Whether you are an active job seeker, or just seeking a promotion at your current employer, the marketing job search process can be frustrating. It can often seem a mystery why you don’t get calls for jobs where you think you’re a match. And if you do get calls for interviews, then sometimes it’s a mystery why you don’t get the offer. What are they looking for in ideal candidates?
Well, I’m here to shed a little light on the hiring process from the perspective of hiring managers — CMOs, VPs of marketing and directors of marketing. Recently, I spoke to Russell Evans, CMO of OnCourse Learning. At OnCourse Learning, Evans manages a team of 41 that defines their overall go-to-market strategy across multiple on-line campus websites. His own expertise is in brand and product management and he has even developed three patents relating to marketing business intelligence for the fast moving consumer goods (FMCG) industry.
Here is an edited transcript of our conversation.
Michelle Robin: What types of qualities do you look for in candidates?
Russell Evans: It varies by candidate. We follow a process called “Targeted Selection” which is a program put on by DDI (Development Dimensions International). We train our people how to interview using this method, and the specs for our jobs are based on competencies. Depending on the position, these might be things like strategic thinking, follow through and planning. We look for people that excel in those competencies tied to that specific job.
We have a pretty high standard on the quality of candidate we look for. In addition to the competencies, we also look at intangible qualities like teamwork. We want people who are good communicators, able to work through conflicts, can collaborate across different types of organizations, and then achieve break through results with that collaboration.
Robin: Where do you like to find candidates?
Evans: My best success has been through LinkedIn or referrals. I’ve been able to find top quality employees through people I’ve worked with over the years. Sometimes we use local publications like Crain’s Chicago Business and Careerbuilder to advertise openings.
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