7 Steps Selection Process For Digital Marketing Recruitment

What Is the Selection Process For Hiring The Right Digital Marketing Staff?

The process of employee selection is crucial for any company if you want to make sure you hire the right candidate for the job.

Hiring the right digital marketing staff is crucial for the success of a company, because your staff are your brand and your business. 

The process of candidate search and selection is complex and requires careful consideration. There are several factors that need to be considered, including the candidate’s qualifications, experience, and suitability to the company’s culture.

Below are seven steps in the recruitment selection process that we can highly recommend in order to find the right staff: 

Step One for Successful Digital Marketing Recruitment: The Application Process

The application process may vary depending on the employer. However, there are some common elements that are often included. 

Most employers require a CV and a cover letter.

• A cover letter tells you a lot about the candidate and helps you filter out those who display poor grammar and punctuation (if that is key for the role), as well as those who don’t bother to write out a decent letter or email.

In some cases, applicants are asked to complete a written assignment or take a competency test.

• Asking a candidate to write a blog or create social media content is a great way to assess their abilities and level.

Digital marketing competency tests are also an option:

• Digital marketing literacy tests help to assess the level of your digital marketing recruit and are key for knowing what a candidate really is capable of doing.
• These tests help to filter out candidates who are a poor fit for the digital marketing job.

After applicants have submitted their CVs, their references are checked.

• Reference checking is key for digital marketing recruitment. Be sure to call as many as possible and try to source references from the role they currently hold.

All of the above helps to filter out poor candidates and limit the number of interviews you conduct.

The interview is also an important part of the application process. This happens after the candidate’s CVs have been submitted and viewed, and the employee thinks the applicant will be a good fit for the vacancy.

• During the interview you need to have clear questions prepared, especially questions that ask for examples. Follow the STAR approach.
  • S: What was the situation?
  • T: What was the task?
  • A: What was the approach taken?
  • R: What were the results?
• Look for emotional maturity and keep an ear peeled for deeper issues.

Once you’ve received the results from the above, you can make your selection and extend a job offer.

Here are the steps in more detail: 

Step Two for Successful Digital Marketing Recruitment: Resume Screening

Resume screening is the process of reviewing job applicants’ resumes in order to determine which candidates are qualified for a position.

The screening can be done manually, by reading through each resume and making a decision, or it can be done using software that automatically filters resumes based on certain criteria.

For example, a digital marketing company might use resume screening to find candidates who have experience with specific tools or platforms. Resume screening can help save time by allowing employers to quickly identify qualified candidates, but it can also lead to discrimination if certain criteria are used that are not related to the job.

When there is a high volume of applications for a job post, employers filter the applications according to the correct requirements of the job vacancy.

How To Filter The Right Candidate’s Resume

• Cover Letter

Every applicant is different, therefore it’s important that you take the time to read through their cover letter. This document will give you a much better idea of who the applicant is and what they bring to the job.

Cover letters also help to establish the candidate’s suitability for the role and the company. The information in this document is important and will decide whether an employer will proceed with an interview.

So, do not skim over cover letters. Take the time to read them carefully. You’ll get a sense of the applicant’s personality, attitude, and capabilities. This will make all the difference in your hiring decision.

When writing a cover letter, be concise. Use language and words that align with the vocabulary of the field you’re entering. Cover letters should clearly describe what you, as the applicant can bring to the job.

If the cover letter is well written, you’ll make a good impression. Make sure to showcase your attention to detail and your ability to communicate effectively.

•  CV Layout

Your CV is often one of the first things a potential employer looks at.

It’s therefore important that it’s well organised and presentable. A messy or unclear CV is not a good first impression. It will deter the potential employer from wanting to hire the candidate. It will give the impression that they’re disorganised, and cannot present information clearly and concisely.  

On the other hand, an applicant who takes the time to lay out their CV carefully and clearly sends the message that they are well organised and can present information effectively.

This attention to detail is an important quality in any application that can easily be overlooked when considering an applicant’s qualifications.

Next time you receive a CV, take a close look at its layout and wording. These are some key indicators to see how qualified the applicant is for the job.

• Background

When screening candidates for a vacancy, make sure you’ve considered their qualifications and their character. A candidate’s personality not only influences how well they do their job, but also how well they’re able to work in a team and contribute to the company’s culture.

Regarding qualifications, some candidates are suited for the job without a degree and certifications. Others are not suited for the job but have the relevant degree and certifications. There are companies that hire based on potential and personality and commit to training candidates.

Essentially, it’s up to the hiring employer to decide who is the best candidate for the job. It’s important for most companies to have skilled workers with experience and the necessary knowledge to do the job well.

The key is to find someone who has the right mix of skills and experience to excel in the position. By taking the time to check candidates’ backgrounds, you’re more likely to select the best candidate to join your team.

Step Three for Successful Digital Marketing Recruitment: Assessment Tests

Certain companies include a form of assessment during the hiring process, to determine whether the candidate is suitable for the job. This assessment can be done in a variety of ways, such as interviews, aptitude tests, or work samples. The aim is to filter through the applicants who are most likely to be successful in the position.

Once you have a list of potential candidates, you can start assessing their skills and experience. This will help you find the candidate with the highest suitability for the job.

1. One of the best ways to assess a candidate’s skills is to ask them to perform a task on the spot. 

For example, for an acting job, this could mean being asked to act out a scene from a script. For a job in sales, it could mean asking the candidate to pitch a product to you.

This approach has several advantages:

• First, it allows you to see how the candidate works under pressure.
• Secondly, it gives the candidate the opportunity to demonstrate their creativity and problem-solving skills.
• And finally, you have the opportunity to get to know the candidate on a personal level. 

Asking a candidate to perform a task on the spot may seem daunting, but it can be an invaluable way to assess their skills.

2.  A written or online assessment to test aptitude.

Written or online tests are commonly used to test the competencies of candidates during the hiring process. Aptitude tests measure a candidate’s ability to learn and retain new information, solve problems, and think critically.

While these tests cannot definitively predict job performance, they can give employers a better sense of which candidates have the skills and abilities necessary for success in the role.

There are a number of different aptitude tests that employers can use, so it is important to choose one that is relevant to the position. For example, a verbal reasoning test would be more appropriate for a role that requires strong communication skills than a mathematical reasoning test.

Ultimately, aptitude tests can be a useful tool in the hiring process, but it is important to use them correctly in order to get accurate results.

Step Four for Successful Digital Marketing Recruitment: In-Person Interview

Now that you have filtered your candidate pool down to a few, it’s time to arrange face-to-face interviews. 

This is often the most revealing part of the hiring process, as it gives you a sense of how well the candidate communicates and interacts with others. Pay close attention to non-verbal signals, such as body language and facial expressions.

Is the applicant engaged and interested, or do they seem distracted and disinterested? Ideally, you want to hire someone who is not only qualified for the job, but also a good fit for your company’s culture. Therefore, ask each applicant about their previous work experience and what they hope to get out of a new job.

Taking the time to conduct thorough interviews will increase your chances of finding the best possible hire.

Questions To Ask During an Interview

When interviewing a potential candidate for a job, it’s important to ask questions that will give you a sense of their skills, experience, and work ethic.

Here are some examples of questions you may want to ask:

• What experience do you have in this field?
• What are your strengths and weaknesses?
• Why are you interested in this position?
• What would you do if confronted with a difficult problem?
• How do you handle stress and pressure?
• What is your availability?
• Are you willing to travel?
• What are your salary expectations?

Asking a mix of general and specific questions means you’ll get to know the candidate better and determine if they are a good fit for the job.

Step Five for Successful Digital Marketing Recruitment: Background Check

As an employer, it’s important to know that the candidate you’re considering for the open position is reliable and won’t pose a risk to your company. One way to get this information is to conduct a background check.

A background check comes in handy when ensuring the potential candidate is who they say they are, and that their personal information is accurate. It will also indicate if they’re involved in any illegal activity.

There are several types of background checks that employers can choose to conduct, each providing different types of information. For example, a criminal background check will reveal any past convictions.

Ultimately, background checks provide valuable peace of mind and can help you make the best hiring decision for your company.

Other types of background checks include:

• Candidate resume verification.
• Drug tests.
• Reference checks.

Background checks are particularly important when the position involves high levels of responsibility, such as working with children or handling sensitive information.

However, it’s important to remember that background checks are just one part of the selection process, and they should be used in conjunction with other methods, such as interviews and reference checks.

Step Six for Successful Digital Marketing Recruitment: Reference Checks

Reference checking is when a potential employer contacts the candidate’s references to confirm the accuracy of the information provided on the CV and to determine the work ethic and character of the candidate.

The employer may also ask the candidate for other references that are not listed. Once the references are selected, the employer contacts them by phone or email and asks questions about the candidate’s qualifications, work performance and personal qualities.

Checking references is an important part of the recruitment process but should not be the only factor used to select a candidate.

When checking references, you will:

• Confirm what candidates have already told you (e.g., about the length of employment and previous assignments).
• Find out how candidates use their skills at work.
• Discover possible weaknesses or lack of practical experience.

Understand how candidates behave in the work environment.

Step Seven for Successful Digital Marketing Recruitment: Offering the Job

This is the final step. Once you’ve decided on the candidate you’d like to hire, it’s time to make them an offer. The job offer process is a critical one, done right, you’ll soon welcome your new employee in the office.

Keep the following in mind when making your offer:

• First, extend the offer verbally. This gives the candidate a chance to ask questions and get a feel for the position.
• Next, put the offer in writing. This formalises the agreement and ensures that both parties are clear on the terms of employment.
• Be sure to include all relevant information in the written offer, such as start date, salary, benefits, and job responsibilities.
• Finally, give the candidate time to consider the offer. Once they’ve had a chance to think it over, they can let you know whether they accept or decline the position.

The hiring process is complete once the candidate accepts the offer. 

If you need help finding the right marketing candidates why not reach out to our digital marketing recruitment division! We know digital marketing and we know digital marketing recruitment.