Did you know it can take 40 days or longer to hire candidates for specialized roles in marketing? In the US, you're going to have two-week gaps between a candidate interview and a new PMM starting. In the UK, where notice periods are longer, you may be waiting for up to 12 weeks.
It can be a long process, but don’t worry, because in this article we’re going to break it down into some digestible steps:
- Challenges for PMMs
- The four steps you need to take to solve them
- Increasing your talent pipeline
- Diversify: what skills are missing from your team?
- Building a partnership with talent acquisition
- How to become a talent magnet
- Long-term strategies to nurture internal candidates
- The interview process
- Preparing your ideal interview panel
- What candidates want from employers
My name is Jennifer Bunting. I lead product marketing for LinkedIn marketing solutions across EMEA. When you're on LinkedIn, and you see ads and sponsored elements, those are the products that my team works on. In this article, I'm going to share with you some experiences that I've had across 20 years in digital advertising.
When I first started in tech, I would be asked to hire people only two days into starting with a company. Or, I would be asked to interview people with no job description, or with a very limited understanding of the job requirements.