There are some telling challenges facing CHROs (Chief Human Resources Officers) when hiring a CMO, which recruiters can help with.
Market Understanding
Recruiters can help CHROs navigate the challenging process of hiring a CMO by understanding the existing marketing resources and business strategies, as well as the organisational design and management strategies. A CMO must understand your industry, market your business and apply marketing techniques to increase customer expectations, product/service offerings and audience growth.
They should also be able to take a hands-on approach to implementing accounts, as well as competing with other companies that sell similar products/services. As such, recruiters can help CHROs identify CMOs that have the right experience and skillset to meet these expectations.
Insights
Recruiters can also provide insight into how different agendas between HR and marketing departments may affect the overall recruiting effort for a CMO. In this way, recruiters are invaluable resources for CHROs in their efforts to hire a CMO that will contribute positively to their business growth objectives.
Recruiters have an in-depth knowledge of managing talent rotations, employee promotions, and rotations modelling leadership skills. They can also help CHROs to source and recruit top talent for their CMO positions. By working with recruiters, CHROs can develop their business by running on-going hiring campaigns, understanding the skills practices of a good hire and prioritising most valuable marketing skills that will ensure corporate brands are protected.
Recruiters also have insights into candidates’ other target audiences and potential candidates that can increase your chances of finding the right candidate for your CMO role. Additionally, recruiters have the ability to leverage marketing practices and tactics to gain additional knowledge about potential candidates which is why many CHROs use retained search services when trying to fill CMO positions.
Outsourcing to Specialists
Outsourcing recruitment support allows companies to access a broader recruitment market and gain access to more potential candidates. Recruiters will be able to support talent teams by understanding the current jobs market and coming up with new strategies when it comes to finding potential candidates. Hiring a CMO is one of the first big decisions many companies make and recruiters can help organizations navigate their way through this process.
Implications on the Brand-Building Process
Recruiters can build great employer brands that will help you stand out from the competition and attract the right people for your business. An employer branding strategy is an essential part of the process, as it sets up a framework for how potential employees will perceive your company. Recruiters can also help your recruiting scale by bringing in experienced marketers who are familiar with driving marketing goals.
They can also help with your PR efforts to make sure that you have a clear message to potential hires about what it means to work at your company. Wanting to recruit great marketers is only half of the equation—you also need to be able to attract them in order to fill positions. This is where employer branding comes into play, and recruiters can provide even more direct benefit here than they could in any other aspect of hiring a CMO.
In Conclusion
With ever-changing marketing landscape, recruiters understand the importance of hiring a marketing executive that is capable of managing big data and navigating these ever-changing challenges. Start-ups, in particular, need to have someone with the ability to manage their job performance and understand the new responsibilities placed on them when it comes to measuring marketing outcomes. The CMO role has become increasingly important in today’s times as more organisations place so much emphasis on performance and career progression. Recruiters can provide scenes resources that can help employers make sure they’re hiring the right person for their organisation with ease.
