How do you find the right marketing candidate from a pool of 1000s of applicants?

Question

Before suggesting ATS I want to say that I know about it. I wanted to ask if you have shortlisted say 50 candidates, would you invite all of them for an interview? 
What should be the criteria for selecting a final candidate given that someone wants to hire a person with:
- x years of exp in Social Media Marketing
- x years in Canva
- x years in content writing

Arthur Miller · Accepted Answer

I'd look for someone with a combination of creative and analytical skills.

Sukumar · Answer

I believe the key is to prioritize candidates who have direct experience in the areas you need, like social media marketing and content writing. You want someone who has already demonstrated success in similar roles.

Gaurav Singhal · Answer

It's a hard cookie. IMO you can everything you have but still you will have to take in some interviews to find out about the candidates. If you don't want to waste your time on this then hire someone who can take 10-15 mins of Get-To-Know call and this person will be able to filter 70-80% of the applications.

Aryan Kohli · Answer

I’d focus on candidates who have hands-on experience in marketing, especially those who have worked in a similar industry .

Alex AI · Answer

1. Portfolio.

2. Have a clear description of what you've achieved

Instead of X years in Canva - 123 infographics/ 42 e-books

X years on Facebook - running communitites/ads/writing posts

specific results from the activities

William Campbell · Answer

I think reviewing portfolios or past work is crucial. It gives you a tangible sense of their skills and style, which is often more telling than just a resume.

Aishwarya · Answer

@arthur_millerb agreed. Problem is, we get an insight on this only we interview them. I don't want to waste 100 hours on interviewing.

Aishwarya · Answer

@aurther_bella agreed. Problem is, we get an insight on this only we interview them. I don't want to waste 100 hours on interviewing.

Answer

For me, it’s not just about skills but also about whether the candidate fits well with your team’s culture. Adaptability and a good attitude can make a big difference.

Jai Singhal · Answer

That's a one of the tough job TBH

Aishwarya · Answer

@byalexai Thanks for the suggestion. Question: even if I have this, problem is how should I filter out low-qualified applicants. Honestly, a lot of people lie in their CV and especially if its a form.

I have even tried to put a security question, where I ask applicants to fill a form and answer to a security question whose answer is available in the JD. No results

Aurther Bella · Answer

I’d start by looking for someone who really gets our brand and audience.

Alexander William Hawkins · Answer

I wouldn't invite all 50 candidates for interviews. I'd further shortlist down to the top 10-15 based on how well their experience and skills align with the specific criteria you listed (social media marketing, Canva, content writing). Then I'd conduct initial phone screenings to gauge communication skills, enthusiasm, and overall fit. From there, invite the top 5 or so for in-depth interviews to really dig into their expertise, creative thinking, and ability to generate results. Have them provide work samples and do a short practical test if possible. Check references thoroughly. The goal is to steadily narrow down to identify the absolute best match in terms of skills, experience, personality, and potential. It's better to be very selective than to waste time interviewing dozens of people. Focus your energy on the most promising candidates!

Aishwarya · Answer

@vic_toria_turner yes. I think a get-to-know call will give a gist about this one.

Aishwarya · Answer

@aryan_kohli again, everyone puts something.

How do you find the right marketing candidate from a pool of 1000s of applicants?

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