In the world of HR, one topic takes center stage: Recruitment! Apart from talent management which is definitely a resultant effect of having the talent in the first place, the issue of recruitment strategy especially for marketing talents is highly paramount.

It doesn’t seem like the strategy for recruiting marketing talents have changed all that much over the last couple of years. What seems to have changed is the immense expectations that companies have of marketing talents that get employed.

Let’s be more direct, shall we? If your marketing recruitment strategy stays the same, chances are you’ll be getting the same quality of marketing talents you’ve been getting. As 2024 unfolds, it becomes imperative for companies to revamp their recruitment approaches to attract top-notch talent. This article will provide 6 power-packed tips on how to revamp your recruitment strategy for marketing talents come 2024 (Really, you can apply this to other talents, nice yeah?)

 

1. Let Marketing Specialized Recruiters Handle it.

Talents are hired for specific roles, which means they need to have strong suits in certain areas to make them fit for the job.You can’t hire a programmer that can’t write a line of code. It’s exactly the same way you can’t hire a product marketer that cannot create effective messaging for brands. There are marketing specialized companies that make certain that you get the perfect fit for the job. This takes away the rigorous stress and time spent on looking for someone to fill in a role. 

 

2. Create Personalized Candidate Experiences

You see, the thing is the candidates you’re looking for, are also looking for you. Like you, they are looking for you via different channels. The problem with this is that it becomes extremely generic, draining the process of the personalization it should possess for you to get the right fit. What you can do is craft personalized experiences for candidates at every stage of the recruitment funnel. Tailor communication, from initial outreach to interview feedback, making candidates feel valued and engaged. Utilize personalized emails, interactive platforms, and virtual events to create a lasting impression, reflecting your company’s culture and values. Doing this for thousands of candidates is far-fetched and quite frankly will put a strain in the process, although it puts your company in a good light. However you can do this when you have chosen a select few that have passed the interview stage. This helps you have top-notch talent in your “Talents Reservoir” that you can always reach out to when the need arises.

 

3. Prioritize Diversity, Equity, and Inclusion (DEI)

In 2024, Diversity, Equity and Inclusion are the mantra that companies should embrace. No one wants to work for a company that isn’t open minded. DEI initiatives would help you attract a diverse pool of talent and create a welcoming workplace culture. “Welcoming workspace culture”? Everyone wants that.  Candidates seek companies that foster diversity, and this makes it essential for a successful recruitment strategy. Even more so for your marketing team because they are a fine blend of creatives and analysts.

 

4. Allow Flexible Work Arrangements

The pandemic pressed the reset button on work dynamics, highlighting the importance of flexibility. Gone are the days when work mode was rigid, we’ve seen companies hit milestones with the new system and it’s evident that it’s the dedication of the workforce and other factors that matter. As part of your marketing recruitment strategy, highlight flexible work arrangements, remote work options, and work-life balance in job postings. Offering these benefits helps attract a wider pool of candidates seeking a modern work environment, thereby boosting recruitment success.

 

5. Engage in Talent Communities and Networking Events

Over the years, marketing talents have been known to troop in in their numbers to marketing events and occupy several marketing communities. This makes it a good move for you to participate in industry-related events, forums, and talent communities to connect with potential candidates. There you’ll find marketing gems, have the opportunity to engage them without having their guards up and that is always the best kind because then you can somewhat do an informal analysis. These interactions would also cultivate relationships with potential hires and expand your talent pool.

 

6. Invest in Upskilling and Continuous Learning

You know, sometimes what you’re looking for is right there in front of you. Incorporate opportunities for continuous learning and upskilling within your company. This lessens the cost and is deemed better than what you’d spend on acquiring a new talent. Remember cost of acquisition? Yeah. While this may not directly be a recruitment strategy, it is an effective method of optimizing your workforce. 

A good way to do this is by paying for upskilling or specialized classes for your marketing team. For instance if you’re releasing a new feature, you might want to enhance their knowledge in Go-To-Market strategies. Which by the way, if you are going to do, we have a discount that gives a discount. 

You can also highlight career development programs, training sessions, and growth opportunities in job descriptions. This shows your company’s commitment to nurturing employee skills and can attract ambitious candidates looking for stable growth in their career.

 

Conclusion

In marketing, an effective recruitment strategy can be the differentiator in securing top-tier talent. What sets you apart from your competitors isn’t just product or access to funding/investors, it is the quality of their hires. Your recruitment strategy for 2024 can propel your organization towards success in acquiring the best marketing professionals and in effect, fast track your company’s growth. They say “Hell hath no fury like a woman scorned”, to that statement, we ask “Have you met a dogged marketing team?”

This is your cue (and guide) to revamp your approach now and recruit the best marketing talents for your marketing team in 2024!