In 2014, 85 digital marketing agencies were surveyed by Merca2.0 to find out what their staff turnover was, the number is impressive and reaches up to 40.2 percent in extreme cases and a minimum of 5 percent. The industry average was 24 percent, that is, at the end of the year in a company of 10 people, 3 will have changed their jobs. In 2014, 85 digital marketing agencies were surveyed by Merca2.0 to find out what their staff turnover was, the number is impressive and reaches up to 40.2 percent in extreme cases and a minimum of 5 percent. The industry average was 24 percent, that is, at the Spain Mobile Database end of the year in a company of 10 people, 3 will have changed their jobs. It is common to hear marketing managers trying to understand the best way to hire a team that is talented in the digital arena. It is complex to hire in a discipline that changes constantly. Finding talent should be at the center of every company’s efforts, especially when considering the very high employee turnover in digital marketing.
The positions that currently have the highest turnover are those that are linked to digital tasks for two obvious reasons. In the first instance, digital positions are assigned to young people located in the Millennial generation. I have spoken in detail on the subject and it is clear that in many cases they add only a few years to their first jobs. In the second instance, it is important to understand that there is a great demand for personnel with digital knowledge and the probability of losing personnel is high. However, our responsibility is to have the best team within our company and this implies hiring a group of digital natives to reach the consumer. In my experience, there are 5 steps that have helped me to detect talent and attract these characters to the company. Look for staff with knowledge and experience
The first mistake when looking for and interviewing staff is selecting people who are users of digital platforms. That is, users of Facebook, Google, Instagram, or Twitter. Using digital tools does not make you an expert in them. You can send an email every 5 minutes but it does not imply that you are good at email marketing. Look for staff who have had successes in previous jobs from digital platforms. The curriculum that most catches my attention is the one that communicates a challenge that was solved using a tool. For example: In my previous work, it was possible to convert the customer list into a marketing permission database from the use of Big Data and Email Marketing. I understand that this text sounds far-fetched but it is what someone who knows what they are doing would say.
Prevent paradigms from determining to hire For example, in digital terms, there is not necessarily a correlation between age and ability. It is common to hire a young person and it is assumed that they will have more digital ease. Digital talent is achieved with a lot of study and the most capable people I have met in this field read a lot on the subject. Digital experts are those who understand consumer habits very well. By understanding the destination, it only remains to find the best way to get there. Of course, there are many young people who meet these characteristics, even recent graduates. Personally, I try to read the CV and do an internet search on the person before meeting the candidate, that way I will have less bias. The digital skill has no age, gender, or nationality.
Choose a team with conceptual knowledge The resume of a candidate for a digital position often includes a list of familiar tools. It is normal to see analytics platforms, design packaging, and social networks. More important than the list is an understanding of how Brother Cell Phone List works together as most companies have a unique mix of platforms. I like to see Google Analytics and SEM and SEO knowledge themselves that should be mastered. In conversation, it is easy to detect if a person knows them. Concepts like Dark Social, Native Advertising, Programmatic Media, and Big Data should be understood. Also, anyone who claims to be a digital marketer has to have an opinion on it. For example, I don’t believe in Programmatic Buying as in my opinion it sacrifices strategic precision and insights in the pursuit of budget efficiency. Just by talking about the digital world, you will realize if the person “knows or does it”
Look for numerical and writing skills A simple math test will go a long way in determining the potential in digital marketing. Those of us who work on this task see numbers all day. It is very difficult to understand the Click Through Rate (CTR) without basic knowledge of mathematics. I do not intend that we hire physicists for marketing tasks but demanding fundamentals help in an important way. In addition to numerical work, the digital marketer will have to write a large amount of content.