Onboarding Digital Marketing Employees

Introduction

When you hire a new employee, there is a process that you should follow to get them up to speed and ready to be productive. How well you do this will have an impact on your business. This is true for every role that you hire for because every position has its own unique challenges. However, when it comes to digital marketing, onboarding a new employee can be particularly challenging. Digital marketing is constantly evolving and so are the expectations of customers and clients. Your new hires need to keep up with the latest trends while remaining knowledgeable about the basics.

What Is Your Onboarding Process?

The onboarding process is a critical component of your company's culture. It's how you welcome new hires, get them up to speed, and make sure they understand what it means to be part of your team.

Before you start integrating the onboarding process into other aspects of your hiring and culture, take some time to identify its key components:

• What are the goals for this program? You can measure success in several ways, including time spent on projects and work output; employee satisfaction ratings; employee retention rates; and customer satisfaction scores (if applicable).
• How does this program align with our existing processes? For example, if we already have an employee orientation program that goes over policies in detail, maybe there isn't much need for one here unless we want something more focused on digital marketing knowledge or skillset development. Or maybe we already have a mentoring program set up but would like extra support around learning new skills—in which case we'd likely want someone who has experience coaching others through specific topics like social media marketing strategies or website analysis techniques so they can help guide their mentees through those areas specifically while giving each person's learning needs equal consideration as well as providing general tips on how best approach similar situations that may come up later down the line."

Personalize the Onboarding Process for Each New Hire

The most effective onboarding programs are those that are individualized for each employee. Each new hire's roles and responsibilities should be clearly defined so that the company can provide specific training on their tasks. This way, you'll know exactly what information to give new hires—and at what pace—to ensure a smooth transition into their role.

The best onboarding programs also include a strong focus on company culture and values. New employees should have an understanding of what makes your organization special and unique before they start working in order to feel like part of the team from day one. Training should also include information about products or services offered by the company, as well as processes related to customer service, sales, or any other aspect where the new hire will interact with clients or customers directly (or indirectly via email). Finally, make sure you review policies with all new hires so they're aware of how things work around here!

Use Technology to Help With Onboarding

For digital marketers, there are several tools to help with the onboarding process. If you're using a tool like HubSpot or Salesforce, it's likely that you have some form of SaaS software in place for customer management and marketing automation. These platforms can be used to track progress and measure success as well as provide training materials (or even simply a place to store information).

For example, if an employee is working on their first campaign or initiative, they can use existing data from past campaigns to inform what they do next. If they're designing real estate listings, they might want to look back at previous listings with similar attributes so that they can draw comparisons between them and make improvements based on what worked well before. In this way, technology can play an important role in not only making sure employees understand how things work within your company but also helping them build upon those skillsets from day one by giving them access to current knowledge rather than having all new hires learn everything from scratch each time someone leaves (which would require more time).

Teach Them About Your Digital Marketing Strategy

This is a good time to discuss your digital marketing strategy and goals. As you talk through these topics, consider how you can use digital marketing to achieve them. You’ll want to be sure your new hire understands the value of each channel and how they fit into the overall strategy, so it’s important that they know what the competitive landscape looks like for your industry.

The best practices for digital marketing are constantly evolving, but some basic principles remain true no matter what: tracking ROI via analytics is essential; starting small is a good way to ensure success; don’t confuse tactics with strategy; stay focused on one goal per channel (i.e., a Facebook page should have one primary goal).

Offer Competitor Training

If you’re bringing in someone to work on digital marketing, it’s important to show them what the competition is doing. Show them what the competition is not doing as well. The more they know about how everyone else approaches digital marketing and where their strengths lie, the better prepared they will be to meet company goals with their own skills and knowledge. You can also use competitor analysis as a chance to point out areas where your company is stronger than others within the industry.

Conclusion

All of this leads to a better onboarding process, which results in a higher retention rate and more effective team members. It’s a win-win situation for everyone involved.