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One of the great obstacles facing any growing business is how to market its product or service. Marketing is a critical part of your business, but it’s not easy. And it can get expensive — really fast. One solution to this problem is hiring an internal marketing team. However, this can come with some challenges. In this guide, learn about the challenges you may face when hiring an internal marketing team before you make your decision.

Hiring an internal marketing team

Hiring a marketing team is a major challenge for any business that’s just getting started. But hiring experienced people can be especially difficult and time-consuming. The demand for top talent is high, making it taxing to find quality candidates who are looking to make the move.

Even if you do manage to find someone great and can afford them, hiring someone new into your organization is not easy or fun—and finding the right fit will likely take longer than you’d like. You may need some help from recruiters or headhunters, but even they can only do so much when it comes down to personality match and cultural alignment between candidates and your company culture.

There are various roles and responsibilities on an internal marketing team. They vary depending on the size of the team and the stage of your business, but will usually include: project management, communication, brand management, online and offline advertising, content creation, design, social media, email marketing, website development/maintenance, and data analysis.

The team should be able to do everything in-house, but it’s not always possible. You might have a team member who excels at writing copy but can’t create visuals or manage projects. Or you might have a project manager who is great at delegating tasks but lacks design skills or the ability to write content that resonates with your audience. This can lead to turnover which will make hiring more difficult because of experience gaps or poor performance from new hires. It’s also possible that some members of your team might get bored doing repetitive tasks and want something more challenging than what they’re currently doing (but this is less likely).

A significant challenge is funding and adding a new member to your team requires not only the upfront costs of hiring, payroll, and benefits but also recruitment. The cost for recruitment is estimated to be 30% of the annual salary for each position.

There are ways to reduce this number though. If you have an internal employee who wants to move into a different role or even change departments altogether, make sure they’re aware of all opportunities available within your organization as well as outside it. You can also help them prepare by providing actionable feedback on how they can improve their chances of landing their next job by making themselves more marketable including additional training or skills development courses such as coding boot camps that teach web development. Once hired, ask co-workers why they enjoy working here so much—you may find some useful insights if you listen carefully enough!

So if you’re hiring a person at $60k/year (and it would be hard to hire someone with all the skills you need for less than that), you’ve just started out a $24k hole – before they’ve done any work.

The challenge here is not only that hiring is expensive and time-consuming, but also that hiring is a risk. You can’t totally predict how well an employee will do in their job. And for every successful hire, there are other candidates who turn out to be duds (or even worse). Using an internal marketing system like Upwork or LinkedIn may seem like an easy solution; however, while they can help find talented people quickly, they don’t solve any of the other problems with internal marketing teams.

Staff Turnover

One of the biggest challenges in hiring is turnover. Creative people can be challenging to work with because they don’t want to be challenged, they just want to do their creative thing. And if they’re not excited about their work, they’ll leave quickly.

Human resources departments are key here, but there’s a problem: many HR folks have no experience in marketing and can’t properly assess someone’s potential for success within a role before making an offer.

Some companies combat this problem by offering perks like vacation days or health benefits that include mental health coverage. This can help keep employees happy and reduce turnover rates overall–but when you’re working on budgets for new hires who cost $50k+ annually per person (and upwards), paying for those extras becomes difficult very quickly!

What happens when the creative mind isn’t feeling creative? When they aren’t being challenged enough or when the culture doesn’t quite fit? They leave. This is where many startups find their HR budget being swallowed up.

The creative mind needs to be challenged in order to thrive and grow as an individual; otherwise, there will be no innovation or improvement of processes within the organization. It is also important that your employees are happy in their work environment because if they are not enjoying what they do on a daily basis then it will show in their performance and attitude towards colleagues and clients alike which could have a negative impact on company morale within other departments too (or even worse). Finally, having people on board who fit into your culture allows everyone else around them to enjoy working together more effectively than ever before! That being said if someone does not fit into this category then hiring them may cause issues later down the line for multiple reasons such as poor communication skills between departments or lack thereof may lead to misunderstandings between team members that could ultimately affect productivity levels overall.

Another Solution

An off-site agency can help keep track of things if your internal staff members leave; they can also help onboard replacement talent so you don’t have to waste precious resources on these tasks. To learn more about the benefits of an external team, check out our guide.

Conclusion

In conclusion, hiring an internal marketing team can be a viable option but can be expensive and time-consuming. The staff turnover rate can be as high as 64% which means you will spend around $288k over two years finding new staff with the same skill set.

If you have questions about hiring an off-site marketing agency, feel free to contact us at Reversed Out Creative.

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