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10 profiles most requested in Digital Marketing

10 Most Requested Profiles in Digital Marketing

Digital Transformation, HHRR

Nowadays, job opportunities related to the online world are increasingly common, we tell you what are the most requested profiles in Digital Marketing. But before we start, let’s start at the beginning. Do you know what digital marketing is? We live in a society where these two words have become so famous that we often repeat them without understanding what they are. Well, Digital Marketing, are all those strategies that focus on delivering value to customers through digital media to achieve sales, notoriety or loyalty. In this way, you will face the challenge of connecting your company/brand with the online community in a world where audiences are saturated with information. From TalentFY we are also experts in recruiting or selecting staff for Digital Marketing profiles, if you want to know how our end-to-end management platform for talent selection works you can ask for more information here. The challenge will be to find new ways to reach your customers through the internet and for this the 10 most requested profiles in a team of MK Digital are: Social media manager He is the person who leads the management of social networks. This position will have the responsibility to build the Digital Marketing plan based on the marketing plan and the objectives of the organization. It will also guide the strategy that will define the company’s social media presence. In this position you will have to be very updated with all the trends of the digital world with which you can generate valuable content. Additionally, this charge must be connected with what the competition does and with the measurement of KPIs to make constant adjustments in the strategy. Remember that the online world is constantly changing and staying behind is not an option. Community Manager This is one of the most controversial profiles since in many cases the limits of the assigned tasks are a bit confusing. The Community Manager is responsible for running the strategy created by the SMM, can also participate in the creation of the same, but its function is to implement it. In this way, this position has a great responsibility in its hands: the care of the online reputation and image of the organization. In this position it is necessary to have skills such as attention to detail, time planning, design knowledge, patience to manage PQRs and analysis ability to generate performance reports. Topics such as design and graphic skills will be conditioned by the type of company where you work since some delegate web design and content in this position. Content Creator Here we have the creatives and designers. In fact depending on the organization this position may appear as Creative or Web Designer. The people who occupy these positions will be responsible for doing magic, yes, they are those who graphically/visually reflect the ideas presented in the plan of the SMM. A content creator is responsible for creating pieces of value that generate connection with the audience. This position requires creative people, experts in design, with good writing and interested in the current digital trends. Copywriter This position will be responsible for writing all the texts of the contents proposed by SMM. Among the types of material you can write are blogs, texts (copy) for social networks, emails, newsletter, special content, scripts, among others. The person in this position should have a great passion for research and writing for the internet as well as a lot of creativity. This role should have the ability to write about any topic with the ability to transform ideas into messages that connect with the audience to produce sales.   SEO Expert/Consultant (Search Engine Optimization) This position is responsible for optimizing the positioning of the company’s digital communication channels in web search engines. Your challenge will be to get them to appear organically at the top of the search engines to generate traffic to the website. For this, the SEO consultant must use the right keywords, manage the architecture of the web, get input links and verify the outgoing, as well as constantly analyze what happens on the web to implement improvements. Expert in SEM (Search Engine Marketing) This position will be responsible for managing advertising campaigns, paid, to appear in the results of search engines. The person in this position will work with ad creation, use and purchase of keywords, bid management The professional in this work must have the analytical ability to know how to most effectively invest the budget allocated for online ads. Web analyst and developer This position will ensure that the website interface and microsites work properly. This person will work hand in hand with creatives to make their ideas come true on the web with the necessary parameters to have good navigability. In this role the ability to analyze and solve problems is very important as it will support the website and schedule all the necessary changes. E-commerce expert The first thing to be clear is that e-commerce is the equivalent of an online store where there is buying and selling products through the internet. That being so, the e-commerce expert is the person in charge of managing that store creating strategies that make sales grow on the web. For this, the position of the ecommerce must analyze data, improve the user experience on the web, monitor the proper functioning of the online store and update product catalogs. Some of the skills the person in this position should have are the ability to analyze data, writing skills, creativity and market knowledge and digital marketing. Inbound Marketing Specialist Remember that Inbound Marketing is responsible for developing tactics to approach customers, non-invasively, through the creation of valuable content in the digital world. This position will guide the creation of these valuable content following the overall strategy of SMM. They should be able to understand, or sometimes create, the customer journey to develop the most appropriate content for each stage, you should also support the definition of the buyer persona. Its goal will be, through

How to optimize your employer branding

How to optimize employer branding?

HHRR

If you want to attract the best talent, optimizing employer branding will be a great opportunity to become the organization where everyone wants to work. In this blog we give you some basics and tips to improve this concept in your organization. You can learn more about each of the tips that we will talk about in our guide Emotional Wellbeing at Work and Employer Brandingmade together with Personrie. Let’s start with the basics: What is employer branding? It is a term that describes the emotions and opinions that the company arouses as an ideal place to work according to the direct or indirect experiences of its audience. This information can be true or false, it is more about the perception that you have about the organization, but of course, you have to work with honesty and consistency to make it work. Optimizing employer branding is becoming increasingly important for companies amidst the competition in the market, where professionals apply to several offers at the same time. How to improve employer branding? Observe and analyze Do you remember the famous SWOT? Well, it will be a very useful tool to clearly see your strengths and opportunities for improvement according to the environment. Adjusts and improves Analysis alone is not enough to generate changes; we must work on the points to be improved and be creative to develop new strategies. Take care of your selection process Attracting talent doesn’t start when you publish an offer, it starts when you plan the selection process. Yes, as always, planning is the key. Cultivate your corporate culture The ideal workplace is not only framed in terms of salary or professional satisfaction, but also in terms of organizational culture. According to the 2021 report from Randstadreport, 64% of job candidates in Spain are interested in working in an organization with a good working environment. Believe in your brand Trusting what your campaign does and its values will help in the creation of strategies that strengthen organizational culture, employee confidence in the company and employer branding. What not to do Another way to optimize employer branding in your company is to be clear about the things you should avoid, for example: Failure to strengthen the employee value proposition Employer branding is not a process to work outwardly, it must be developed consciously and transparently from your corporate culture. Not having a plan for Employer Branding Most of the time when we do things without planning they don’t go well and this is no exception. Do not include your team This is everyone’s process, in which your team must be involved. So listening to their comments and recommendations will be your starting point. Not believing in social networks Social networks are the universe where we find everything, among many things work. Thus, the presence of our offers on the networks must be taken into account. As you can see, optimizing employer branding will not only help strengthen your corporate brand but will also ensure that you attract the best talent to your company. How do you optimize employer branding in your organization? Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Tips for improving your selection process

Tips for improving your selection process

HHRR

Are you ready to hire new talent? Before you continue, we invite you to read some tips to improve your selection process. Remember that this is a fundamental stage for your organization that deserves all the care and planning. Describe the position you are looking for Write a detailed, clear, real and attractive Job Description that is based not only on the technical needs of the position but also on the type of organizational culture of your company. For this you must have all the information of the position you are offering, as well as the expectations of the bosses and the team with whom the candidate would enter to work. Having a Candidate Persona will also be useful for a complete description. Plan the map of the new hire selection process This journey starts from when the offer is published until you find or reject the candidate. At this stage you can structure what will happen in each step of the selection process and what are the actions and possible scenarios that you should take into account. Keep in mind that planning is the key. If you have a route line to manage this insurance process everything will be easier. Use digital tools to improve your selection process We live in the digital age where technology helps us to mediate and automate different processes. In the talent selection area there are a number of tools and technologies that can help make the process faster and more effective. Artificial Intelligence You will be able to have tools like chatbots that with predetermined open questions or answers evaluate or guide the candidate. Likewise, predictive recruitment uses AI that facilitates the entire selection process through the search of keywords related to the characteristics that the candidate should have. Gamification With this technique you can decrease the tension that can be generated in the selection process and thus have more precise results. Social Recruiting It consists of attracting and attracting talent through 2.0 tools, mainly online platforms and social networks. With this method you will be able to know the candidates better, you will also reach those profiles that are passive, you will save time and money and you will strengthen your Employer Branding. Be clear about the types of contract When hiring new members of your team you should also take into account the type of employment contract you are going to offer them and their characteristics. According to the Public Procurement Service in Spain, there are five types of contracts, 4 of them applicable to the organizational world: Permanent Contract It is a modality in which it is intended to hire the employee in a fixed manner without setting time limits as to the duration of the contract. Temporary Contract In this case, a contractual relationship is established, between the employer and the worker, for a specified time in a specific activity. Contract for training and apprenticeship This type of recruitment seeks to encourage young people to enter the world of work who must alternate work with job training or academic. Traineeship It is a model in which the worker will obtain the professional practice according to his level of studies of university degree or medium/higher degree training, or equivalent degrees officially recognized. Do not forget that in any of these modalities the company must notify the SEPE of the conclusion of the contracts. Keep in mind these tips to improve your selection process when hiring new talent, will bring you closer to being that organization in which everyone wants to work. Encourage yourself to plan in detail all the stages of the process. Planning is the key! How do you plan your selection process? Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.

Halo effect Horn effect How to prevent them from affecting your recruitment

Halo and Horn Effect in Human Resources

HHRR

The Halo and Horn effects are cognitive biases with which we prejudge a person with a positive or negative approach without knowing it. These terms are not new, the American psychologist Edward Thorndike introduced them in the article “A Constant Error in Psychological Ratings” in 1920, to explain how a first image in front of a person can change. how we perceive it and how we judge it, thus confirming that human beings are not objective. In this blog we will tell you what these terms refer to in the Human Resources area and how to manage them so that they do not affect your selection process. It refers to the bias with which we judge a person positively, thus affecting our perception of him/her and conditioning his/her actions to the field of the positive. This can be seen in the phases of the selection process, for example, in the interviews. There, recruiters are likely to be swayed by this effect if they do not remain partial to the applicant’s good image. Thus, some of the problems that the Halo effect can bring to the selection process are: Lack of process credibility Wrong candidate selection Impediment to recognize the candidate’s skills to be strengthened Difficulty in giving good feedback, there is always something that can be improved. In turn, in the corporate culture, the Halo effect can translate into favoritism that leads to team frustration and a poor perception of management. Horn Effect in Human Resources Contrary to the Halo effect, when we talk about the Horn effect we attribute negative judgments about a person without really knowing him or her. It’s that typical phrase ‘I don’t know why, but I don’t like this person’. This effect is also very damaging to the selection process and at the same time becomes a challenge for the HR team, given the possibility of misjudging a good candidate. Some of the main problems that this effect can cause are: Lose a good candidate Lack of professionalism in providing feedback to unsuccessful candidates Affect the image of the organization. How to avoid Halo and Horn effects affecting recruiting? 1. Prioritizes neutrality For this you should be aware that we can all be victims of the Halo and Horn effects, so you should ask whether the impression you have of the candidate is neutral or whether it is biased by your own prejudices. This is not a simple exercise because we must do a work of self-analysis and reflection, but it is necessary for the process to be impartial. The key is not to get carried away by emotions, question our judgment and always think about being impartial. 2. Prepare for interviews It is vital that our interviews are structured according to what we need to know about the candidate. In this way we will have a clear idea of what to rate and under what parameters, reducing the risk of making wrong value judgments. We always say that the first impression is the one that counts, and while it is relevant, it is not everything. Therefore, we must be careful not to be misled by false impressions that distort our assessment. Here are 4 steps that can help you conduct an interview as objectively as possible. Be very clear about the skills required for the job. Classify these skills according to the level of importance Devise an interview that analyzes the past performance of candidates in the face of challenges they will find again in the new position. Create a scoring system to then objectively compare candidates At the end of the process and with the data on the table, we will be able to provide our criteria and experience to decide which is the best candidate. 3. Get a second opinion When selecting a candidate it is always best to involve more than one person. In this way we will have more than one trial when evaluating applicants and choosing a candidate. It is important that the other person is also clear that we require an impartial opinion that favors the objectivity of the selection process. Bonus: Non verbal communication Knowing how to read the candidate’s non-verbal language will help you to know him better and understand his emotions at the time of the interview. If you want to know how to do it, we recommend you read our article Nonverbal language: What types there are and how to analyze them in an interview. In short, these effects confirm that people are not objective. We will always have biases on different topics, so it is important to recognize them in order to set them aside and avoid biases in a recruitment process for new talent. This, along with a good preparation of the selection process will make your evaluation much more neutral. Try TalentFY in a Live Demo Try our recruiting platform without compromise. And if it doesn’t work for you, YOU DON’T PAY No small print. Schedule Demo Join our News Subscribe and receive our most exclusive content and news every month directly in your inbox.