A great recruiter can be the difference between finding a stellar Marketing Director who fits into the team and one who may negatively impact the organization.
When it comes to finding a marketing director, the complex nature of this position means that you need to invest extra time and money in bringing in a qualified recruiter who will find the best fit for your organization.
Here are some tips on finding the right marketing executive recruiter for your next marketing director:
Research Different Executive Recruiters
Do your homework when choosing an executive recruiter. Look for companies that specialize in marketing directors, since they will be more knowledgeable about what it takes to succeed in this position. You want someone who has extensive experience both in recruiting and directing marketing initiatives from conception through execution. Ask potential recruiters about their processes, as well as references from other organizations that have used them before.
Establish Clear Expectations from the Beginning
If there is not a clear alignment of expectations among all stakeholders involved in the recruitment process, then it’s unlikely you’ll end up with an ideal match for your job opening. Make sure you create a detailed job description and list out any desired qualifications or characteristics upfront so prospective candidates can know what they need to demonstrate before even speaking with executives at your company.
Be Open-Minded
Oftentimes, the person who ends up being hired may not be the one whose resume looks perfect on paper; rather it may be someone who brings something “extra” to the table—such as experience working on successful digital campaigns or success leading high-performing teams under pressure—that makes them stand out against other candidates during interviews and assessments. Keep an open mind throughout the interviewing process and let experience (both directly related and peripheral) speak louder than credentials alone.
Look at Past Experiences
When looking through potential resumes or talking with interviewees, ask questions about how potential hires have applied their existing experiences in similar roles at different companies or organizations. This helps get past surface-level conversations about what someone can do theoretically and helps paint a real narrative about prior success stories that reveal how each possible hire might operate if brought on board for your vacant marketing director seat.
Set Aside Time for Onboarding New Hire Once Selected
Once you narrow down candidates and ultimately decide which person will fill the role, be sure you set aside sufficient time to properly onboard them so they quickly become comfortable operating within the corporate culture expected by leadership at all levels of the organization and understand what is expected of them moving forward in terms of results delivered in relation to their new job title and responsibilities.
Ty Culver is the Client Development Director of CulverCareers focusing on talent acquisition and workforce solutions with a wide variety of local, national and global clients.
Ty has been working in various aspects of the industry for over 10 years and developed deep expertise in Executive Search, Executive Benefit and Talent Acquisition Programs along the way. He has a range of experience from SMB to Enterprise clients and hyper specific executive searches to high volume recruiting with companies in a dynamic state of flux.
Today, Ty leads a talented team of Talent Acquisition Specialists, Executive Recruiters and Client Success Managers at one of the most respected Recruiting Firms in the Nation, CulverCareers. While leadership is a key aspect of his role, Ty still enjoys working with clients on recruiting strategies, executive benefit solutions and workforce solutions to help clients build a holistic approach to talent acquisition and talent retention.
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Blog Archive / Tips on How to Improve the Recruitment Process
