The document discusses how to build great digital marketing teams. It covers topics like recruiting top talent through reputation and social channels, hiring for cultural fit over just skills, empowering marketers through transparency, accountability, and goal setting. It also recommends tools for tasks like resume building, project management, and performance reviews that can help marketing teams succeed.
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Building Great Digital Marketing Teams
1. Building Great Digital Marketing Teams
How to recruit, hire, structure, and empower marketing teams to achieve remarkable results
Rand Fishkin, CEO, Moz @randfish | rand@moz.com
Download at http://bit.ly/mktgteam2013
2. On the Agenda:
1: Recruiting
2: Hiring
3: Favorite Interview Questions
4: Team Structure & Organization
5: Empowering Marketers
6: Tools We Like
4. Great Work Attracts Great Talent
Getting mentioned in these
isnât just about pride or horntooting; it makes your brand
appealing to great marketers.
11. Culture Fit vs. Performance
Via: http://moz.com/rand/what-company-culture-is-and-is-not/
12. Culture Fit vs. Performance
What Culture Is Not
⢠Whether you rock climb/surf/
hike/etc
⢠What kind of movies you like
⢠Bean bag chairs
⢠Nerf gun fights
⢠Catered lunches
⢠Mashed potato sculpting contests
judged by your auditors at Deloitte
(yes, we really did this at Moz, and it
was totally fun)
What Culture Is
Mission & Vision
Values
Hiring, Firing, & Promotion Criteria
Shared Priorities
Cultural Fit
=
Via: http://moz.com/rand/what-company-culture-is-and-is-not/
Shared Values
Stylistic Cohesion
13. The T-Shaped Marketer
Great post from Distilled on building a T-shaped web marketing skill set and another from me with more detail on why I like the T-shape
14. Reference Check Process
If Iâm reference-checking
Matt, I want to find shared
connections he hasnât listed
on his resume, and who
donât currently work with
him.
15. Goals of the Interview
1: Determine the candidateâs fit with your
values, beliefs, mission, and whether theyâll work
well with people already on the team.
2: Assess whether the candidateâs contributions can
effectively solve problems, deliver on time, and
scale.
3: Establish the candidateâs honesty, ethics, and
motivations.
19. What Parts of This Job Do
You Think Will Be Easy vs. Hard?
This question helps uncover
how well the candidate
understands the role
And whether they have the
right dose of honesty and
humility to be a good fit
20. How Would You Rate These Ranking Factors in Google?
The goal isnât to get a
match with the industry
average or a ârightâ
answer, but to see how the
marketer thinks about
SEO, and how they justify
their responses
Graphic above shows the average of the 130 SEOs who contributed to this yearâs survey
24. Defining Influence & Impact
Donât Let Your Role Define Your Influence.
Let Your Influence Define Your Role.
Words of wisdom from Sarah Bird, Mozâs COO
28. What Makes Us Happy at Work?
See Daniel Pinkâs Illustrated Video: http://www.youtube.com/watch?v=wdzHgN7_Hs8
29. Whatâs the Right Team Structure?
This is how most
companies are
structured.
Blog post on Whatâs the Right Team Structure?
30. Whatâs the Right Team Structure?
This is a better way to think
about that structure, but still
kinda sucks.
Blog post on Whatâs the Right Team Structure?
31. If Management is the Only Way Up, Weâre All Fâd.
This system is my favorite because it
empowers everyone, and doesnât force great
ICs to become mediocre PWs.
Blog post on ICs vs. PWs
32. Giving the Freedom to Fail
Via: http://mackwebsolutions.com/blog/2013/03/accomplish-big-goals-with-content-and-social-media-marketing/
33. Connecting Tactics to the Big Picture
Many companies
are good at listing
these
But very few
cohesively
connect them to
the big picture.
Via: http://moz.com/rand/vision-based-framework/
34. Making Goals & Progress Transparent
Every week, every team presents a slide like this to
representatives from each other team at a joint
meeting, so we all know what everyoneâs doing.
35. Accountability
#1: People can only be accountable for
tasks fully under their control.
#2: Only those who will be doing the
work should craft the timetables for
delivery.
#3: In many fields, setting a completion
date is foolish (software in particular).
Instead, set deadlines for very small
pieces of the final project, then
iteratively measure progress and
deadline feasibility.
36. OKRs & Measurable Results
How Google Sets Goals: http://www.youtube.com/watch?v=mJB83EZtAjc
37. Training & Conference Budgets
One of the marketing courses we recommend: Market Motive and one of our favorite conferences: Distilledâs Searchlove
44. Building Great Digital Marketing Teams
http://bit.ly/mktgteam2013
Rand Fishkin, CEO, Moz @randfish | rand@moz.com
Download at http://bit.ly/mktgteam2013