Kipp Bodnar - The Secrets to Hiring and Managing Exceptional Marketers
•Download as PPTX, PDF•
6 likes•1,882 views
Learn the secrets and strategies for hiring great marketers. Get practical advice for managing elite marketers to help them grow their careers in parallel with business growth. Understand what motivates the next generation of marketers and leverage this information to build a world-class marketing team.
Recommended
Recommended
More Related Content
What's hot
What's hot (20)
Viewers also liked
Viewers also liked (20)
Similar to Kipp Bodnar - The Secrets to Hiring and Managing Exceptional Marketers
Similar to Kipp Bodnar - The Secrets to Hiring and Managing Exceptional Marketers (20)
More from INBOUND
More from INBOUND (20)
Recently uploaded
Recently uploaded (20)
Kipp Bodnar - The Secrets to Hiring and Managing Exceptional Marketers
- 1. INBOUND15 Find, Hire, and Manage The Best Marketing Talent Kipp Bodnar CMO, HubSpot
- 2. INBOUND15 65%of employees would take a new boss over a pay raise Source: Inc.com
- 4. Time Vs Money Purpose Mone y Marketers Then Marketers Now
- 5. Learning Vs Promotion Learning Promotion Marketers Then Marketers Now
- 6. The Marketer’s Hierarchy Of Needs Financial Appreciation Progressio n Learning Purpose- Driven Financial needs met for a comfortable lifestyle. Feels appreciated and respected by management and peers Progresses to new roles and skills related to career goals Learns regularly from peers and manager Driven by company’s mission
- 9. Demand For Great Marketers Supply Of Great Marketers
- 10. Recruiting Great Marketers Must Be Your #1 Priority
- 11. INBOUND15 1 Finding The Best Marketers
- 12. INBOUND15 What is the first action item for any marketing problem?
- 14. 500 Resume and Profile Screens 40 Manager Phone Screens 15 F2F Interview s 1 Offer
- 15. INBOUND15 To Find Great Marketers, You Have To Know What You’re Looking For
- 17. Don’t Settle For Less Than Awesome
- 19. INBOUND15 Employee Referrals: #1 Source Of New Hires
- 20. INBOUND15 Outbound Is In For Recruiting
- 21. Where do GREAT marketers hang out?
- 25. INBOUND15 Inbound Marketers - For Marketing Professionals Digital Marketing Social Media Marketing Popular Inbound Marketing LinkedIn Groups
- 26. INBOUND15 Search Linkedin Like a Ninja
- 27. INBOUND15
- 28. INBOUND15
- 29. INBOUND15
- 30. INBOUND15
- 31. INBOUND15
- 33. INBOUND15
- 34. INBOUND15 “Jill, You have some amazing experience in inbound marketing. The work that you have been doing at Acme Inc, seems to be driving amazing results. I would love to learn more about the work you are doing. Can we do a quick 20 minute phone call Monday at 5 p.m.?” InMail Templates –Quick Intro Approach
- 35. INBOUND15 “Jill, looking at your experience in marketing, you look like a great fit for the social media manager role that I am adding to my team at HubSpot. Do you have 15 minutes to discuss the role by phone next Monday?” InMail Templates –Direct Approach
- 36. INBOUND15 • It is about them not you • Flattery will get you everywhere • Keep it short • Tell don’t ask InMail Best Practices
- 37. INBOUND15 Finding Someone Great Is Only The Beginning
- 38. INBOUND15 2 The Inbound Marketing Hiring Process
- 39. INBOUND15 Of new hires, 46% fail within 18 months. Source: Recruiting Blog
- 40. INBOUND15 Of new hires another 45% are only fair to marginal performers. Source: Recruiting Blog
- 41. #INBOUND15 That means that 81% of new hires are a disappointment. Source: Recruiting Blog
- 43. INBOUND15 Have a Clear Interview Structure and Feedback
- 44. INBOUND15 • Evaluate applicable experience • Identify relevant skills • Assess for culture fit • Test for desired capabilities Interviewing Goals
- 45. INBOUND15 Interview Matrix Marketing Coordinator Experience • Has worked in a deadline environment • Coordinated projects • Has done email marketing • Has Blogged • Prior Social Media exp. would be ideal • College graduate Capabilities • Google Docs/Calendar • Microsoft Office • Learns software quickly • Strong PC/Mac skills Skills/Attributes • Extremely detail oriented • Gets it right the first time • Highly organized • Service oriented • Creative • Not easily flustered Culture fit • Adaptable, roll with the punches • High degree of GSD • Decisive • Takes ownership • Doesn’t take things personally • Works well with others
- 46. INBOUND15 10% opening 60% gathering information 20% providing information. 10% closing Sample Time Structure for an Interview
- 47. INBOUND15 Who should be interviewing?
- 49. INBOUND15 What have you been great at?
- 50. INBOUND15 What is the largest audience that has seen your work?
- 51. INBOUND15 What is the most difficult problem you have solved?
- 53. INBOUND15 Beware of The Faker Beware of the Faker
- 54. INBOUND15 Interviewing Is A Career Development Activity
- 56. #INBOUND14 Would You Be Sad If This Person Didn’t Work Here?
- 57. Does this person increase the average of the team?
- 59. INBOUND15 For every $1 a company spends on training, it receives $30 worth of productivity Source: IBM
- 60. INBOUND15 Build A 100 Days Plan
- 62. INBOUND15 3 Managing In An Inbound World
- 63. #INBOUND14 An Employee Can Always Make More Money
- 64. The Marketer’s Hierarchy Of Needs Financial Appreciation Progressio n Learning Purpose- Driven Financial needs met for a comfortable lifestyle. Feels appreciated and respected by management and peers Progresses to new roles and skills related to career goals Learns regularly from peers and manager Driven by company’s mission
- 66. INBOUND15 Selling More Widgets Isn’t a Purpose
- 67. INBOUND15 How Do You Put A Dent In The Universe?
- 68. INBOUND15 Promotion Isn’t The Only Form Of Growth
- 71. INBOUND15 The Job Interview Never Stops
- 73. INBOUND15 15-5
- 74. #INBOUND14 1-on-1’s Are For The Employee Not The Manager
- 75. INBOUND15 • Clear Agenda • Dedicated Time For Career Development • Personal and Professional Goal Discussion • Regular Skill and Career Feedback 1-on-1s That Don’t Suck
- 76. INBOUND15 Manage and Promote by Data Not Politics
- 77. INBOUND15 Give People A Change Before They Know They Need It
- 78. Demand For Great Marketers Supply of Great Marketers
- 79. Recruiting Great Marketers Must Be Your #1 Priority
- 80. Give Your Team A Clear Purpose
- 81. INBOUND15 Be A Manager People Love
Editor's Notes
- if you schedule an hour for an interview, build in 10- min. prep before it and 10 min. after it to summarize your notes/observations—plan on 40 minutes with the candidate, structured based on percentages on slide. This translates into: 4 minutes opening; 20 min. gathering info, 12 minutes giving info, leaving you 4 minutes to close. Be mindful of how you structure your interview, so you get the most out of the time you have with your candidate. Emphasize that the goal is for the candidate to do most of the talking. Here’s how to get the most out of your time with the candidate: Opening -Introduce yourself, make the candidate comfortable, establish the agenda Gathering Info -Your opportunity to explore experience, skill/attributes, capabilities, culture fit; ask questions, listen, and ask follow-up questions. Providing Info -Your opportunity to let the candidate ask you questions; allows you to observe how they think; allows you to assess their understanding of the job, the company and expectations. Closing -Thank candidate for their time and interest, set expectations on interview follow up (who, when), connect them to the next interviewer or walk them to the lobby.