It’s so hard to know a true “professional” from the fake ones. However, you can surely know who is who based on their results. Unfortunately, you only know these results after you’ve spent a lot of money on their services – hopefully you’re happy with the results. If not you’ve been burned or had!
In the world of social media, digital marketing, online advertising (or whatever you want to call it) it’s even harder to tell the professionals from the wannabees.
There are people who are REALLY, REALLY good and will deliver results and then there are those who are “full of it” and don’t deliver the results you expected or the results they promised.
Overall check references and ensure CLEAR communication when working with any hired professional.
Susie Hall is President of Vitamin T and gives the following insight, 3 questions to ask every digital marketer to know if they’re the person for you.
In small business, marketing involves a wide array of tasks, ranging from developing websites and apps to sending out tailored emails to different customer segments. While larger companies often have the resources to hire specialized teams of marketers, small businesses rarely have that luxury. Small business owners are faced with the challenge of hiring someone with a broad skill set, who is able to accomplish the specific and unique goals of the organization.
How do you find someone with the right expertise? Finding a well-rounded marketer for your small business often comes down to asking the right questions during the interview. Here are three questions that will help you find the best candidates for your business.
How do you stay up to date with the latest marketing technology trends?
Technology is changing at lightning speed. As soon as we master a new piece of software or coding language, a new one has emerged. This is true in the universe of marketing technology as well as the hyper-connected world your customers enjoy. As such, it is not enough to hire a candidate who is merely knowledgeable about current tech trends. You want to hire someone who is always on the lookout for new developments. More than this, you want to hire someone who is intellectually curious and is personally invested in keeping up with the trends. This is an indicator that the candidate will have a sustained passion for the job and add immediate and long-term value.
Describe a fully integrated marketing campaign that you initiated.
The term “marketing” has become a catch-all for “connecting with customers”, which these days requires carrying a campaign through all customer channels. Asking about a fully integrated campaign is a good way for you to assess the breadth of a candidate’s skill without sounding aggressive or intimidating. The sign of a strong candidate is an individual who can provide a detailed description of the entire life cycle of a marketing program, including interactive and social media aspects. If the candidate lacks detail, don’t assume that they don’t have the experience. Instead, ask follow-up questions that will give you the answers you need, such as, “What kind of messaging did you communicate via Twitter and Facebook?” or “Describe the online projects completed as part of your campaign.”
Describe the roles of each of the members on your last (or largest) team.
You can’t expect your candidate to have experience across every dimension of marketing. However, it would be helpful if your digital marketer has worked as part of a larger marketing team and understands a wide variety of marketing, technical and creative roles. Should your digital marketer need to take on an unfamiliar project, even second-hand knowledge of the tasks involved would be an asset.
It’s even more impressive if the candidate can speak analytically about their teammates’ roles. For instance, if your candidate needed to outsource part of a project to a creative freelancer, would he or she know where to find the right person for the job, how to set expectations and guide that resource to deliver your marketing projects on time and under budget? Asking for examples of where and how your candidate has done this in their experience will help you gauge their likely performance within your team.
Small business owners are particularly aware of how much a bad hire can truly cost. Not only does it involve paying someone’s salary, but the costs add up in terms of lost clients and lost business opportunities, lost time in the search process, lower team morale, and potentially, severance.
On the other hand, hiring a great digital marketer can take your business to new heights. Marketing is a crucial part of small business. The right marketer can make your brand stand out by leveraging both creative and technical knowledge to get effective