Your guide to hiring top marketing talent in 2023

In Michael Page’s recent masterclass 'Top hacks for hiring marketing talent in 2023', we discussed the key trends shaping the current recruitment market in marketing, what top marketers are looking for from employers, and what to expect over the coming 12 months and beyond.

The LinkedIn Live event was hosted by Katherine Jackson, Region Director at Michael Page, with insights from Chris Lyons, also Regional Director – both of whom have years of direct recruitment experience. They covered the most important topics for employers who want to attract marketing talent and capitalise on the opportunities which have arisen post-pandemic.

Our top hacks for marketing recruitment

So what are the most effective hacks for hiring top marketers? Read on for our summary of the major areas to consider – and be sure to check out the full webinar for all the details.

View the full on-demand webinar

1. The Complete Package

The salary on offer is central to any successful recruitment process. To see the latest salary benchmarks in the marketing space by specialism and region, download our free 2023 Guide to Salaries and Hiring Strategy in Marketing today. 

But it’s also key to think about your overall employee value proposition (EVP), not just salary and financial bonuses. Since the pandemic, we have found that marketing candidates value work-life benefits like increased annual leave and flexible/hybrid working conditions, with these perks overtaking traditional benefits like company cars.

2. Thinking Outside the Box

Don't limit the scope of your recruitment. Look to internal talent who might be seeking new challenges and will already be familiar with your policies and processes.

If you do decide to look externally, remain open to contractors and short-term hires, as there's an ever-growing pool of talented individuals who do not want to be tied down to a single employer long-term.

Chris said: "Competition for marketing talent is fierce, so making the pool you're fishing in as big as possible gives you the best chance to attract best-in-class candidates."

3. Diversity, Equity, and Inclusion (DE&I)

DE&I is as important as it has ever been, and the marketing sector performs well on this in some ways, with a good balance between male and female representation across the sector; however, senior-level representation still needs more work.

We have found that among senior-level roles, including companies with a boardroom marketing officer, there are relatively few female executives. Socioeconomic background is also an area where the marketing sector could improve, with poor representation at top level of employees from working-class backgrounds.

Chris said: "It's vital to adopt a recruitment process that enables diversity. This means advertising roles in a way that isn't biased towards gender, race, location, background or physical ability. You can do this through the use of inclusive language, the words used in your advertisements, and making sure you place your job advertisements in the right places."

4. The Candidate Experience

Finally, make sure that your recruitment campaign is designed with the candidates in mind. Applicants should be able to gain all essential information by reading the job description: only once you have them engaged and interested should you expect them to proactively research your organisation.

The best employers run the best recruitment campaigns, with a firm focus on a positive candidate experience throughout. Again, place your job advertisements in the right place and you'll reach a more relevant, engaged, and talented audience.

Think of job advertisements like you would any other advert for your company: give candidates reasons why they should want to work for you, whether it’s the package on offer, bonuses and benefits, or more abstract issues like company culture and how much you value your employees.

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What’s next for marketing recruitment?

The post-pandemic talent landscape was busy and candidate-led, with high demand pushing salaries up. In 2023, however, the market is beginning to normalise. Chris discussed some of the key characteristics and opportunities of the emerging marketing recruitment landscape:

We're coming off the back of a booming market. Over the past year or so, there has been a huge number of roles available, with many marketers getting multiple offers. Rising salary expectations, combined with the competitive nature of the market and the rising cost of living, has led to an increase in wages over the past year.

As the marketing sector continues to develop and evolve, more opportunities for employers are emerging:

The optimist in me thinks the slowdown should mean hiring managers have a better chance to attract talent in the next 12 months than they had in the previous 12 months, so it's a good time to capitalise on this and start hiring.

Keeping pace with marketing talent trends

For up-to-date insights into salary benchmarks in the space and the most in-demand marketing skills, download our 2023 Guide to Salaries and Hiring Strategy in Marketing today.

To speak to our marketing recruitment specialists about your talent needs, contact us to arrange an introductory conversation.