By Kayla Schilthuis-Ihrig

The world of hiring and managing remote marketing teams is still changing. You would think that every kink in this process was resolved in 2020, but technology and workers continually evolve. This forces managers to continually update their process for finding and retaining the best marketing talent.

I’ve been a remote digital marketer for years — way before the pandemic made it popular (not to brag!). I’ve seen teams succeed and I’ve seen them fail. There are many benefits to having remote marketing teams, but companies also face unique challenges and desperately need solutions.

So how do you build and manage your global workforce? Let’s look at the exact steps to find and retain top digital marketing talent.

Table of Contents

• How to Hire for Remote Marketing Roles
• How to Manage Remote Marketing Teams

How to Hire for Remote Marketing Roles

Your digital marketing efforts begin with hiring exceptional remote marketers. But what does that process look like? Here’s how to approach it.

De-biased your hiring process.

All companies say that they’re hiring the best talent. But if they only hire local talent, they’re fishing in a tiny talent pool. Hiring remote workers means that you can truly hire the best marketer for the role! Don’t let unconscious biases sabotage this.

Biases impact the way hiring teams perceive workers, bolstering some candidates and downplaying others. Not only is it unfair to the candidates, but it also distracts your team from hiring the best people for the job. Bias impacts how a marketer is perceived, based on that candidate’s:

• Attractiveness.
• Education.
• Ethnicity.
• Gender.
• Name.

An effective hiring process actively removes bias wherever possible. This begins with a de-biased job description and requirements, and carries through the entire evaluation process. When done successfully, the result is a hiring process that focuses solely on which candidate will perform best in your digital marketing role.

A de-biased hiring process is usually a part of a larger HR initiative. If you’re only hiring freelancers for contracted roles, avoid low-quality job sites. Many companies rely too heavily on cheap bidding sites to find contractors that are willing to do the work for pennies on the dollar. The cost is low, but the quality often matches. Pay fair wages and you’ll attract quality contractors.

Identify barriers.

What are the barriers to your remote team’s success? Some common ones include:

• Self-management struggles, where marketers need more direct oversight to stay on schedule.
• Technology disconnect, where every team member uses different digital tools and systems.
• Misaligned time zones, causing communication difficulties.
• Social isolation, leading to disconnection.

Some of these barriers can be articulated in the job description, allowing candidates to self-select. For example, let’s say your company requires everyone to attend a recurring Monday morning meeting. If the company is based in Sydney, Australia, some candidates in North America might feel …read more

Source:: HubSpot Blog

Author: Aaron