We have recently been recruiting for a new Marketing Manager. It is always difficult to replace such a key role in an organisation; we were sorry to see her depart, but equally we much appreciated what she had done for us as she headed for a new and larger career opportunity.
The recruitment process for her replacement is well under way now with applications for this role compiled and the interview rounds started. We very much hope to make an appointment shortly.
I just thought that it would be useful for me to provide some feedback on this recruitment process in terms of effectiveness of recruitment marketing which might be of interest to others thinking about how to approach recruitment in this digital era.
This role of Marketing Manager for our company is a very nearly pure digital marketing role (we do some offline media) and as such given the importance of the capabilities we seek in digital marketing and social media, I decided that more than any other role within the company the candidates must be living in the online space. As a function of this profile for the role I decided we would manage the recruitment process ourselves rather than employ a recruitment company.
Let me be clear (for fear of alienating recruitment companies) I value the role of recruitment companies and have utilised them extensively in the past. We have used their services in recent times to find for us sales and finance roles. They add significant value in candidate database search, as well as the initial stages of recruitment screening and objective reviewing the interview process, as well as reference checking. My motivation for not using a recruitment company this time was not to save money. It was far more the desire to better understand the recruitment process, especially as it so closely mirrors the property marketing arena.
I wanted to test the various recruitment websites (Seek and Trade me Jobs) as well as to see the value of using our own social media contact network. In addition I was also very keen to try the recruitment offerings on LinkedIn. I have to apologise to the team at Jobs.co.nz, it was my intention to use their services, however time was against me and I never got the advert established in time.
In total I received 50 applications for the role, of these I was able to immediately cull 14 as they were not able to work in NZ. They were from a variety of countries (US / China / Chile / India) and yet all had excellent experience and qualifications.
In terms of source of leads the most came from Seek (16) closely followed by LinkedIn (14) and Trade me (13); direct enquiries totalled 7.
However when accessing qualitative performance the outright winner was LinkedIn that delivered 13 credible and applicable candidates, Seek delivered 10, Trade me with 6, together with the 7 direct enquiries all being credible.
LinkedIn provide a great toolkit of solutions including a slightly spooky ability to “pitch” to prospective candidates who meet the specifications of the role and who live and work in Auckland. I chose not to use this service, preferring to act in a more passive manner. Their dashboard though is an excellent reporting capability that adds significant credibility and professionalism to the service they provide.
As ever, just as in real estate the recruitment process comprises far more than simply advertising; and this is the hard task we are currently undertaking to select a worthy new marketing manager. It is though very useful to have had the opportunity to evaluate the various methods of recruitment in the new digital age.