This article outlines the four steps Hiring Manages and Recruiters should take to end a pattern of poor recruiting practices when recruiting a Marketing Lead. Marketing Managers or CMO'S dissatisfaction and underperformance could otherwise pose a threat to the company by internal disruptions and recruiting costs. In a first step make sure what kind of marketing role you want to recruit for - see image. To determine this, you want to consider certain internal and external factors. Once you decided where the Marketing Lead ought to have an impact, the role's responsibilities should be aligned, then make sure how success is measured and finally find the candidates with the right match.
When drafting your job description, start with the wanted outcomes. What will success look like? Have the results measured by milestones, time e.g.
For any output, you need input. That will be the job tasks.
Which of the three CMO type do we need?
What functional responsibility is necessary for the role? Will that level of responsibility really work?
And finally, what skills and experiences are required to achieve the results described above by executing the defined job tasks?
This is a great article to read published in the Harvard Business Review.
