How to Hire Effective Content Marketers

TL;DR

Effective hiring of content marketers involves a thorough vetting process, focusing on candidates with blogging and PR experience. Key steps include a resume review, phone interview, test project, and multiple in-person interviews. Streamlining the process to two to three weeks ensures efficiency, while emphasizing specialization over generalization in candidates.

Transcript

hi everyone its Caroline director of content strategy at siege media and today I'm going to share with you lessons we've learned from growing an agency of roughly 7 to 75 people in a short period of time as a content marketing agency the talent and the people that we hire is really what makes us successful there's no quick hacks or secret sauce to ... Read More

Key Insights

• Siege Media has grown from 7 to 75 employees by focusing on hiring the right talent.
• The hiring process includes resume review, phone interview, test project, and in-person interviews.
• Candidates with blogging and PR experience are preferred due to the nature of the work.
• A streamlined hiring process of two to three weeks is achieved by combining phone interviews and test projects.
• False positives in hiring can occur with candidates from similar industries, requiring careful vetting.
• Personalizing job postings with unique requirements, like a fun word in the email subject, helps filter applicants.
• Specialists are preferred over generalists, as they offer focused expertise in content marketing.
• Flexibility in the interview scheduling process, including remote options, aids in efficient hiring.

Questions & Answers

Q: How does Siege Media vet content marketing candidates?

Siege Media's vetting process involves several stages: an initial application review by hiring managers and the content director, a brief phone interview to assess skills and cultural fit, a one-hour test project, and a final in-person interview with at least three managers. This comprehensive approach ensures candidates meet the company's standards for skill and team compatibility.

Q: What skills are prioritized for content marketing roles at Siege Media?

Siege Media prioritizes candidates with blogging and long-form writing experience, as well as those with public relations or communications skills. These skills align with the company's focus on content creation and SEO, making them essential for success in their content marketing roles. Sales experience can also be valuable due to its relevance to high-volume email campaigns.

Q: Why does Siege Media prefer specialists over generalists?

Siege Media prefers specialists because they offer deep expertise in specific areas relevant to content marketing, such as SEO and content creation. Specialists are more likely to excel in the company's focused roles, whereas generalists may spread their skills too thin, lacking the depth needed for the specialized demands of the agency's work.

Q: What is a false positive in Siege Media's hiring process?

A false positive occurs when a candidate appears to be a good fit based on their background or previous company, but lacks the necessary skills or alignment with Siege Media's specific needs. For example, journalists may understand pitching but may not enjoy or excel at it as a primary job function, requiring careful vetting to avoid hiring mismatches.

Q: How has Siege Media streamlined its hiring process?

Siege Media streamlined its hiring process by combining the phone interview and test project into a single session, requiring candidates to block off time for both. This change reduced the time between application and hire from a month to two to three weeks. Additionally, they use videoconferencing to accommodate managers' schedules and minimize candidates' travel burdens.

Q: What unique application requirement does Siege Media use?

Siege Media uses a unique application requirement by asking candidates to include a fun word, like 'bacon,' in their email subject line. This low-effort requirement helps filter applicants who pay attention to detail and follow instructions, streamlining the initial vetting process and ensuring only serious candidates are considered for further evaluation.

Q: How does Siege Media ensure cultural fit during hiring?

To ensure cultural fit, Siege Media evaluates candidates against the company's core values during interviews. Specific questions are designed to gauge whether candidates align with these values, helping to determine if they would adopt and believe in the company's culture. This approach aids in selecting candidates who will integrate well into the team.

Q: What is the role of test projects in Siege Media's hiring process?

Test projects are a critical component of Siege Media's hiring process, providing an opportunity to assess candidates' practical skills and problem-solving abilities. After the initial phone interview, candidates complete a one-hour test project, which is reviewed alongside their resume and interview feedback. This step ensures candidates can effectively perform the tasks required in their role.

Summary & Key Takeaways

• Siege Media's growth from 7 to 75 employees highlights the importance of hiring the right content marketers. Their process involves resume reviews, phone interviews, test projects, and in-person interviews, all condensed into a two to three-week timeline. Emphasizing blogging and PR experience, they favor specialists over generalists to ensure candidates fit their content-focused roles.

• The hiring process at Siege Media is designed to be efficient and effective, with a focus on identifying candidates with relevant blogging and PR experience. By streamlining the process and incorporating unique application requirements, they maintain a high standard of talent acquisition, ensuring new hires align with company values and goals.

• To hire effective content marketers, Siege Media emphasizes the importance of specialization, preferring candidates with deep experience in specific areas over generalists. Their structured and swift hiring process, combined with a focus on cultural fit and role-specific skills, ensures they attract and retain top talent in the competitive content marketing field.