Hiring manager tips

Struggling to choose the best candidate? Our expert hiring tips help hiring managers make confident, strategic decisions. Read more now

There are lots of great candidates on the market right now—great news if you’ve got urgent hiring needs! While it might mean you’re opting to run the recruitment process yourself, here are some tips to help protect your brand and support those out there in the trenches, working hard to get back in the game. We all know how tough it is for candidates right now, so it’s more important than ever to uphold ethical practices and give every candidate a positive experience, even if they’re not the right fit for your role. Hopefully, by reading this, you're joining me on a journey to make a real difference in the way we approach recruitment. Be Prepared and Aligned from the Start This one might seem obvious but before starting the interview process, make sure all the hiring managers and interviewers are aligned. Be clear on what you’re looking for in a candidate, how many interview rounds there will be, whether there’s a task, and who will handle what questions. When everyone’s on the same page, not only do you create a smoother experience for candidates, but you also speed up the process, increasing your chances of finding the right person quickly minimising disruption to your project deadlines and over stretched team. Plus, it sends a clear message to candidates that - you value their time and respect their effort. For help on the interview itself you can read our tips on how to deliver a great interview experience. Set Expectations with Candidates Now that you’ve set internal expectations, it’s time to share them with candidates! It’s much easier for candidates to put their best foot forward when they know what to expect. A great interviewer considers the candidate’s circumstances—some may be feeling pressure from unemployment, others might be neurodivergent or anxious. Let’s not forget about the mass redundancies over the last 18 months! When you give candidates the tools to prepare, they can focus on showcasing their true skills instead of worrying about surprises. This levels the playing field and helps ensure you’re finding the best fit for the role, not just the best performer on interview day. Show Empathy and Understanding The job market is tough right now – I’m hear the term “wild west” all too often lately! Many candidates have been out of work for a while, through no fault of their own. A little empathy goes a long way. As the old adage goes – treat people the way you’d want to be treated. Ask about gaps in employment, but do it with curiosity, not judgment. Creating a safe space for candidates to share their story shows that your organisation values people, not just their resumes. After all, we’re all human. Be Transparent Transparency builds trust. Be upfront about what candidates can expect—not just from the recruitment process but from the role itself. Share the positives and the challenges. Being vulnerable will gain respect and helps candidates make informed decisions. It’s better to have someone opt out early than to hire someone who leaves after a few months because the role wasn’t what they expected. Feedback is Key This is probably one of the most talked-about (and frustrating) aspects of today’s job market. LinkedIn is full of posts from candidates who’ve been ghosted after interviews. My advice? Even if you don’t have a decision yet, let candidates know where they stand. Ghosting can leave a lasting negative impression—not just on the candidate but on your employer brand too. Providing even a small amount of constructive feedback can make a big difference. It doesn’t have to be lengthy; a positive note and a key reason why they weren’t selected can help candidates improve for next time and appreciate the process. And if you’ve forgotten to get back to someone (because, let’s be honest, we all get overwhelmed sometimes), own it. A simple, sincere apology goes a long way in closing the loop. What matters most is showing respect for their time and effort, even after the fact. Help Where You Can If a candidate isn’t the right fit, consider how you can help beyond a simple "no." If they impressed you, is there someone in your network who might be interested in their skillset? Could you make an introduction? A Simple Thank You Goes a Long Way Candidates are juggling jobs, rearranging childcare, and coming up with creative excuses to take time off for interviews (I’ve heard Michael’s had a lot of white goods delivered this week!). Whether they advance or not, they’ve invested time in your company, and a simple thank-you can leave a lasting positive impression. Check In: Are You OK? "Are You OK?" Day is a great reminder to check in on people’s mental health, but it shouldn’t just be once a year. With the pressures of today’s economy, many candidates are experiencing heightened stress. Acknowledging the strain of job searching or offering flexible interview timings can go a long way toward reducing stress. I love when clients share tips for managing interview anxiety—it's a small thing that makes a big difference. Reflect on the Process After each hire, take time to reflect on what worked and what didn’t. Did candidates get enough information upfront? Were timelines manageable, and was communication prompt? Asking for candidate feedback can be a great way to improve your process over time. This can even be a step you introduce during your onboarding process - here is some advice on how to successfully onboard your new hires. Being open to evolving is a core part of being a responsible and ethical employer. Building an empathetic hiring process doesn’t just benefit candidates—it strengthens your brand and helps you secure top talent. If you're ready to elevate your recruitment approach, reach out to one of our talent partners at iknowho for a chat.

We get it… Interviewing candidates can seem overwhelming and time consuming but with a little preparation and the right approach, you can maximise your time, gain valuable insights, and leave a positive impression on potential hires. Here’s a guide to delivering a great interview experience that benefits you, and the candidate and your company’s employer brand. Be Prepared It may sound like a given, but preparation is often overlooked. Read over the CV beforehand. Who are you meeting and why? Walking into an interview without a plan can lead to surface-level conversations that don’t provide the depth of insight you need. By taking the time to review the candidate’s CV and application beforehand, you can focus on exploring their experience and skill set in greater detail. This not only helps you understand their suitability for the role but also shows the candidate that you’re invested in the process. You never get a second chance to make a good first impression! Structure the Interview A structured interview leads to better outcomes for both you and the candidate. Draft a clear agenda before the interview, outlining key points you want to cover. This could include specific skills or experiences you want to explore, and be sure to allow time for the candidate to ask their own questions. At the beginning of the interview, take a moment to explain the structure to the candidate. This helps set expectations and allows the conversation to flow smoothly. Set the Scene Creating a welcoming atmosphere is essential. Start by being on time and showing up as your authentic self; friendly, confident, knowledgeable, and attentive. Begin with a few minutes of informal chat to break the ice and make the candidate feel comfortable. This approach not only eases nerves but also encourages a more open and genuine discussion. Remember, candidates should leave the interview feeling valued. Ask the Right Questions Crafting thoughtful, open-ended questions is key to understanding a candidate’s competencies, values, and cultural fit. Ask them to draw on their past experiences with questions that begin with “How,” “Why,” or “Can you explain?” For example, “Can you give me an example of a time you had to prioritise a number of competing tasks on a tight deadline?” this allows you to gauge probable future behaviour. These types of questions encourage detailed responses and provide deeper insights. To further validate their answers, don’t hesitate to follow up with more direct questions - such as When/Who/Where? “When did this happen?” or “Who was involved?” This approach helps you gather concrete evidence of their abilities. Share & Excite Remember, it’s a competitive market out there. As much as you’re evaluating the candidate, they’re also evaluating you and the company. Take this opportunity to sell your organisation—highlight your team’s achievements, recent successes, and the exciting projects they could be a part of. Explain the company culture, values, and any perks that make your workplace stand out. This is your chance to inspire them and have them leave wanting to join your team! Encourage Two-Way Conversations Interviews should feel like a conversation, not an interrogation. Encourage the candidate to ask questions. Be prepared with thoughtful answers that will leave them excited about the possibility of joining your organisation. A strong, two-way dialogue creates a positive experience and gives the candidate a better sense of what it’s like to work with you. Thank & Close As the interview wraps up, make sure to cover any final remarks or questions. Set clear expectations about the next steps in the process. If you’re unsure about timelines, be honest about it—better to manage expectations upfront than disappoint later. And of course, thank the candidate for their time and effort. What may seem like a “casual chat” to you, likely received hours of preparation from the candidate. A sincere thank-you leaves a lasting impression. You can create an interview experience that is both productive and enjoyable. Remember, interviews are not just about assessing candidates—they’re also about making your organisation the place they want to be! If you’re looking for more tailored advice on how to conduct great candidate interviews, are interested in finding out current salary brackets, or you’re looking for your next team member – feel free to reach out to any of our talent partners .

Did you know that approximately 80% of people that start in a role will make the decision of whether they will leave in the first few months?

At iknowho we understand how busy both agency and in-house marketing teams are in the lead up to Christmas. There are many benefits of using short term freelancers, so let’s explore how they can be a valuable addition to your team through the busy Christmas / New Year period. Short term freelancers offer your team: Flexibility Short term freelancers are available and can usually start within a week. Whether you need a specialist for a short-term campaign or additional support during busy periods, freelancers offer the flexibility and agility needed to meet rapidly changing workloads & high project timelines. They give you the flexibility to hire talent on-demand without the commitment of a long term employment contract (and using our payroll services can help you get around head count issues too!). The skills you need You know the exact projects a short term freelancer will work on, allowing you to hire someone with the specific experience / skills needed complete the tasks at hand. Diverse Experience & Energy Many agency suits and marketers build a career through freelancing. Their diverse experience working with different businesses results in freelancers having a fresh perspective & injecting fresh energy into the team. Competitive Rates iknowho freelancers are paid a day rate which includes a loading for leave entitlements. There are no upfront fees, you only pay for the days they work. And we can also offer payroll services if needed. Download our salary guide for day rate equivalents, or use our day rate calculator here . They hit the ground running With experience in similar positions, freelancers join your team with a fresh perspective and focus on delivering specific tasks. Their ability to hit the ground running and work independently also frees up your time! Although permanent hiring traditionally slows down this time of year, the use of short term freelancers usually picks up. Our clients commonly use short term freelancers to: Deliver high volume work in a short timeframe Cover staff holidays Get around head count freezes Manage ad hoc projects outside their teams’ usual scope of work or current capabilities So, whether you are looking for an AM with integrated experience, a SAM with CRM and social skills, an integrated campaign manager, digital marketer, or even a more senior suit to support team leadership and manage senior clients? We’ve got you covered! Reach out to one of our experienced Talent Partners to discuss your needs today.

I’ve recruited in the junior marketing space for the last two years, I have spoken to fresh graduates looking for their first job in marketing, junior marketers both in house and agency side looking for their next move and conducted just under 500 interviews in the last year alone. Here are the common drivers for junior marketers: 1. Learning and growth: Junior marketers are like sponges. They want opportunities to learn and grow. Induction, training, mentors, buddies, KPI’s, feedback and career development plans. No, they don’t need these to be spoon fed to them, but the more you invest in them, the more likely they will succeed. 2. Great culture: I drilled in a little deeper into what this means for them; a supportive and collaborative environment, social events, work buddies and a good manager who is there when they need but not to micromanage them. Overall ‘good vibes’. Also worth noting, in our 2023 Marketers Survey, culture ranked the most important factor, over a range of ages, when candidates considered a new role. 3. Creative say: Junior marketers are the creative types. They love a job where they can throw their ideas around and help shape the creative outcome of their work. 4. Responsibility: They don't want to just be the work experience kid. They want some ownership and to take charge of their own projects but have the support when needed. 6. Money talks: Let's be real; they care about the cash. And in this cost-of-living crisis, can you blame them? And agree that money talks across most levels, but an extra $5k will usually be a determining factor to their decision making. 7. Titles matter: They are driven by titles as it’s validation that they’re good at what they do professionally, i.e., they’re on the way to ‘making it’. Sometimes this trumps salary. 8. Company values: Speaking to this younger generation, there’s a common theme which comes out stronger than the older generations currently in the work force. They care more about social causes and purpose driven work. They want their careers/their company to make a positive impact in this world. From sustainability to diversity and inclusion, this generation generally cares more. 9. Work-Life Flexibility: There’s two factors to this, hybrid working and work life balance. Firstly, hybrid working, this generation may have started their careers during covid, so working from home is the norm for them. Their ideal working situation is a hybrid, 3 in the office, 2 days from home, but the underlying message is even more important, their employers trust them. Secondly, work-life balance, junior marketers aren’t afraid of hard work and realise in this industry a set 9-5 doesn’t always apply. But I’d have to say this generation is far more courageous to walk away from a constant burn and churn environment than their more senior colleagues. Perhaps it’s because they consider and prioritise their mental health rather than a ‘push through it’ approach. They want a job that lets them juggle their work and personal life like a pro. So, if you’re a hiring manager, looking to attract a junior addition to your team, or currently, a people leader wondering how best to retain your junior marketers, consider the above and see if you are offering this in your company.

A good job description is both a tool for attracting qualified job applicants, and also for evaluating them through the interview process. Writing one can seem like a daunting task … but it needn’t be. Putting your marketing hat on, a Job Description is like a brief you might write for one of your agencies, only in this instance you are briefing job seekers. It’s important to know who your ideal candidate is. They are your target market for this communication. Use the structure outlined below to build a job description that will appeal to job seekers, allowing them to see how and where they would fit within your company & marketing team. Role Title Keep it simple. Use role titles which are common in the market so candidates can quickly understand what the role is, and if their skills are suitable. Using quirky job titles can be confusing, ending in candidates overlooking a role, or applying for the wrong roles. Company Overview This is a great place to inject the brand personality into the job description through tone of voice and writing style (formal, playful, energetic, etc). It’s also the place to outline company values if they are central to the business. Keep it to 2-3 paragraphs outlining who the company mission, and it’s products / operations. Job Purpose Why does this position exist? How does it make a difference or help the marketing team / company move towards its goals? Understanding the job purpose is particularly important for Gen Z, so this is definitely something to keep in mind if your ideal candidate falls into this demographic. Team Structure Outline the structure of the marketing team and where the role fits. Who do they report to? Who will they work closely with? Do they have team management responsibilities? Outline key working relationships with other departments. Responsibilities / Duties Although it can be tempting to include every single task this position might do, try to keep this section to 10 bullet points for junior marketers & 15 bullet for mid to senior positions. Use engaging verbs (eg. Initiates, executes, leads, coordinates, adapts, reports, advises) so that candidates can imagine themselves doing these actions. List duties in order of their importance and/or frequency in which they are performed. Include explanatory phrases which tell why, how, where, or how often tasks and duties are performed. Focus on the outcome of tasks. Reference areas of decision-making and where approval is required Describe the level and type of budgetary or financial responsibility If less than 5% of the time will spent on a particular task, either combine it with another smaller task, or leave it out. Skills & Experience Required Focus on skills & experience rather than a specific number of years. Try not to be too prescriptive. Think about “must haves” versus “nice to haves” Do they really need a degree? e.g. Degree qualification in Marketing or relevant industry experience Are you open to candidates with similar experience eg. Experience with Hubspot or similar List skills & experience in terms that are commonly used, so candidates can effectively understand if they meet your selection criteria Try to keep this section to around 10 bullet points Benefits What’s in it for them? To present benefits in a relevant & attractive way to candidates, outline how each perk will benefit them. Eg. Hybrid Working: Avoid the grind of the daily commute and gain valuable hours in your week by working from home on Tuesdays, Thursdays, and Fridays. Like with any marketing brief - the more time / thought you put into it upfront, the better the result! If you are looking for help finding the best marketers to join your team or just want to chat about industry trends and the job market at the moment, don’t hesitate to get in touch with our specialist marketing recruitment team.

The demand for talent is high – that’s no surprise as there are constant reminders of our candidate driven market right now. Our consultants are still filling over 50% of roles through our database, referrals, or head hunting. We are finding top quality candidates are not actively looking however many candidates are open to seeing what else is out there.