Jan. 17 • the
ELECTRICAL DIS TRIBUTOR
• A global perspective and cultural sensitivity • Leadership and teamwork Notice that there’s no mention of industry knowledge. Fargo, North Dakota-based Border States HR Re- cruiting Specialist Joshua Duncan considers industry experience when hiring marketing candidates, but he knows that good marketers can apply their skills to any business or industry. “In a marketing candidate, experi- ence is always helpful,” said Duncan. “But if the candidate has passion and willingness to be open-minded and driven to excel at his or her position, that can go a lot further. We look for a company fit, along with the right skill set.”
Where to Find Them
Continue to advertise in newspapers, use professional recruiters, and ask friends and associates for referrals. But limiting employment searches to traditional methods will limit the ability to recruit and hire quality candidates. Here are some more current strate- gies to consider:
Post open positions on the com- pany website’s “Hiring” or “Careers” page to open the door to talented individuals who may not be actively looking.
Post job openings on the compa- ny’s social media accounts including Facebook, Twitter, and LinkedIn.
Have employees post openings on their social media accounts and provide a link to a complete listing. Offer employee referral bonuses and consider expanding referral bonuses to those outside of the organization.
Build relationships with career centers, placement offices, and alumni associations at area colleges and uni- versities that have job boards and ser- vices for current and past students. Consider contacting course instructors to ask about their best students.
Don’t forget about career fairs. Check Eventbrite or Time Out online
to find career fairs in major cities. Big- ger companies may consider hosting a virtual job fair. (List them on jobfairs in.com/online-virtual-job-fairs.)
Create a marketing apprentice- ship or internship program with a local community college or university to screen potential employees without committing to hiring them.
Consider hiring friends or former co-workers with a stellar work history. Check in to see whether they’re happy or looking for something new.
Check local chapters of the American Marketing Association, International Association of Busi- ness Communicators, Society for Marketing Professional Services, and Association of International Product Marketing & Management. All of these associations have career/ job centers where companies post position announcements.
Hire internally. Someone already in the company may have the requisite skills or experience for the job.
Launch a grassroots recruiting campaign. Big job boards don’t al- ways work for small businesses. In- stead, create flyers and enable online applications.
Hire people from other (even unrelated) companies. The best talent usually isn’t actively looking for a job.
Use job posting and paid search platforms. Posting a job can cost $25 to $500 a month for a single listing on popular sites like CareerBuilder, Glassdoor, Indeed, LinkedIn, Mon- ster, Simply Hired, SnagAJob, and Workable. Most are subscription
based, offering discounts for multiple postings. Others offer one-shot pric- ing for a 30- or 60-day period or an annual fee.
Check out marketing-specific job boards, which are booming: • TalentZoo features talent in ad- vertising, marketing, creative, design, new media, and digital industries. • FlexJob helps find part-time or full-time flexible marketing profes- sionals and contract marketers. • Mashable.com’s job board lever- ages its highly engaged online news audience. • Krop.com is a source for those fill- ing creative positions and allows employers to view candidate profiles. • Mediabistro is focused more on journalism and media jobs but also includes marketing, advertising, PR, and communication. Recruiting and retaining talent will continue to be a challenge in 2017, and technology will play an important role in the talent search and hiring process. And because marketing talent likely won’t seek out the electrical in- dustry, the industry must pursue them aggressively.
What You Can Do Now
“Make sure your website, advertise- ments, and social media are up to par with the skill set being sought,” Dun- can suggested. “Social media is the future of recruiting, so enhance the company’s presence by sharing videos, images, and testimonials that demon- strate its culture and opportunities. In other words, sell the company’s brand.” Finally, streamline the hiring pro- cess with tools like online applica- tions, video interviews, and well- designed career sites and portals. These can also identify high-quality people who will help move the com- pany forward in other areas too. ;
is a strategic communications con-
sultant and freelance writer. Reach her at
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