Marketing is not for the faint-hearted. Long hours, tight deadlines—the pressure is always on. Over at Bolton Remote, we’re in the business of building great remote teams so we know how important marketing is to startups. The right people on your side can help put your company on the map.
But who are the right people? What should you be looking for exactly when filling marketing roles? We have a few ideas:
1. Excellent communication skills.
We don’t just mean ‘good’, we mean excellent. Marketers don’t just speak with you, they speak with your audience. At times, they even speak for your company. Miscommunication can lead to poorly executed campaigns. Worse still, it can affect your company reputation.
For Rose Johnson of Demand Media, employees with excellent “verbal and nonverbal communications skills find it easier to enter into global marketplaces.” When you have a global market to cater to, you only have room for a remote marketer who can clearly convey your brand’s message across cultures.
Excellent communication is a non-negotiable trait when assembling remote teams. As communication is your only lifeline to check how your employees are doing, they need to be articulate over video, instant messaging, and email.
2. Flexibility and fearlessness.
In a Skills of the Modern Marketer report, Neil Perkin says that the ability to embrace change is a top criteria you should be looking for in a marketer.
Today’s most profitable marketing strategies might not be applicable tomorrow. When Google rolled out its Panda 4.0 update, eBay took a hit and lost 80% of its organic ranking in a matter of days. That’s how fast the industry can change.
You need people who don’t just bounce back after a hit, they have the skillset to anticipate it. They take calculated risks that gives your company a competitive edge. Marketers who are fearless and highly adaptable to change keep you in rapid growth regardless of constantly changing strategies.
3. Eagerness to learn.
Part of being highly adaptable is constantly learning about the digital marketing industry. This is where passion comes in, too. Only people passionate about what they do will go the extra mile to learn more about it. When you see applicants who are constantly attending conferences and getting certifications, you know they like to stay on top of their game.
David K. Williams, CEO of Fishbowl, shared that you might be better off hiring marketers who are eager to learn than those who are more established. “They are fresh and eager, not fatigued or scarred. They have no bad habits to break; only good habits to learn.” These types of candidates have more room for growth, and want to do so.
4. Self-motivation and leadership.
You want your remote marketers to be great leaders, whether they’re leading a team or just managing themselves. For Jodi Sorensen of Smartsheet.com, people with leadership skills “empower the team to take ownership and provide a model of responsibility for other team members to emulate.”
They’re also naturally helpful, which is important in remote team models. If you’re not around to help your team with something, they must have the initiative to help each other. They’re problem solvers, too. Need to adjust campaigns to drive more results? They know how to get it done.
It’s easy to be overrun by distractions when employees don’t have the physical presence of managers and teammates as a driving force to work. You need self-motivated team members in a remote setup. These people have a different outlook on deadlines, too, recognizing that “deadlines are just as important as the work you’re doing”, according to GoSpaces.
5. A positive disposition.
According to Christopher Ratcliff of Econsultancy, 78% of marketers feel their jobs are more stressful today than they were five years ago. When it’s crunch-time for the marketing team, you need positive employees who can keep morale up.
Marketing is collaborative, and teamwork is paramount to success. In an article for FSR Magazine, Amanda Baltazar said that positive people have unique traits that can spread out to the rest of the team. “Their go-to attitude, hardworking ethos, and optimism will become contagious to other employees.”
Negative people make for disengaged teams and according to Teresa Amabile and Steven Kramer of The Progress Principle, it can cost you revenue. In the US, over $300 billion dollars are lost due to productivity loss from unhappy employees.
Finding people with these qualities isn’t as difficult as you might think. Expand your hiring pool. Leverage remote staffing. When you’re not limited by geography, you’ll be able to focus on more important matters like qualities, skills, and culture fit.
Are you ready to bring focused and reliable global talent into your marketing team? Visit our website at www.BoltonRemote.com and you’ll be interviewing your future remote employees in no time.
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