As marketing recruiters for almost 20 years, we’ve seen our fair share of recruitment processes. Some smooth, some treacherous, some luckily successful, others unfortunately blighted. From the thousands of processes we’ve witnessed, there are key mistakes clients often make. Frustratingly, many companies insist on repeating them, which not only slows down time-to-hire but also puts unnecessary pressure on other areas of the business — and on the poor soul stepping into a role that may have been left unloved for months.
5 Common Mistakes When Recruiting in Marketing
1. Unclear Role Requirements
One of the most common mistakes when recruiting in marketing is not fully defining the role before starting the process. Vague or overly broad job descriptions confuse candidates and result in mismatches. Even worse, internal misalignment — where the hiring manager and recruiter have different expectations — leads to wasted time and inconsistent assessment.
Too many processes appear to be progressing well until the later stages, when it becomes clear the goalposts have shifted. This wastes everyone’s time and is easily avoidable. A clear, concise brief agreed by all stakeholders is essential before the process begins. If you can’t agree on a brief (or articulate it clearly), you shouldn’t start the process.
2. Slow or Disjointed Process
Speed matters. In-demand candidates are often juggling multiple opportunities, and delays can mean clients lose out. Whether it’s too many interview rounds, long gaps between stages, or taking a week to provide feedback, a drawn-out process significantly increases the risk of losing top talent.
Many firms say they “needed someone yesterday”, yet take days to arrange interviews or provide feedback. This not only reflects poorly on the business, it delays hiring unnecessarily. Streamlining interview stages and ensuring prompt decision-making will significantly improve your chances of securing the right candidate quickly.
3. Poor Candidate Experience
In any marketing recruitment process, candidates are evaluating you just as much as you’re evaluating them. Lack of communication, impersonal or overly formal interviews, and confusing messaging about company culture can all create a negative impression.
The best hiring processes treat candidates like valued customers — with warm introductions, consideration for their time and effort, and clear two-way feedback. If you simply want someone to “do a job”, a clinical process may suffice. If you want someone to immerse themselves in your culture and grow with the business, every touchpoint needs to reflect that.
4. Misalignment on Salary or Benefits
Even when everything else aligns, failing to agree on salary expectations early can derail a process at offer stage. As marketing recruiters, we see this happen too often. A candidate may be submitted at an agreed salary level, only for the business to attempt to renegotiate or reduce the offer at the final stage.
It’s essential that both parties are upfront and honest from the outset. Transparency and flexibility matter, as does taking a mid- and long-term view. In the current climate, some marketers may accept a lower salary than they are used to — perhaps due to redundancy — but hiring someone significantly below their market value may only create a short-term gain. When a recruiter approaches them with a stronger offer, they are unlikely to stay long.
5. Internal Politics or Last-Minute Changes
Internal disruptions can scuttle a process from within. Changing business priorities, shifting budgets, or disagreements between stakeholders can cause roles to be re-scoped or cancelled entirely.
If everyone in the business isn’t aligned and committed to hiring, don’t start the process — it will only waste time. Having recruited in marketing for many years, we’ve seen too many instances of “head office pulled the budget” or “we’re putting the role on hold until the situation clears up”. If there’s genuine uncertainty, pause. It’s better than damaging your credibility and everyone’s time.
Alongside years of successfully recruiting for marketing roles, we’ve witnessed plenty of cautionary tales (mostly at arm’s length, thankfully). We’ve also seen clients run exceptional processes — engaging actively, communicating clearly, and hiring outstanding talent with minimal delay.
If you’re thinking about hiring in marketing and would value a second opinion on your role definition, salary benchmarking, or process structure, we’d be happy to help. Get in touch.
