Published on January 4th, 2023
This is a six-letter word that every company is running after!
Be it a startup or even a big-fetched enterprise, everybody is looking for growth and ways to expand their organization.
This is where growth marketers step in and work with their sweat and blood to efficiently and organically foster growth in your organization.
With such important responsibilities on their shoulder, you as a recruiter can’t just go one day and decide to recruit a growth marketer for your organization without first planning for it.
Find out a well-versed recruitment guide for hiring the best growth marketer for your organization here.
Growth marketers are people who make use of statistics and data to retain existing customers and also research the market to open channels for new acquisitions.
Growth marketing is mostly digital and growth hackers use the digital space to reach out to as many consumers as possible.
But where did traditional marketing go in midst of this flashy digital role?
Traditional marketers did not have the luxury of data, technology, and digital space to conduct their market research. They did not have the option of reaching out to customers in one click and keeping them engaged and curious about their products and services.
This means there was a lot of manual work, guesswork, and experimenting involved in the older times which has all vanished now.
You must be thanking the technology and digital era which has made marketing more dynamic and fun. Now, we are not saying that since everything is digital, growth marketers do not have to work hard to get the results, it just has become more targeted and strategic in nature.
If you are a startup that is looking to go from 0 to 1, hire a growth marketer that can intricately plan a growth strategy for your organization and open up two-way channels for you to communicate with your target audience.
However, if you are a medium-range company or even an enterprise, you can hire growth marketers to explore new channels and strategies, manage marketing professionals or agencies, and rapidly improve performance on channels that are stagnating.
If you are on the hunt to hire the perfect growth marketer for your business, assess the candidates based on these skills to get the best results. Look for that ‘X-factor’ in your candidate and of course keep your gut feeling by your side.
Growth marketers have to test and keep learning every day. The same old marketing tactics(which they might have used in their previous jobs) may or may not work in your company. They should have the curiosity to market new campaigns and test each experiment to the ground until it works.
An ideal growth market candidate should be impact-driven, meaning, they should not only focus on how creatives for the campaign are being made but also on how the campaign is performing and reaching the consumers.
Check if your candidate is efficient enough to whip up a campaign from his fingertips and that too without using too many resources. They should pay attention to small details such as making sure that the customers are satisfied, the launch of the product is at the perfect time, and that the campaign does not hold any legal offense.
Vet your candidate against both analytical skills and an empathetic attitude. Both must exist. They should be able to prioritize the campaign that has measurable results but also focus on customer experience and satisfaction.
Growth marketers collaborate with several departments. They must collaborate with the product team to guarantee a positive customer experience, design for creative, finance for budget, and data for results measurement. Your growth marketer will probably wear many of the aforementioned hats despite the fact that your team is small. Your growth marketer must be able to collaborate easily with these departments as your business grows and your team expands.
According to Salary.com, the average salary for a growth marketer is $88,040, but the salary range typically falls between $70,640 and $103,038.
Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, and the number of years of experience.
Before you sprint out looking for candidates for the role of growth marketer, take some time and figure out the characteristics and skills you are looking for in your applicant.
Take help from the hiring manager to write an appealing job role so that you attract the top talent pool.
When you have a ready-to-look job description, it becomes easier to sift through the applicant pool and only shortlist the best ones.
Pre-employment assessments have shaken the entire recruitment industry from its core. Did you know that companies that use pre-hire assessment tests report a 39% lower turnover rate, according to research by the Aberdeen group?
You can get customized assessments to test your candidate and get the best employee for your organization.
Here is a list of interview questions that will help you to gauge your candidate effectively.
Growth marketing is not some kind of magic wand that will turn everything around.
While hiring your first growth marketer is an important milestone, growth is above all the result of company-wide growth habits and culture.
Again, there is no failsafe roadmap for sustainable growth. You have to take a bet on the candidate and go forward with your gut feeling that this candidate will take your business to the next level.
At HireQuotient, we have a number of skill-based assessments that can be tailor-made to each job role. These tests and assessments are designed to test the abilities and knowledge of a candidate in a systematic manner.
Our skill-based assessments help you hire candidates with skills and true potential. Don't believe us? Demo now to find out!
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