This is really not easy and depending on the direction and preferences of CEOs or business owners, the definition of a good Marketing Manager will be different. But one thing is for sure, those excellent Marketing Managers cannot lack the following 4 things.
Recruiting Marketing Manager must definitely pay attention to 4 characteristics
“Communication is the heart of Marketing Manager” - Head of Recruitment Department
Good communication skills never go out of style, even as people spend more and more time on electronic devices. Marketing Managers need excellent communication skills to interact and negotiate with stakeholders, from leadership levels to employees, and much of their success will depend on engaging all of these people. towards a common goal. They will be responsible for communicating what needs to be done, why it needs to be done, and how.
That is why I always pay attention to the communication skills of Marketing Manager candidates and focus on finding someone who speaks clearly, writes coherently, is diplomatic, likable, listens well and gives feedback. fast. The way candidates talk and the content of their responses in interviews, cover letters, and CVs is an opportunity to evaluate these communication elements. However, writing skills can be a little more difficult because they may have someone else to write, so it's hard to know if we're evaluating their skills or someone else's.
One way I often get to know a candidate's exact writing skills is to give them a writing test, a one-page plan on how they will help themselves perform well in their new role, such as. "Touch it with your hands, see it with your own eyes" like this, the reliability will be much higher.
“Marketing Manager needs to have a holistic understanding and be eager to experiment with new technologies” – Managing Director.
I have interacted with many Marketing Managers both young and experienced. Many of them have the same question: If they don't keep up with technology, can they become obsolete managers? The answer is definitely Yes. Technology has changed the way many areas work, including Marketing.
The digital age has drastically changed the speed, extent and scope of marketing campaigns. This forces Marketing Managers everywhere to become more tech-savvy as they focus their efforts on connecting with consumers in the vast internet world. Of course, they don't need to be a geeky tech geek, but they need a holistic understanding and enthusiasm for new tools to better understand customers - the main goal of Marketing.
To test their tech savvy when hiring Marketing Managers, I often ask about the digital channels and tools they used to execute successful marketing campaigns in previous positions. Are they proficient in Google Analytics, Google Ads, Facebook Ads, SEO, Adobe Photoshop, Qualtrics, WordPress, HTML, CSS or Salesforce CRM…? But not only a few answers "I used to do advertising campaigns on Google Ads with a cost of hundreds of millions per month" can be immediately believed.
Yes, applicants need to demonstrate how they apply the above technologies. A tech-savvy candidate will tell you how they interpret data in Google Analytics, email opens, ad clicks, etc. to see how the marketing campaign is performing and what needs to be done. what to do to improve. In short, find someone who understands a variety of media channels and digital tools, isn't afraid to calculate numbers, makes connections between issues and events, and comes up with a plan. complete plan.
“When hiring a Marketing Manager, it is important to check that they have important skills.”
“Boldly overcoming “thinking in a box” Marketing Manager maintains an advantage when the world is in a war of ideas” - Human Resources Director
This may sound cliché, but Marketing Managers need to resist the urge to stick with what's comfortable on a daily basis so as not to lose their competitive edge. He shared: “Our company culture promotes creativity, always creating the best conditions for everyone to enjoy exploring new ideas, even applying new technologies that no one in the company has ever had before known. So when recruiting Marketing Managers, needless to say, not afraid to explore and learn new things are always the top criteria."
“If we talk about how to evaluate a candidate's creativity, there are many. For example, look at your CV, ask them case questions like how they came up with an idea to promote a particular product, or encourage them to share their views on ideas the company has worked on. This not only helps to show the candidate's level of experience and creativity, but also reveals a little clue as to how they can collaborate or work with the current team,".
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