marketing job description

How to Write a Great Marketing Job Description


In this competitive market, the ultimate goal of a job posting is to attract as many applicants as possible. You can always screen out later, but at this early stage in the hiring process, you’ll want to cast a large net.

The best way to entice job seekers is to tailor this powerful recruiting tool to emphasize your company’s culture, goals, vision, and creativity. Differentiate yourself from competitors by breaking your marketing job description into 3 parts: the Sale, the Responsibilities, and the Requirements.

The Sale

This section provides insight into the company culture and vision, particularly what makes them more unique and exciting than those on other job boards. This is your turn to sell the industry, company, and position. They call it a job ad because you’re still advertising to a target audience, even if the product is your business and the audience is job seekers.

This is your chance to showcase your company’s marketing abilities and sell your brand to potential hires. Candidates judge your ability based on how successfully you’ve swayed them. Don’t just tell them you’re good at what you do; show them.

Approach this step like any other marketing campaign. Segment the candidate market, target the talent you need, and position your description to attract the employee personality you’re looking for. For instance, employ tech language to draw strategists or quirky language to entice creatives. This is also a good time to talk about the marketing campaigns that your business has carried out. Include visionary campaigns to resonate with your ideal candidate.

The Responsibilities

In part two, focus on specifics of the job title. This section addresses any questions candidates have about their job responsibilities, the type of marketing plans they’ll engage in, their contribution to company goals, and how the position will advance their personal career goals.

If you want to attract curious, growth-oriented employees, highlight the opportunities your company offers for professional exploration and growth. Discussing learning initiatives that your company offers shows that you value individual employee development just as much as overall business development.

This section is also a chance to start screening for relevant experience by specifying the marketing strategies applicable to the position. For example, if the job posting is for a digital marketer, discuss day to day engagement with inbound marketing, content marketing, and social media. Or, if you’re filling a product marketing position, talk about multi-channel marketing and sales campaigns. By detailing the day to day tasks, candidates who don’t fit can screen themselves out.

The Requirements

Here, focus on the ideal candidate’s background and experience. List skills relevant to that specific marketing career path. For example, include public relations experience for marketing managers, social media skills for a digital marketing positions, copywriter experience for print advertising, and soft skills such as leadership for marketing executives. Be precise about experience now to simplify screening later on.

At the same time, avoid being overly critical about education requirements, even for entry-level marketing positions. While a bachelor’s degree in marketing is valuable, you don’t want to dissuade a brilliant strategist just because they majored in communications. Marketing professionals come from all walks of life, so be open to unique education paths. These individuals contribute unique perspective and methodology to your campaigns.

Marking Job Description Length

You want to provide just enough information to peak the candidate’s interest and provide the scope of this role. Less is more. Long lists of requirements deter applicants, causing them to screen themselves out. Effective ads are straight to the point and less than one page.

Simplifying First Round Screening

Optimizing a job description goes a long way in pulling in ideal candidates. Even so, you’ll have hundreds of applications to sift through before finding the perfect fit. To solve this, integrate marketing recruiters into your hiring process. Marketing recruiters understand the nuances of various roles and the work experience most valuable to each position. They’ll do the hard part of sorting applicants for you so that you can skip right to interviewing top candidates. Paired with an effective job description, a recruiting firm can help you find employees that are as unique as your company.

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Written by

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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