamline your process if necessary.

Candidate Feedback

Gather feedback from candidates throughout the process (application experience, interview process). Use this feedback to identify areas for improvement.

Pro Tip

Data is your friend. By tracking and analyzing your recruitment efforts, you can continuously refine your strategy and attract the top digital marketing talent your company needs to succeed.

Conclusion

Recruitment is a two-way street. Just as you’d want your candidates to put their best foot forward, you’ve got to do the same in the application process. This guide has shared some great tips that you can put into practice to make your application stand out.

Where you feel a little bit overstretched, reach out to expert recruitment agencies and let them help simplify the process for you. The result will be the best pool of candidates for you to pick from, which is a great win for your digital marketing recruitment efforts.

I'm Allison Dunn,

Your Business Executive Coach

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