{"id":3331,"date":"2017-05-15T15:53:30","date_gmt":"2017-05-15T13:53:30","guid":{"rendered":"https:\/\/bmkedev.wpengine.com\/?p=3331"},"modified":"2022-01-12T18:49:02","modified_gmt":"2022-01-12T16:49:02","slug":"how-to-hire-marketer","status":"publish","type":"post","link":"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer","title":{"rendered":"How to Hire a Marketer"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">So your organisation needs to hire a marketer, but where do you find a good one? Don\u2019t worry. We\u2019ve got you covered with everything you need to know to recruit new marketing employees in Kenya. From ideal attributes to writing the job ad and interview questions.<\/span><\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_83 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<label for=\"ez-toc-cssicon-toggle-item-6a149e76c8725\" class=\"ez-toc-cssicon-toggle-label\"><span class=\"ez-toc-cssicon\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/label><input type=\"checkbox\"  id=\"ez-toc-cssicon-toggle-item-6a149e76c8725\"  aria-label=\"Toggle\" \/><nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Step_1_Know_who_you_are_looking_for\" >Step 1: Know who you are looking for<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Must-have_personal_trait_Adaptable\" >Must-have personal trait: Adaptable<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Must-have_personal_trait_Curious\" >Must-have personal trait: Curious<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Must-have_personal_trait_Results-oriented\" >Must-have personal trait: Results-oriented<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Step_2_Write_the_job_ad\" >Step 2: Write the job ad<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Step_3_Hold_interviews\" >Step 3: Hold interviews<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Step_4_Onboarding\" >Step 4: Onboarding<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.brightermonday.co.ke\/discover\/how-to-hire-marketer\/#Bonus_area\" >Bonus area:<\/a><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Step_1_Know_who_you_are_looking_for\"><\/span><span style=\"font-weight: 400;\">Step 1: Know who you are looking for<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">The first step to hiring is to know what kind of person you need in this role. Marketers possess a completely different skill set than say, sales or customer service. However, it is not just the skills alone that you need to concentrate on. Most people, given the time and sufficient resources, will happily upskill themselves and learn about marketing strategy from the wealth of information available. What makes an effective marketer is their attitude towards success.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">And it\u2019s not just us who think that. <\/span><a class=\"article-body-links\"href=\"http:\/\/en.wikipedia.org\/wiki\/Mark_Schaefer_(author)#Background\"><span style=\"font-weight: 400;\">Mark Schaefer<\/span><\/a><span style=\"font-weight: 400;\">, the Executive Director of Schaefer Marketing Solution hailed by AdAge as one of the Power 150 Marketing Bloggers, and <\/span><a class=\"article-body-links\"href=\"http:\/\/www.unmarketing.com\/about\/\"><span style=\"font-weight: 400;\">Scott Stratten<\/span><\/a><span style=\"font-weight: 400;\">, the President of UnMarketing concur attitude is the largest determinant of success in a marketer. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">Other than the right attitude, a successful marketer should also possess the following must-have attributes;<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Must-have_personal_trait_Adaptable\"><\/span><span style=\"font-weight: 400;\">Must-have personal trait: Adaptable<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">\u201cAdaptability is more important now than ever. Not only because of the changing market landscape but also changing demands of the client\/brand\u201d says Scott.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It seems that there is an endless supply of new marketing channels; social media marketing, content marketing, influencer marketing and so on. Not to mention Google and Facebook algorithm updates. To keep up, your marketer must be adaptable. This includes the willingness to take on work outside of their job description. One day they may be doing user experience analysis, the next competitive environment deep dive, followed by a little bit of light coding before joining sales for a pitch to better understand the customer. Hire a marketer who will never work only within the lines of their set job role, but one who will learn from, collaborate and share with all their colleagues (no matter the department).<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Must-have_personal_trait_Curious\"><\/span><span style=\"font-weight: 400;\">Must-have personal trait: Curious<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">&#8220;Good marketers cannot be complacent. You cannot be satisfied with past accomplishments. You need to be restless.&#8221; comments Mark.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The marketer you want to hire reads about industry trends, constantly. Takes it on themselves to network with thought leaders. Has attended multiple marketing conferences (even at their own expense). They have a good grasp of all marketing channels but are experts in the fields they love. What Rand Fishkin, one of the key influencers in the digital marketing sphere, calls a <\/span><a class=\"article-body-links\"href=\"https:\/\/moz.com\/rand\/the-t-shaped-web-marketer\/\"><span style=\"font-weight: 400;\">T-Shaped Marketer<\/span><\/a><span style=\"font-weight: 400;\">. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">In order to develop this profile, good marketers never rest on their laurels. They are dedicated to continual learning. They are constantly curious.<\/span><\/p>\n<h3><span class=\"ez-toc-section\" id=\"Must-have_personal_trait_Results-oriented\"><\/span><span style=\"font-weight: 400;\">Must-have personal trait: Results-oriented<\/span><span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p><span style=\"font-weight: 400;\">&#8220;Successful marketers will have a results-orientation mindset. Speak the language of the business,&#8221; says Mark.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In an effective marketer\u2019s world, if it was not tracked and correlated back to a cause, any increase in KPIs doesn\u2019t count. Hire a marketer who has a passion for data. It drives them, not only at work but in real life. They probably have a plethora of apps on their phone to track their lifestyle habits. They are self-described geeks. They are the definition of data-driven.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Mark goes on to say \u201cIt is important to have some strong analytical skills, specifically some competence in statistics. More and more, marketing is about math!\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It may sound like I am only describing a digital marketer where metrics are readily available. What if your company needs someone for partnerships, media buying or event marketing? Those too have a wealth of data, if you hired the right marketer!<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-3361\" src=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Pic_superman.png\" alt=\"Hiring a marketer\" width=\"848\" height=\"277\" srcset=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Pic_superman.png 848w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Pic_superman-770x252.png 770w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Pic_superman-390x127.png 390w\" sizes=\"auto, (max-width: 848px) 100vw, 848px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">So now we know who we are looking for, how do we attract them?<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_2_Write_the_job_ad\"><\/span><span style=\"font-weight: 400;\">Step 2: Write the job ad<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Chances are, the marketer you want to hire know a little (or a lot!) about search engine optimisation (SEO) &#8211; a cornerstone of digital marketing. And they will employ this style of searching when looking for their next career step. So my friends, now it is time to SEO you job ads to attract them!<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Don\u2019t worry. We will keep it simple. Follow 4 easy guidelines:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>Job title<\/b><span style=\"font-weight: 400;\">: Use a common name yet a descriptive name for the job role. Avoid uncommon terms such as \u201cContent Curator\u201d, \u201cExecutive Brand Manager\u201d or \u201cConsumer Activation Consultant\u201d as no one will think to search for those words. Use the more traditional \u201cSenior Marketing Manager\u201d, \u201cFreelance Content Marketer\u201d or \u201cJunior Digital Marketing Assistant\u201d. Notice that you should specify the role type (intern, executive, part-time, etc) and focus (digital, PR, events, etc). If you only have two words, it\u2019s not enough! Ideally, have the word \u201cmarketer\u201d or \u201cmarketing\u201d in there. <\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Job summary: <\/b><span style=\"font-weight: 400;\">Tell the prospective candidate what industry the marketing role is in and the key points about working for your about your company. Here is the area to communicate your <a class=\"article-body-links\"href=\"https:\/\/www.brightermonday.co.ke\/discover\/employer-branding\">employer branding<\/a>. For example, \u201cBe the voice of our hotel chain as a content marketer. Join our blogging team to work in a fun, travel-focussed environment &amp; learn on the job\u201d. A more senior role could read like; \u201cLeading a team of 12, take on a 6 figure budget for full marketing channel coverage to drive growth in Kenya\u2019s B2B sector.\u201d<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Job description<\/b><span style=\"font-weight: 400;\">: Use this space to give more details about your company and why employees should work for you. Who does the position report into and who will they work with? Give details about the specifics of the role (your existing marketing team &#8211; or a friend who works as a marketer if there is currently no team &#8211; should provide this section). The minimum requirements. And what you want with the application. Ideally, this should be 3-4 paragraphs.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>Posting online? Fill in all fields<\/b><span style=\"font-weight: 400;\">: A good jobs website will ask for additional information, such as location, category, job level, work type, salary, minimum years of work experience, etc. Utilise all these fields and make the data publically available. Chances are, the top marketers will filter by exactly these classifications. So if you don\u2019t fill it in, your ad won\u2019t show.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Following these guidelines, you will end up with a job ad that looks something like this one:<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-3336\" src=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Step-2-Write-the-job-ad.png\" alt=\"How to hire a marketer\" width=\"848\" height=\"526\" srcset=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Step-2-Write-the-job-ad.png 848w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Step-2-Write-the-job-ad-770x478.png 770w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Step-2-Write-the-job-ad-390x242.png 390w\" sizes=\"auto, (max-width: 848px) 100vw, 848px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Why ask for marketing skills relevant to tasks, rather than a normal cover letter? Remember those 3 key traits we are looking for, flexibility, curiosity &amp; results orientation. Ensure you job ad requires people to show those strengths. For example, ask your candidates to research your company and identify your core value proposition (showing curiosity) and vs your competition (results orientation) and submit their findings as the application cover letter. Or if you need a marketer more on the creative side, why not ask them to write an article, make a short video or screenshot a post they made about your products on social media.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Will you receive fewer applications? Yes. Is this a bad thing? No.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You have effectively eliminated all those candidates who are not qualified for your role. As well as those who can\u2019t follow simple instructions or are not truly motivated to work. Saving you time on processing their applications.<\/span><\/p>\n<p>\u201cDon\u2019t ask a marketer for a cover letter. Ask for a blog article, video or market analysis to get good candidates.\u201d\u00a0<a class=\"article-body-links\"href=\"http:\/\/ctt.ec\/0cnR8\" target=\"_blank\" rel=\"noopener noreferrer\">Click to Tweet<\/a><\/p>\n<p><span style=\"font-weight: 400;\">But what if with that first hurdle you are not getting enough applications? For that, we have the solution, <\/span><a class=\"article-body-links\"href=\"https:\/\/www.brightermonday.co.ke\/employer\"><span style=\"font-weight: 400;\">list your job ad<\/span><\/a><span style=\"font-weight: 400;\"> on BrighterMonday. Leverage our reach to find you the qualified candidates you need. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">What\u2019s more, with our newly improved applicant management system, you can easily filter by the qualification level, years of experience, current profession and more, to ensure your candidate pool is limited to the job ad requirements. Then easily move candidates to be rejected, in review, shortlisted, offered and hired. This allows you to hire a marketer, quickly and easily.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-3337\" src=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/easily-filter-by-the-qualification-level-years-of-experience-current-profession-and-more.png\" alt=\"Marketing job ad\" width=\"848\" height=\"459\" srcset=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/easily-filter-by-the-qualification-level-years-of-experience-current-profession-and-more.png 848w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/easily-filter-by-the-qualification-level-years-of-experience-current-profession-and-more-770x417.png 770w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/easily-filter-by-the-qualification-level-years-of-experience-current-profession-and-more-390x211.png 390w\" sizes=\"auto, (max-width: 848px) 100vw, 848px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_3_Hold_interviews\"><\/span><span style=\"font-weight: 400;\">Step 3: Hold interviews<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So now you have your candidate shortlisted for interviews. You have already weeded out those who have no attention to detail, do not possess enough motivation or do not meet your minimum requirements. And you know who you are looking for. So really, your only remaining job is this: To uncover the competencies and experience of your shortlisted marketing candidates. To again check for those needed personal attributes from step 1.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are 3 types of questions to ask:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><b>The situational questions<\/b><span style=\"font-weight: 400;\">: \u201cWhat would you do in a situation where\u2026\u201d type questions. These highlight how candidate&#8217;s thought processes work. Can they think of their feet and come up with viable solutions. Here the candidate can show their adaptability.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>The behavioural questions<\/b><span style=\"font-weight: 400;\">: \u201cTell me about a project where you\u2026\u201d type questions. A person\u2019s past behaviour is an indicator of future behaviours, and by extension, future success. It also helps you to understand what they value. If they speak only of tasks they completed, not about KPIs they achieved, they may not have the results orientated trait you need in a marketer.<\/span><\/li>\n<li style=\"font-weight: 400;\"><b>The fact-based questions<\/b><span style=\"font-weight: 400;\">: This is simply asking about hard facts of their performance. Ask questions for two reasons. Firstly, for information to confirm with their references. Candidate integrity is essential for any position. But specifically for marketers, you can ask facts to bring to light their curiosity traits. \u201cHow many conferences did you attend last year?\u201d. \u201cWhat blogs do you read to stay up to date with marketing strategies?\u201d.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Want more? Here are some other questions specifically for hiring a marketer:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What would you do in a situation where you are receiving negative feedback from the market because of the quality of the product you\u2019re selling?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Tell me about a time when you went beyond your job role as a marketer.<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">Tell me about a marketing tactic you executed that failed?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What new marketing strategies are you learning about now?<\/span><\/li>\n<li style=\"font-weight: 400;\"><span style=\"font-weight: 400;\">What is your understanding of ROI? Is it important in marketing and if so, how important?<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">This is not intended as an exhaustive list, but it should inspire you for question relevant to your specific hiring situation. If you need more guidance, our own marketing team is always available to answer your questions on <\/span><a class=\"article-body-links\"href=\"https:\/\/www.linkedin.com\/company-beta\/2644620\/?pathWildcard=2644620\"><span style=\"font-weight: 400;\">LinkedIn<\/span><\/a><span style=\"font-weight: 400;\"> &amp; <\/span><a class=\"article-body-links\"href=\"https:\/\/twitter.com\/BrighterMonKE\"><span style=\"font-weight: 400;\">Twitter<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ideally, this would be the first round interview. As a second round, have a marketer from your team sit in to ask technical questions. If this is not an option, have the candidates submit a written task and show it to a friend who is a marketer for feedback. We employers, recruiters &amp; HR professional know many things, but we can\u2019t know the details of every jobs role in our company. Yet, checking expertise is key. If it is for an executive position, you many want to consider BrighterMonday\u2019s <\/span><a class=\"article-body-links\"href=\"https:\/\/www.brightermonday.co.ke\/employer#recruitment\"><span style=\"font-weight: 400;\">recruitment consultant services<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Step_4_Onboarding\"><\/span><span style=\"font-weight: 400;\">Step 4: Onboarding<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Marketers are often social by nature and tend to form strong team bonds. If you haven\u2019t already included your existing team in the recruitment process of the new marketer so far, be sure to do so before your new hire&#8217;s first day. <\/span><\/p>\n<p><span style=\"font-weight: 400;\">This could be as small as giving them a shout out that a new marketer named X is joining on date Y to do job Z (and how they will work together as a team). Or could be as in-depth as having the new hire come in for a trial day and the existing team must \u2018vote in\u2019 the new hire from a team fit perspective.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The key point is if you don\u2019t involve other key staff members, and post-hiring there is not a good team fit. You may cause yourself more work that could have been avoided.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">So go do this: Write your job ad. Interview qualified candidates. Plan the onboarding. You now have all the information you need how to hire a marketer.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Bonus_area\"><\/span><span style=\"font-weight: 400;\">Bonus area:<\/span><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">What if you feel in the near future you will need another marketer? If your company is going through a growth phase, that is very likely and it\u2019s good of you to think ahead. In some cases, you would find in your first process more than one qualified candidate and it comes down to a hard final decision or you will find marketers who are a good culture fit, but not quite that the level of experience yet for this position.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Save those applicants in a candidate pool. Then when the next marketing position becomes available, you have a group of relevant job seekers who have already shown interest in working for your company who you can reach out to. Saving you the hassle of posting another job ad for the new position. Making it easier to hire that next marketer.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Create a <\/span><a class=\"article-body-links\"href=\"https:\/\/www.brightermonday.co.ke\/employer\"><span style=\"font-weight: 400;\">BrighterMonday employer account<\/span><\/a><span style=\"font-weight: 400;\"> and post that first job ad with us. As applicants roll in, you can add those who are not relevant now, but maybe in the future, to candidate pools.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-3338\" src=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Bonus-area.png\" alt=\"Hire a marketer\" width=\"848\" height=\"457\" srcset=\"https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Bonus-area.png 848w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Bonus-area-770x415.png 770w, https:\/\/www.brightermonday.co.ke\/discover\/wp-content\/uploads\/2017\/05\/Bonus-area-390x210.png 390w\" sizes=\"auto, (max-width: 848px) 100vw, 848px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">Hiring is simpler with the BrighterMonday employer centre.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>So your organisation needs to hire a marketer, but where do you find a good one? Don\u2019t worry. We\u2019ve got you covered with everything you need to know to recruit new marketing employees in Kenya. From ideal attributes to writing the job ad and interview questions. Step 1: Know who you are looking for The [&hellip;]<\/p>\n","protected":false},"author":168,"featured_media":3335,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[],"content_author":[],"class_list":{"0":"post-3331","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-employers"},"_links":{"self":[{"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/posts\/3331","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/users\/168"}],"replies":[{"embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/comments?post=3331"}],"version-history":[{"count":0,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/posts\/3331\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/media\/3335"}],"wp:attachment":[{"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/media?parent=3331"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/categories?post=3331"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/tags?post=3331"},{"taxonomy":"content_author","embeddable":true,"href":"https:\/\/www.brightermonday.co.ke\/discover\/wp-json\/wp\/v2\/content_author?post=3331"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}