We love to share insights from hiring managers in the sales and marketing industry on what it takes to get hired. Today’s guest is Stuart Itkin, who has held a number of Chief Marketing Officer roles at companies like Kronos, Corporate Executive Board (CEB), and Zebra Technologies. Here is an edited transcript of our conversation.
BYC: What types of qualities do you look for in candidates?
SI: The main things I look for are enthusiasm, excitement, and motivation. I want to hire someone who is excited about the things we do and the role they’ll play in the opportunity I have available. Comprehension is also important. I want to hire someone who understands what we do and our value proposition when I explain it – there should be a sparkle in the eye, not a. the deer in the headlights. One final thing I pay attention to, is whether they’ve checked their ego at the door. A candidate who uses “I” most of the time is not the candidate for me.
BYC: Where do you like to find candidates?
SI: Referrals are very important. Ideally, I find someone from my network of peers and colleagues. I sometimes look to my competitors as well. I even ask customers who have you worked with that has impressed you. LinkedIn and recruiters are a secondary choice for me.
BYC: What is the most important thing you consider in assessing a candidate?
SI: How they think. I will ask questions that are targeted at how they process and respond to information. For example, I will give them a hypothetical situation such as my wife and I are looking to move to this area, what would you suggest we do? If the person responds in just telling me about the area, that’s not what I really want to hear. I am looking for them to show some empathy, and ask questions about what is important to me and my wife.
BYC: How important is a person’s resume in the hiring process?
SI: It’s critical. A resume says a lot about an individual. I won’t make a hiring decision on a resume, but it definitely influences if they get in the door to talk with me, or the team. I want to see that they made a contribution to their organizations as well as their accomplishments. If I see spelling errors, or a sloppy format it goes to the reject pile.
BYC: Do you check out candidates on LinkedIn before you speak to them?
SI: Absolutely. I think you get a lot of additional insight there. I look to see if they have recommendations and whom they are from. It’s good to see how they represent themselves there, since it is a little less formal than a resume.
BYC: Do you have any tips for someone looking to further their career in marketing?
SI: Yes. Always understand what you are expected to accomplish and what will constitute success. If you don’t understand why you’re doing what you’re doing, stop! It’s not about activity or what you’ve done; it’s about what you’ve accomplished.
BYC: What is your favorite recruiting story?
SI: I was interviewing a candidate for a product marketing manager position. His background was well-suited to the position. He had a great interview. I received a nice thank you letter that stated he was excited about the opportunity and felt it was good match. What was unusual though, was the letter went on to second page, where he told me about his family, assuring me that while he would give 110% toward the job, his family was first and foremost and the reason he does the things he does.. It said a lot about him as a person and was a wakeup call to me about balance. What is ultimately important are family and your obligations as a person. He got the job.
BYC: Do you have any favorite questions you like to ask in interviews?
SI: There are two. If they could change the hiring process, instead of writing a resume and responding to postings, how would they write their ideal job description. Then I follow that up with “tell me about the company that you would want that job to be at.” This helps me get an idea of what motivates people, insight into what their passions are, and they extent to which they fit professionally and culturally.
BYC: What is your best advice for job candidates?
SI: Don’t talk about the things you do. Talk about the things you’ve accomplished and what you have achieved. It’s really important in assessing candidates.
I hope you enjoyed this installment of Straight Talk From Sales and Marketing Hiring Managers. If you’d like to be featured in this series, please contact Michelle at 773-531-3457, or info@brandyourcareer.com, as I am always looking for more managers to interview.
