- Smart - Make sure the individuals you hire are intelligent. Smart people figure things out.
- GSD Principle - You want people who can “Get Stuff Done”. It’s not just about being smart. The people you hire also need to be able execute tasks. I usually refer to this as does the person have an MBA - “Mop Bucket Attitude” a phrase my friend Troy Vlahos and I coined when we worked at Fresh Fields (now Whole Foods Market) to identify the employees who were willing to do anything needed, including mop the floor or clean up.
- DARC - Inbound marketers should exhibit as many of the “Digital, Analytical, Reach, Content” qualities as possible > Digital Citizens - Look to hire individuals who speak the digital language. It’s important to hire “Digitals” whether they be a “Digital Native” or a “Digital Immigrant”. Think about this in terms of a foreign language. If you’ve ever known anyone to learn a foreign language at a young age and witness how they can become fluent with ease, you’ll get this concept. Being a Digital Native is not about age - it’s about the ease in which the individual gets digital ... do they understand digital intuitively. > Analytical - In the role of Inbound Marketer, an individual should be more analytical than the average person in their role elsewhere. > Reach - Good Inbound Marketers provide evidence that they have gravitational attraction - they have done something that attracted people to them or their work before. I count my son, Bijan Peters, in this category, especially after his study abroad adventures in Europe with Virginia Tech. > Content Creators - Find people who create content naturally - you don not want content to be a struggle. Look for people who have the power to persuade.
Growing a Content Marketing / Inbound Marketing team can take time so it is important to network and keep your eyes out for top talent and always be recruiting. The Agency Post has a section dedicated to Talent & Recruitment which can be a great source for internal corporate teams or full service agencies.