7 Steps to Recruit Modern Marketing Talent Using Inbound Strategy and Technology by Paul Roetzer

Posted: December 1, 2013 in All Posts, Articles / Discussion


A marketing talent war has begun. Organizations that have been slow to evolve don’t know it yet, but the battle is brewing among forward-thinking agencies, publishers, corporations and media companies.

The prize?

Tech-savvy, hybrid marketers who are capable of building and managing fully integrated campaigns that produce real business results. These next-generation professionals excel in digital marketing disciplines of analytics, automation, content, email, mobile and social.

As the hybrids emerge, legacy corporate silos will crumble and traditional-minded marketers will become irrelevant.

But, these modern hybrid marketers are a rare breed.

Attract the Unicorns

In his blog post, 50% of All New Marketing Hires Will be Technical, Scott Brinker, president and CTO of ion interactive, states, “There’s a real scarcity of technical professionals, even more so for those with passion and aptitude for marketing.”

Brinker says, “There will be enormous competition for those unicorns, not just from other marketing departments, but from marketing software vendors, consulting firms, agencies, and a whole new bumper crop of start-ups, all of whom need this talent in pursuit of their missions.”

So what can your organization do to attract talent? In short, think like modern marketers, and put inbound marketing strategy and technology to work.

1. Map skills gaps

Start by identifying the skills needed for a modern marketing team, and then rate your staff and agency partners. Consider these core areas:

  • Coding/programming
  • Copywriting
  • Data analysis
  • Email marketing
  • Event planning/production
  • Graphic design
  • Lead management/nurturing
  • Mobile strategy
  • Paid search management
  • Public relations
  • Search engine optimization (SEO)
  • Social media
  • Strategic planning
  • Video production/editing
  • Website management

2. Define candidate personas

Profile career candidates the same way you would buyer personas. Ask yourself:

  • What matters to them when researching career options?
  • Where do they go for information and resources?
  • What are their primary concerns and questions?
  • What is their educational background and career experience?
  • How do they evaluate companies?
  • What do they value, and how do they make career decisions?

3. Adjust brand positioning

Think of your organization as a career destination, not a steppingstone. Hubspot’s Culture Code, which has nearly 1 million Slideshare views, is a great example of positioning a brand to attract talent.

Intrinsically motivated professionals, who are essential to your success, value companies and careers with purpose.

4. Create candidate-focused content

Are you publishing blog posts, ebooks, photos, videos and more targeted at career candidates? If not, you should be. These content assets are the ideal way to tell your company story and engage prospective employees in your brand.

5. Build landing pages with profiling questions

Shift away from the standard online forms and job listings, and use landing pages with lead forms to capture candidates. The forms should be tied to a back-end contact management system, which maintains updated records for each candidate.

Here’s an example of the PR 20/20 career opportunities page, which is built on a HubSpot landing page. We’re still evolving the format and fields, but our goal was to gain greater insight into candidates, and connect their responses to contact records in HubSpot for scoring and nurturing.

Which leads us to the next step!

6. Score and segment candidates using behavior-based signals

Once you gather profile information, you can activate a candidate scoring system (similar to how you would setup lead scoring), which gives preference, or greater weight, to specific skills, education and experience.

But don’t stop there.

By integrating marketing technology into your recruiting process, you can use behavior-based signals to impact candidates’ overall ratings. Did they view the “about” page? Did they click on the “careers” page recommended reading links? Are they following the company on Twitter and Facebook?

Segment the most engaged candidates into priority lists, and move on to step 7.

7. Activate automated email workflows

Nurture your career candidates. Use marketing technology to set up automated emails that provide them with valuable resources, and offer you additional touchpoints to monitor their engagement and interest.

The candidate-focused content you created in step 4 fuels the nurturing emails. Watch open and click rates, and be sure that you’ve accounted for these interactions in your candidate scoring formula.

Your best candidates are going to be the professionals who meet the obvious skill/education/experience requirements, but also demonstrate a desire to continually advance their knowledge and capabilities, and engage with your brand.

By applying inbound marketing strategy and technology to your recruiting process, you will give your organization a distinct advantage when competing for top marketing talent.


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