Learn how to build an amazing marketing team by surrounding yourself with talented individuals who can teach you new things. Neil Patel shares his recruitment strategy, including researching competitors on LinkedIn, looking for employees who have been with a company for a long time and have received promotions. Assessing cultural fit and conducting thorough interviews are also important steps. Convincing potential team members to join your company may involve highlighting your culture, team, and unique aspects of your business. Additional strategies such as offering equity or higher pay can also be effective.
The video discusses how to build an amazing marketing team. The speaker emphasizes the importance of surrounding oneself with amazing people who can teach and improve their marketing skills. The speaker shares their method of recruiting great marketers, which involves identifying competitors, looking them up on LinkedIn, and finding employees in marketing. The speaker suggests that a good indicator of a candidate's value is if they have been promoted multiple times in previous positions. Additionally, the speaker emphasizes the importance of cultural fit and suggests reaching out to potential candidates in a personalized manner. The video concludes with advice on how to convince candidates to join the company, such as highlighting the company's culture and offering incentives like equity or higher pay.
- How to build amazing marketing team?
You don't have to be a great marketer
to get thousands of conversions on your website.
All you have to do is build a great team.
There is something I've been doing for years
That's let me build an amazing team.
See I'm not the best marketer in the world.
I can always learn more.
I can always improve.
I always can be better,
which is why I continue to try to hire people
that can teach me new things.
But the way I've gone to where I am today
is that I surround myself with amazing people
and amazing team that can always teach me
how to do my job better.
Here's how I recruit great marketers.
So, first off I make list of all my competitors.
And if you don't know your competitors,
type in your URL into Ubersuggest,
it'll tell you who your competitors are.
Now, what I like doing is I take those competitors
and I look them up on LinkedIn.
And ideally, these competitors need to be bigger than you.
I look to see who's working at these companies
and then I see what employees are in marketing.
So if I need a content marketer, I look to see
which content marketers work for some of those companies.
When I find them,
I look to see if those content marketers
have been with that company for a long time.
If they haven't, they're not going to be loyal.
They're not going to stick with you long.
If they've been there for a long time,
I look to see if they continually got promotions.
See, when you interview people,
everyone says that they drove amazing results
for the company they work for.
Everyone says that they're the person
that's responsible and made it happen.
But how do you know if that's true?
You can't just call up the owner of your competitor
and be like,
"Hey, did this person actually get you the result?"
What you can do though is
you can see if they've been promoted.
If they've been promoted multiple times, the chances are
that company found them valuable and they did a good job.
Hence, they've been promoted multiple times.
And then if you look at their LinkedIn profile
and go back to the previous company that they worked at,
do they also get promoted multiple times?
Because if they have, again,
that other company has found them valuable.
So if they've worked for your competitor
or multiple competitors, and they've done a good job,
and if they got promoted multiple times,
that means, you know there's a higher likelihood
that they're going to do well for you
and if they did that for multiple companies,
well there's a good chance, third time's a charm
and you'll be successful with them.
Now you need to make sure they're a cultural fit,
because if they're not a cultural fit,
it's not going to work out no matter how good they are
but if you do that and you reach out to them,
you have a great chance of building your team.
Now, when you reach out to them and you just say,
"Hey, I want to hire you."
They're probably going to ignore you.
But on the flip side, if you reach out to them and you say,
"Hey, John" or, "Hey, Sally,
I'm actually looking for someone who has your skillsets.
Do you know anyone that's similar to you
that I should interview for my job opening?"
And a lot of times John or Sally will say,
"Hey, I'm actually interested."
That's how we get a high response rate.
And then from there, it's about you getting on the phone,
making sure that they can do the job.
Don't just rely on their LinkedIn profile.
Make sure that you think that they can do a job
by really interviewing them
and asking them very specific questions such as,
"Hey, if you look at our website, what do you see wrong?
How would you fix our content?
Or how would you fix our SEO?
What's one thing that you would do differently?
What kind of team do you think we need to succeed?
Why do you think our marketing
isn't as good as a competition?"
So by getting very specific,
you're going to figure out all right,
can this person actually get things done?
And also letting them know
that hey, you're not just looking for coaches,
you're looking for players.
In other words, people who can execute it
and get the job done and aren't necessarily reliant
on a ton of people and if that scares them away,
then you know that they're not going to be the ones
who want to execute and they're probably not a right fit.
But once you start going through this process,
you'll figure out, all right, are they a right fit?
And then from there you got to convince them
to join your company.
Maybe why your culture's amazing, why your team's amazing,
why they're going to have fun,
why you're doing differently than the competition,
these are all ways you can convince people.
Maybe even give them equity or pay them more.
These are all strategies that work.
Now, if you need help with your marketing,
you can't find great people,
or you just need to get some external help
to level up your team,
check out my add agency, NP digital.
If you have any questions, leave a comment below.
If you enjoy the video, like it, share it.
Tell the people about it.
Thank you for watching.
Building an amazing marketing team is crucial for achieving success in your business. While you don't have to be the best marketer in the world, you can always surround yourself with talented and knowledgeable individuals who can help you improve and grow. Here are some tips on how to recruit great marketers:
By following these steps, you can increase your chances of finding marketers who have proven themselves in their previous positions. However, besides their capabilities and achievements, it's crucial to ensure they are a cultural fit for your team.
When reaching out to potential candidates, instead of directly offering them a job, you can ask if they know anyone with similar skillsets who might be interested. This approach often leads to higher response rates. Once you have their attention, schedule phone interviews to assess their abilities and determine if they are the right fit for your team.
During the interview process, ask specific questions related to your website, content, SEO, and overall marketing strategy. It's important to gauge their problem-solving skills and their ability to execute tasks independently.
Once you've identified the right candidates, you need to convince them to join your company. Showcase your company's unique culture, the talented team they will be working with, and the exciting challenges they will face. Offering equity or competitive compensation can also be persuasive.
If you're struggling to find talented marketers or need additional help to level up your team, consider seeking external assistance from a marketing agency like NP digital.
Building an amazing marketing team takes time and effort, but the results can be truly transformative for your business.
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