The challenge: A rapidly expanding trade association with headquarters in NYC and Singapore needed to hire a savvy marcom professional who could partner with the CEO to develop press strategy, grow the brand's awareness, manage a complex content marketing engine, and mentor a young team
After researching the client's business and goals, we developed a job description and scorecard that emphasized the client's mission-driven purpose, and which would help us identify excellent candidates who were excited to achieve the organization's goals
What a person needs to accomplish in this role. Where job descriptions focus on what the person will be doing, outcomes focus on what the person must get done. Most of the jobs we hire for have three to eight outcomes. Below is a sample list of appropriate outcomes for this role.
Work directly with CEO to set brand and press strategy. Improve our market position with our key audiences by developing and writing compelling messaging. Manage external PR vendor, improving press targets and increasing the frequency and effectiveness of pitches.
Improve marcom’s approach to internal calendaring communication, establishing a new meeting structure and getting buy-in with organization leaders
Analyze and improve existing newsletter strategy, improving core characteristics (content, formats, subject lines, etc.) and establishing best practices. Develop and launch social strategy, set and manage KPIs.
Through a combination of personal network sourcing and online research, we identified 150 candidates that had the requisite skill set. After evaluating those candidates, we chose 12 to join us in a 45-minute screening interview.
After screening the candidates, we referred six to our client's hiring committee. To help evaluate those candidates, we provided our client with a custom scorecard that allowed them to force rank the people they interviewed.
After several rounds of interviews, we helped our client make an offer to the candidate that possessed both the requisite skills and the engaging personality to succeed in a dynamic, growing organization.
Based on our 15 years of experience building teams and hiring for clients, we've developed a powerful methodology for consistently sourcing the best candidates:
The first thing we do is get to know your business, your products, your customers, and your personnel. These are simple but powerful conversations that help us build a complete picture of where you've been, where you're going, and who you need to help you get there.
We help you position the role within the org and the marketplace. Then we help you refine, or we create from scratch, a job description that matches that strategy and is designed to capture the attention of the target candidates.
We create a scorecard that describes exactly what you want a person to accomplish in the role. The scorecard lists outcomes and competencies you're looking for, giving you a clear picture of what the person you seek needs to be able to accomplish.
We don't just post job descriptions on hiring sites. Using the hiring strategy as our guide, we ask our network for referrals and target appropriate sectors to find qualified people who may not be actively looking for a new role.
We work with your hiring manager to develop an interview process that makes sense for your org. We assign roles and specific questions to interviewers, then help you rank candidates according to the scorecard. Finally, we help you make the offer. If desired, we can operate as both a facilitator and a negotiator on your behalf.
So does Tita. That's Tita. You won't be able to see Tita if you're on mobile. But she's there. Woofing. As she does.
