Your guide to hiring top marketing talent in 2023

I’ve spent years helping employers source and develop top marketing talent. During that time, the landscape has shifted and transformed numerous times. The post-pandemic period has been especially notable, however, with skills shortages and rising salaries creating a hugely challenging hiring market for employers.

To help marketing leaders adapt their talent strategies this year, I recently spoke at an exclusive Michael Page LinkedIn Live event, 'Top hacks for hiring marketing talent in 2023', hosted my fellow Regional Director, Katherine Jackson.

In the session, we discussed:

·????????The key trends shaping the current recruitment landscape in marketing

·????????What top marketers want from employers

·????????What to expect over the coming 12 months and beyond

Today, I’ll be sharing some of the key insights to come out of the webinar. To view the full session with all the details, register for access today.

Our top hacks for marketing recruitment

So, what are the most effective techniques for hiring top marketers? We covered a lot of ground during the masterclass, but here are some of the key themes to be aware of:

1. Offer the complete package

Salary is a central element of any successful recruitment process. But it’s also key to think about your overall employee value proposition (EVP), not just salary and financial bonuses. Since the pandemic, we have found that marketing candidates especially value work-life benefits like increased annual leave and flexible/hybrid working conditions, with these perks overtaking traditional benefits like company cars.

To see the latest salary benchmarks in the marketing space by specialism and region, download our free 2023 Guide to Salaries and Hiring Strategy in Marketing today.

2. Think outside the box

Don't limit the scope of your recruitment. Look to internal talent who might be seeking new challenges and will already be familiar with your policies and processes.

If you do decide to look externally, remain open to contractors and short-term hires, as there's an ever-growing pool of talented individuals who do not want to be tied down to a single employer long-term.

Competition for marketing talent is fierce. Making the pool you're fishing in as big as possible gives you the best chance to attract best-in-class candidates.

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3. Don’t forget about Diversity, Equity, and Inclusion (DE&I)

DE&I is as important as it has ever been, and the marketing sector performs well on this in some ways, with a good balance between male and female representation across the sector; however, senior-level representation still needs more work.

We have found that, among senior-level roles, including companies with a boardroom marketing officer, there are relatively few female executives. Socioeconomic background is also an area where the marketing sector could improve, with poor representation at the top level of employees from working-class backgrounds.

A key starting point when creating an inclusive recruitment is advertising roles in a way that isn't biased when it comes to gender, race, location, background, or physical ability. You can do this by using inclusive language, focusing on the words used in your advertisements, and making sure you place your job advertisements in the right places."

4. Improve the candidate experience

Finally, make sure that your recruitment campaign is designed with the candidates in mind. Applicants should be able to gain all essential information by reading the job description: only once you have them engaged and interested should you expect them to proactively research your organisation.

The best employers run the best recruitment campaigns, with a firm focus on a positive candidate experience throughout. Again, place your job advertisements in the right place and you'll reach a more relevant, engaged, and talented audience.

Think of job advertisements like you would any other advert for your company: give candidates reasons why they should want to work for you, whether it’s the package on offer, bonuses and benefits, or more abstract issues like company culture and how much you value your employees.

What’s next for marketing recruitment?

We're coming off the back of a booming market. Over the past year or so, there has been a huge number of roles available, with many marketers getting multiple offers for new roles. We have seen a considerable increase in wages over the past year due to rising salary expectations, combined with the competitive nature of the market and the rising cost of living.

However, as the marketing sector continues to emerge from these post-pandemic talent and recruitment trends, more marketing candidates are becoming available. This slight slowdown should give hiring managers a better chance of attracting talent in the next 12 months than they had in the previous 12 months. For that reason, this is an excellent time to capitalise and start hiring.

How Michael Page can help

Ahead of any hiring drives your marketing team may be planning, be sure to download a copy of our 2023 Guide to Salaries and Hiring Strategy in Marketing and Digital.

If you’d like some expert assistance with your next hire, either get in touch here or reach out to me on the details below:

Chris Lyons, Regional Director, Michael Page

E: [email protected]

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