Overcoming Marketing Challenges in the Face of The Great Resignation
The last couple of years have fueled the ongoing wave of The Great Resignation, challenging almost all aspects of work. While these developments have affected different business functions, marketing departments feel the brunt of the changes. The talent exodus has been the main highlight as employees continue to change their careers.
The impact of the high turnover is that businesses are struggling to use marketing programs to drive their business goals as new hires need time to get up to speed and deliver results.
In the face of the great resignation, it’s vital to explore the opportunities and challenges of achieving marketing results in today’s employment market.
The Current Landscape of the Employment Market
In today’s economy, marketing departments are having a difficult time finding qualified candidates with the specific skill set required for the job. Even though there is a high demand for skilled marketers, the number of applicants for marketing positions today is too low.
Even among these few applicants, businesses are still struggling to recruit a candidate with the right combination of the required skills. It can take up to four months to fill positions like marketing director or lead salesperson.
However, the current challenge can be termed normal. An economic disruption most likely put everyone on brakes because they didn’t know what to expect. As people began adjusting to the world going digital, marketers began to realize just how huge of an opportunity the digital landscape was.
As a result, all businesses were suddenly chasing a limited pool of marketing talent. With limited talent comes the issue of ghosting, where an organization is trying to engage a potential candidate, but the candidate drops out of the conversation because another company is showing interest. So, an organization must have a strong employment value proposition to attract the available talent.
How Senior Marketers are Adapting to High Turnover
During these times, marketing managers are trying to get creative in keeping their departments staffed. For instance, some companies are responding by re-evaluating their marketing teams to identify how they can use the available talent differently and fill in the vacant roles.
Organizations are also responding by embracing hybrid working arrangements. This arrangement allows a business to tap into a large pool of talented young people who prefer working from home.
Businesses are more inclined to work with external vendors by outsourcing most marketing functions. The main advantage of this strategy is that vendors like Goose Digital have the necessary marketing automation tools to keep everything moving even when there’s a high turnover.
When Is It Right to Work With A Marketing Agency?
The answer to this question depends on a number of factors, including your budget, your digital marketing goals, and your company’s stage of growth. However, it is vital to outsource marketing functions when hiring full-time human resources would take too long or be expensive.
The best solution for most companies is to find a marketing agency that can provide multiple services such as strategic guidance, creative design and content creation, campaign execution, and reporting and data insights. The value to cost ratio heavily outweighs what it would take to hire some or all of these roles internally.
Keeping Your Marketing Department Moving
The talent shortage in the marketing industry is real, and businesses are struggling to find the right combination of skills. The good news is that organizations are responding well by outsourcing most marketing functions. While this is a good response, businesses should not shy away from hiring back some of their best marketers who left during the ongoing wave of the great resignation.
Watch our latest Fireside Chat on The Great Resignation, hiring talent and more.
Want to better understand how Goose Digital could help your organization? Get in touch with us today to learn more.