Hiring is hard, partially because reviewing candidates is extremely hard.
A few years ago, after seeing HubSpot’s Culture Code slide deck, we knew we wanted to create one for ourselves. After creating something that we really liked at the time, when we recently took a look at it we realized it needed a total refresh. We wanted it to represent the IMPACT we are today, which is very different than the IMPACT a few years ago.
Whether you’re just starting out, changing companies, or making a career shift, getting a job in marketing can be pretty tough. I remember this very clearly from when I was first trying to get a job in the industry.
When I think back to how simplistic our hiring process used to be, it doesn’t surprise me that we had such severe turnover. After a quick review of their resume, we’d bring people into the IMPACT office for a brief in-person interview. Then, for the most part, we’d ask a few questions regarding their experience, their taste in music, and then the most important question - when can you start? Woah, slow down! At least take a candidate to lunch first, am I right?
To say remote working is a hot topic right now would be quite the understatement.
Currently sitting in my inbox, I have countless emails from companies trying to sell me on new hiring tools, asking me to upgrade my current products, or comparing the hiring options out there. With all the noise, it’s difficult to know where to put my energy and which tools are really the most appropriate for IMPACT’s hiring needs. To give you a little background: At the height of our hiring this year, we were probably looking to fill 3-4 positions at once. In the past year, we have filled 9 full-time positions and 2 internships that eventually transitioned into full-time roles. Never in the history of IMPACT have we ever felt more confident in the people that we’re hiring and the processes that we’re using to find them.
A little over a month ago I wrote an article about the qualities to look for in your next marketing hire - but what if you’ve already got your dream team? Once you have the ideal employees on board, you need to learn some tactics to keep them. So, here I am again with some tips on how to retain those ideal employees at your organization. Now, before I dive in, I want to be very transparent about our retention history at IMPACT. Back in 2015, we had our highest turnover rate to date. Between leadership realizing that some people weren’t cut out for IMPACT and other people deciding it wasn’t the place for them, we went months where we lost an employee just about every two weeks. Yikes.
Hiring is tough. It takes practice, patience, and some good old trial-and-error. Over the last couple years, I’ve worked with our CEO to further develop our hiring process. We’ve had a lot of great successes -- as well as some epic failures. Through all of our experiences, however, we never got discouraged.