Recruiting Tips
Imagine you’re a hiring manager and put up an ad for a role. After a lengthy process, you hire someone you think is a great fit. Except, reality sets in a few weeks later when you realize they were a bad hire and you have the start all over again. A robust vetting process would help you avoid this costly mistake. However, it’s not enough to come up with a process, you have to make sure it’s inclusive, fair, and efficient. Let’s show you how. Hiring the wrong employee can cost companies hundreds of thousands of dollars. Back in 2016, The U.S. Department of Labor estimated this cost was close to 30% of the former employee’s first-year earnings. Today, that figure could be even higher. Undoubtedly, recruiting and hiring candidates is an expensive and time-consuming process. This is on top of figuring out which candidates are most qualified to succeed…
Looking to grow your marketing team? As you embark on the hiring process, don’t neglect the importance of providing clear, well-written job descriptions for your team’s open roles. Having accessible and easy-to-understand job descriptions can make or break the quality of candidates that apply for a job. According to Indeed, 52% of job seekers say the overall quality of a job description is an influencing factor when they decide to apply for a job. That means if you want a pool of high-quality applicants, it’s imperative to provide a high-quality job description. As you embark on writing job descriptions for open roles on your team, make sure you include the following pieces of information. Marketing Job Requirements and Qualifications What kind of experience will the ideal candidate have? Factor in the level of seniority needed for the role, as well as realistic asks for your candidate pool given your compensation…