How to Hire and Retain Top Marketing Talent in the Washington, DC Area

by Gaby Gramont

There are few job markets in the country more competitive than the Washington, DC area. The region is rife with driven and motivated professionals looking to make their mark. When you’re hiring for marketing jobs in DC, you’ve got to bring your A-game if you want to attract and ultimately retain the best talent.

Up Your Attraction Game

It is rare for top candidates to beat down your door for a new job, since many of the most talented marketers are already employed. If you aren’t spending time branding your company as a great place to work, promoting your organizational culture, or building relationships with passive candidates, you may fall behind your competitors.

If you want to find dedicated, driven, talented people, then become a place where dedicated, driven and talented people thrive. This means building your employer brand online and reaching out to passive candidates in professional networking settings, online and through social media.

Streamline Your Hiring Process

A thorough hiring process is critical to finding the right person for a marketing job, but if your process is too long, and drawn out, or involves too many hoops, talented people will move on to a competitor with a more streamlined process.

A thorough hiring process involves good resume screening, a prescreen interview, in-person interviews, perhaps one call-back and finally, reference and background checks. It also involves good communication between the hiring team and the candidates, to keep them interested. You can hit every step without cutting corners if you commit to a timeline and stick to it. Remember, candidates are evaluating your company during the hiring process, and if they feel you are disorganized or disinterested them, they will lose interest in you.  It’s also important to stay in touch after the candidate has accepted the offer to help with a smooth transition to their start date and ensure that they don’t get scared off by your silence.

Look Beyond Skills

The key to long-term employee retention actually lies in the hiring process. If you hire the right people from day one, you’re less likely to experience turnover. No one can ever predict the future and it’s impossible to keep every employee you ever hire, but you can increase the chances of hiring a long-term employee if you get the interview process right.

While it is critical to evaluate candidates’ skills and knowledge, every interview should also involve behavioral questions that require candidates to draw from examples in their past work history. How someone performed in the past is a good indicator of how they will perform in the future. It is also critical to evaluate cultural and values alignment in the hiring process. Cultural misalignment is one of the biggest sources of job dissatisfaction today. People with the right personalities to mesh with the existing team, workstyles that complement the group and values that are in line with the company’s values are much more likely to be happy and have staying power.

TorchLight is a trusted partner to influential companies throughout the D.C. metro area searching for highly-qualified candidates to fill their full-time, part-time, contract and consulting positions. Contact us today to learn more!

Posted in Hiring ManagersRecruitment