We like how remote teams help scaling startups overcome challenges that come with growth. Here you'll find useful information and hiring tips for remote digital marketing teams. In this post, we’ve compiled important factors to consider for your remote digital marketing candidates.
It's safe to say that most know how important digital marketing is for companies. It grants you exposure, lets you reach your audience easier, and ultimately turns more of your site traffic into sales leads. This is why most articles emphasize on investing time, talent, money, and technology to pull off a great, competitive digital marketing strategy.
Delegating your digital marketing to a team is a good idea. And if you’re looking into growing fast and safely while reducing costs, you have the option of hiring a remote team of digital marketing specialists.
But finding digital marketing talent has specific parameters. According to a survey by Econsultancy and SmartFocus, the “right” marketer is difficult to find. “When asked to rate issues on a pain scale of one to five (with five being the most painful),” says Jack Simpson of Econsultancy, “30% of respondents rated ‘finding marketers with the right skills is a nightmare’ as either four of five.”
So, to help you with these pains, we’ve rounded up tips on finding all-star remote digital marketing specialist. Here’s what to look for:
Clear, solid background
If you’re trusting a remote specialist to take care of your company’s online presence and your image, better be sure they have a good reputation themselves. Check their track record, or speak to your candidates’ known clients. What sort of results do your candidates deliver? Do they have good language skills? See how they communicate with customers, and picture how your own customers would react to the kind of content your candidate's curate.
One great way to do a background check is to check your potential remote digital marketer's social media sites.
According to Ryan Howard, Vice President at Verifirst, you can find information on social sites that can either make or break your candidate's reputation. "There are obvious reasons an employer would deny employment to someone who is posting nudity or profanity on their social media networks… On the other hand, if a profile includes information about professional organization memberships or volunteer work, employers tend to look favorably at the applicant."
And don't worry, social site checking is legal. Forbes confirmed this back in 2011.
Knows strategies and how to use them
Your team should work for you with your growth in mind. So you’ll need a strategic team that understands your company’s and your customer’s culture. They need to understand your customers’ interests and purchasing habits. No matter how familiar they are with today’s popular marketing campaigns, they need to be able to tell which of these campaigns are good for you and your brand. They need to know which strategies will work for your particular needs, and be sure that these tactics all complement your other marketing efforts.
Then, you also have to make sure that your remote digital marketers know what to do with their awesome strategies. If you find someone who simply thinks that digital marketing is all about posting on social media and nothing else, for example, then a red flag should be raised.
In Jay Baer's e-book, Social Pros All-Stars: Career Paths & Tips from 27 Big Company Social Media Professionals, Jason Miller, social content manager at Jim Beam, states that, "just being an 'awesome' Instagram, Twitter, or Tumblr user isn't going to cut it." Aaron Aders, co-founder and CSO at DigitalRelevance, adds that digital marketing specialist can succeed if they can be "forward thinking… can understand and interpret consumer data and marketing strategies, and write effectively for [their] targeted audience."
Consultant, not breathing bobblehead
Hire objective professionals, able to present ideas or suggest new ways of getting work done. Approval is always great, but you need a marketer that does more than unconditionally agree with all your ideas. “When hiring for a remote workplace, look for candidates who have exhibited this independence on their resumes,” says Jennifer Agustin, Group Manager at LinkedIn, in her FastCompany article. “Perhaps by launching their own businesses or taking a chance on a startup.”
If you’re hiring an offshore specialist, they can provide unique perspectives on your business’s everyday challenges. Allowing your remote specialist to innovate empowers them and raises employee morale, and it drives them to work harder to help your company achieve its goals.
Big on communication
Your remote team can provide great support for your in-house team. For example, they can keep your digital campaigns running while you sleep, so work continues and you maximize your time.
But for collaboration to be smooth, they need to be able to communicate well and constantly. Emphasize the importance of communication and sharing of ideas among peers. “Effective communication extends beyond just an employee and his manager,” according to Tia Benjamin of Demand Media. “For staff to fully understand company operations, priority and strategy, remote employees must have ongoing discussion with the other members of the team.”
Make sure they guarantee transparency, so you can better gauge whether or not they’re a good fit for your brand. Also, it creates a culture of accountability. How people get work is just as important as the work they do.
“These kinds of management systems allow supervisors to track their teams’ progress and hold individual employees accountable for their work,” says the Muse team in a Forbes article. “Not to mention: this transparency makes virtual teams more productive.”
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