Marketing Management - HOW TO GET MARKETING RECRUITING...

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Eastern Washington University Marketing Management - MKTG 412-01 Michael Sinitsa HOW TO GET MARKETING RECRUITING WRONG?
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How to Get Marketing Recruiting Wrong? In this day and age of data driven results, companies are more than ever referring back to data sheets of requirements that have been hammered away by the HR department of a company catering to every wish and desire each sector of the company would like to see in a future hire. The problem with such an approach is that it fails to acknowledge the individual aspects of the potential employee. What are the strong suits that this employee exemplifies that are not covered in the questionnaire offered at the first interview? Shouldn’t companies focus more on the individual at hand? What special and unique characteristics can the new hire bring to a company? Every hire doesn’t need to go through a list that’s dead to the actual job requirement, as in this case, a marketing position. Thomas Barta, an author and teacher of business leadership writes about the challenges faced with long checklists, “you and your team will have a hard time picking candidates because you have too many variables, and the long lists often produce average hires who “tick all the boxes” instead of bringing distinctive skills.” The main aspects that should be focused on is if this individual is going to help facilitate value in the “value zone” that Barta defines as the overlap between what customers want and what the company wants.
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