The ideal Marketing person is more than just a strategist and deserves our in-depth attention.
We measure this via a competence matrix, a portfolio analyse and a network portfolio.
This matrix provides a visual insight into and ranking of the individual core, functional and departmental competences.
Together with the candidate, we prepare an overview of the projects realised, which shows development, specialisation or professional competence.
We identify the candidate’s working method. How does he/she tackle the project, taking the context into account? What has been successful and where did things not go so well? Is the candidate able to adjust their own approach so that it fits seamlessly with your business?
DNA make-up of position, company and candidate
In-depth questioning in order to identify driving forces, values, motivators, etc.
Assessment to gain an objective insight into the candidate’s work “mask”, basic anxieties, contributions to the organisation, motivationsn
Constant mentoring before, during and after the recruitment process
Marketers do not simply position a product or service on the market.
Marketers are people whose eyes “light up” when they get under the consumer’s skin!
They view the product or service from different perspectives and are creative and critical in a positive way.
We obtain an overall picture via a 360° reference check with their customers, managers and colleagues. In particular, we find out the way they engage in brainstorming, cooperation, communication, thinking out of the box, structuring their thought process, etc.
In brief, this valuable collection of DNA items together with the 360° check provides us with a reliable picture of your future team member.
A marketer’s DNA is unique. We search minutely for “the iceberg” behind every candidate.
What work “mask” do they put on if they can’t get their ideas down on paper, what are their motivations and basic anxieties, what underlying values, standards and convictions are at play?
From drawing up the function and profile to guidance in the selection and follow-up discussions 3 and 6 months after the new employee starts work.
Both the candidate and the employer benefit from the intensive follow-up.
The candidate gets a full picture of the position, the expectations, the growth opportunities and the cultural values of the future employer.
"Finding candidates who fit into a corporate culture so that they feel genuinely connected is not something that is self-evident. Your commitment, availability and knowledge of things mean that we now have a team that “genuinely” forms a team. The assessments have created added value and now support us in the development of our people. I like working with you for your passion, enthusiasm, drive and sincerity."
“I have quite a few job applications with recruitment agencies behind me and I can notice a clear difference. Your interview is unique and enlightening, you follow the overall selection process very closely, providing support and the right constructive feedback. I now have a job that really suits me and in which I can grow further. I will certainly recommend you to other people in my network."
"The professional and human approach of United Talent is something I had never experienced before with other recruitment agencies! You dare to keep asking questions and think in a solution-oriented way for both the company and the candidates. You look further than just the vacancy. Such involvement means that we can build a long-term relationship. Thank you for your tireless energy and commitment!”