HI marketer recruitment vs. classic marketing specialist recruitment
How does the traditional method of expert recruitment compare to talent pools like HI?
March 31, 2023
From €27,000 to as much as €100,000 - that's the average cost of an unsuccessful recruitment, according to international HR expert, Malin Lindelöw. In specific industries where we see a shortage of available specialists, such as UX design, marketing automation or motion design, these costs can be much higher and the risks even greater. On top of that, companies are increasingly choosing to hire part-timers rather than full-time employees for certain projects. As much as 36% of all US workers are currently participating in the gig economy, either through their primary or secondary jobs.
How, then, does the traditional method of expert recruitment compare to talent pools like HI in terms of overcoming these obstacles? What are the stages, advantages, and drawbacks of each recruitment method? We'll talk about it in the following guide, created by Human Intelligence On Demand experts.
Classic recruitment: what does the process of hiring a marketer look like when using the traditional method? 13 stages
This approach is well known to HR specialists, recruiters, and marketing managers. However, they don't always realize how many steps and how much time it takes to recruit and retain the right specialist. Because of the way the employee market works, it can take from three to six months to find the best full-time candidates. Once hired, new employees require training and onboarding, and it takes another quarter to see the first positive results of their work.
What steps must be taken in order for a new marketing specialist, UX designer, marketing automation expert, or other e-marketing master to join your team?
Create a job posting with a marketer job description
The first step is to write the job offer in accordance with your standards, the organizational culture, as well as the specifics of the industry and the position. To do this well, you must have a thorough understanding of the tasks the person will perform. In the case of a brand manager or CMO, chances are that they can describe the role of an expert in marketing automation or UX audits. But, it's not always evident to a recruiter or HR professional what a marketing automation specialist or no-code developer could be expected to do. A badly written job offer also results in fewer applicants and poor-quality CVs.
Select the right job portals and publish the offer
Where to publish the offer? If you recruit people in the local market, you probably know the answer to this question. However, if you operate in the international market or want to recruit specialists from other countries for your team, it is not so easy to choose the best job portals. Additionally, each posting costs several hundred, and perhaps even several thousand, euros. Publishing the offer on poorly selected job portals is a waste of money.
Promote open recruitment to get as many CVs as possible
A performance marketing campaign promoting the job offer on TikTok, Facebook, Instagram, or LinkedIn, for example, will be helpful in increasing the number of CVs. That's another hundreds of euros of marketing and HR budget spent to reach the right candidates.
Review applications from applicants and provide feedback to those who didn’t qualify for the next stage
The collected resumes and CVs need to be reviewed, and the best candidates for the position need to be chosen after that. The rejected applications should receive a few words of feedback or at least an automated “thank you” message sent from any HR platform or ATS system. That's even more of your or your people's precious time and resources.
Schedule the best candidates and conduct interviews
Each interview is an average of 60 minutes of your work. Plus a summary and report to your supervisor. Plus an overview of all the best candidates, which is needed to make a decision. And time is running out.
Plan several recruitment stages
You probably won't be the only one interviewing candidates at the next stages of recruitment. The CEO's time, as well as the time of the department head, the CMO, and the HR director, must be factored into the total cost if they are to participate in the recruitment process to a greater or lesser extent. This also often extends the hiring process since the high-ranking decision-makers in the organization often have full schedules and they struggle to spare some extra time for a meeting with a marketer candidate. Yet, it's often crucial to make sure they're a good fit for the organization and have been thoroughly vetted when hiring a full-time employee since they will devote 40 hours a week of their life to your team.
Make offers to the top candidates and get confirmations
In the meantime, someone may have already hired the candidate you selected and you have to start the whole process from scratch. Maybe you won't be able to reach an agreement with the selected persons in terms of formalities, non-wage benefits or salary. And you still won't have an expert on board.
Complete the necessary formalities (including negotiation and signing of the contract, medical examination)
Depending on your country's labor laws, full-time hires are required to undergo additional medical examinations and complete a lot of paperwork. You should also remember that each candidate may try to negotiate every part of the contract with you, which will again make it take longer to reach a deal.
Wait for the candidate's full availability during the notice period at the previous company
At a time when the global unemployment rate is 6.18%, you have to be patient if you want to hire the best full-time marketing professionals. The notice period can be even 3-6 months.
Onboard
The average cost of onboarding a new employee is $1,252. For specialized positions, the amount can be much higher.
Take care of the equipment and workspace for the new employee
For instance, setting up a workplace for a graphic designer costs several thousand euros. Desk, high-speed computer with multiple screens, ergonomic chair, cloud software, and much more. If the hire is someone who will be required permanently by your company, the investment will eventually pay off. However, if you need to develop, for example, a set of product animations or product descriptions, these will someday be completed and the person as well as their workplace will no longer be required. While the motion designer or copywriter will remain on the payroll.
Delegate the first tasks to a new marketer....
...and check the quality and style of their work. Remember that for many marketing efforts, such as SEO and content marketing, you will see the results of your hired marketer's work (or lack thereof!) only after 6 - 12 months. Can you wait that long?
Keep the employee in the team
According to the LinkedIn Workforce Confidence Index study, as many as 37% of US residents changed jobs in 2021. On average, this happens 12 times, every four years, during their lifetime. For Gen Z, the youngest generations change jobs even more often. This means that even if you follow the above instructions to the letter, you can still lose the employee you hired and introduced to another business. That is, all the effort and money will go to waste.
Average turnaround time for the entire process: 3 months
Recruiting a marketer with the support of a Human Intelligence On Demand agent. 3 stages
The traditional marketing recruitment process is a very drawn-out and difficult search for the perfect individual. You typically can't wait that long and can't afford to take risks, whether you work in a start-up or a big organization. Time is running out, and the projects need to be done. Content marketing, web design, SEO, AI, marketing automation - there are plenty of things to be taken care of.
With this in mind, we created Human Intelligence on Demand. How does it work?
Send an email to HI project manager
It's simple. You send an email to an HI agent who analyzes your needs and discusses them in detail during a short call.
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Then, they look through a database of certified HI specialists - senior experts with years of experience in the industry and...
You get a list of three top specialists to choose from
...send you a list of three freelancers, ready to join your project right away. No needless paperwork and long-term contracts - your HI agent will take care of the contract and payment issues. You just point to the tasks that need to be done, verify the quality and receive an invoice for the expert’s work.
Choose the best person and launch the project
From the HI agent's recommendations, you choose the best person who fits your project. However, if they turn out to be a mismatch, an HI agent will replace them with another specialist. Until you are satisfied. It's much more dynamic than traditional hiring, which takes a few months to figure out if someone doesn't fit the job.
Average turnaround time for the entire process: 48h
HI marketer recruitment vs. classic marketing specialist recruitment - which is better? Summary
Managers, HR directors, and CEOs are being forced to hire new personnel for short-time projects more swiftly and flexibly due to dynamic changes in the business, marketing, and new technology areas. The idea of the gig economy is also understood and valued by the younger generations of workers, who are more and more willing to work with SMEs in this way.
This shows that the Human Intelligence On Demand model, which consists of a talent pool and a concierge, or freelance agent, who selects the best on-demand specialists for a project is the future, or even the present, when it comes to creating in-house marketing departments.
If you think the same, contact us - let's talk about how to rock your marketing with the best freelancers we've tested, available on-demand in HI!
Contact us today,
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