Hiring for a contract role should be treated the same as hiring in-house. The hiring process takes time and resources, and a candidate should be thoroughly evaluated before bringing them on board. With that in mind, your approach for hiring a contract marketing recruiter can follow the below steps to make the process as organized as possible:

• Specialization - If you need to fill marketing roles, it makes sense to seek out a recruiter with experience hiring for marketing. This ensures they’re up-to-date on the industry standards, the latest technologies and tools and anything else related to modern marketing roles. It’s also advantageous if they have experience hiring for startups since the recruiting needs of startups are unique compared to bigger companies.

• Ask Questions - Have plenty of questions prepared for your would-be contract recruiter. Ask about their experience, their process for sourcing and recruiting, expected timelines and more. This will help you understand how they work and if it's a fit for your company.

• Proven Track Record - Don’t hesitate to check references and testimonials. Look to see if they’ve had success with clients in the past.

• Culture Fit - Your contract recruiter may not be a full-time employee, but they’ll often be the first impression for potential candidates. It’s important that they can align with the culture and vision of your company, so these can be properly communicated to applicants.

How to write an effective job post

Hiring a marketing recruiter can take time, but you can get good candidates by creating an effective job post. The best way to do this is to write something clear and concise that communicates exactly what you need. Here are some tips for creating an effective contract marketing recruiter job post:

• Job title - Include a job title that specifically calls out marketing recruiters. Tell potential applicants that you want someone who has experience and a proven track record hiring for marketing roles.

• Qualifications - Include the necessary skills and qualifications you require a good candidate to have. These could include the marketing knowledge they need to have, soft skills like communication and anything else you think is relevant.

• Scope of work - Clearly outline the deliverables, timelines and expectations you have for the recruiter. This can help them determine if they have the bandwidth and skills to work for you.

• Project length - Freelancers need to know how much you’ll need to use them. Whether you’re hiring for one role or you have ongoing needs, outlining the project length can help applicants get a better picture of what you need.

• Company culture and vision - This is the easy part. Get potential recruiters excited about working with you by outlining your company culture and vision. This helps attract candidates that align with what you want.

In short, the clearer and more concise you are, the more likely you are to get qualified candidates that you want to hire.