The marketing manager is responsible for formulation and management of marketing strategies and policies that will help the company develop a competitive edge in the market while at the same time build upon a keen interest in customer satisfaction (Roberts, Gary, Seldon, and Roberts 2013). However, the marketing manager work is not limited to marketing policy formulation; the individual will also be responsible for team management and coordination within the department, liaising with other departmental heads to formulate company policies, among other roles that will duly be described. The marketing manager needs to have a diverse skill set in marketing, be creative, focused, and innovative (Chron, 2012). Apart from that, relevant academic qualifications in business related fields; Master’s degree, and computer knowledge are required of the individual.
Job responsibilities
The marketing manager will manage daily operations in company marketing activities and develop long term marketing strategies. The duties of the marketing manager include:
Monitor and write reports on performance and effectiveness of the communication plan in marketing
Conduct analyses of various partner relationships in a strategic manner to determine the best options available for the company in terms of market of its products
Conduct assessments of marketing budgets formulated by the company and advise accordingly on necessary adjustments
Develop, plan, and implement product promotion campaigns for the company
Liaise with the sales manager and other officials in the department to align marketing campaigns to the company sales activities.
Manage the marketing department; supervise the marketing team, and all marketing activities within the department
Formulation and implementation of marketing strategies for the company while ensuring compatibility of the same with the company’s mission, vision, and goal statements
Develop and publish the company’s marketing material to the public according to established marketing plans
Adjust generation campaigns by making necessary improvements and measure results of the improvements made
Responsible for management of the company’s brands and their respective corporate and brand identities
Develop marketing campaigns on online platforms and social media pages to boost product sales
Develop diverse marketing materials for the company, such as billboard and brochure ideas
Liaise with the product design staff during design processes and help in product launches
Maintain effective internal communication with other departments on marketing activities of the firm and external communication with the company’s stakeholders.
Reports to
The marketing manager reports to the Marketing director and Chief Executive Officer and directly to the company board of directors.
Qualifications
The marketing manager should possess a minimum of a second class honour’s upper division Bachelor degree in marketing in a recognized university, and a preferred Master’s degree in business administration
Qualified chartered marketer by any recognized marketing professional body in any party of the world
Must have relevant experience in the marketing field for at least three years with one year being a managerial or supervisory role
Skills
Strong project management skills, specifically proficiency in project management tools such as WBS, AON diagrams, project metrics, and EVA analyses
Strong interpersonal and communication skills
Confident and focused
Dynamic personality
Strong innovative skills and creativity in marketing
Above average skills in computer technology, that is, MS-Excel, MS-PowerPoint, MS-Project, and MS-Word
Strong management skills
Strong oral skills
References
Three referees are preferred for this job; previous employer, the dean of attended tertiary institution, and a close friend, or partner.
Job advertisement
JOB ALERT! JOB ALERT! JOB ALERT!
MARKETING MANAGER: UNICOURSE LIMITED (1 POST)
Job summary
The marketing manager will be responsible for management of the marketing department, formulation of marketing strategies and company policies.
Duties and responsibilities
Monitor and write reports on the performance and effectiveness of the communication plan in marketing
Conduct analyses of various partner relationships in a strategic manner to determine the best options available for the company in terms of the market of its products
Conduct assessments of the marketing budgets formulated by the company and advise accordingly on necessary adjustments
Develop, plan, and implement product promotion campaigns for the company
Liaise with the sales manager and other officials in the department to align marketing campaigns to the sales company activities.
Manage the marketing department; supervise the marketing team, and all marketing activities within the department
Formulation and implementation of marketing strategies for the company while ensuring compatibility of the same with the company’s mission, vision, and goal statements
Develop and publish the company’s marketing material to the public according to established marketing plans
Adjust generation campaigns by making necessary improvements and measure the results of the improvements made
Responsible for management of the company’s brands and their respective corporate and brand identities
Develop marketing campaigns on online platforms and social media pages to boost product sales
Develop diverse marketing materials for the company, such as billboard and brochure ideas
Liaise with the product design staff during design processes and help in product launches
Maintain effective internal communication with other departments on marketing activities of the firm and external communication with the company’s stakeholders.
Skills and qualifications
Must have a minimum of three years’ experience whereby one year should be in a managerial or leadership position.
Must hold a Bachelor degree in marketing or any business related field with a second class upper qualification and a Master’s degree in business administration
Must be a charted marketer recognized by a well-acknowledged professional body
Must possess strong skills in communication, IT (MS-Excel, MS-Project, MS-PowerPoint, and MS-Word), and interpersonal relations
Must have strong oral skills, and project management skills
Must be confident and focused
Salary
We offer very competitive salary packages as salaries are commensurate with experience.
Contact information
All interested candidates should submit their applications; resumes, cover letters, and relevant certifications to [email protected]
on or before 2300 hours GMT on July 1, 2018. Should you require any assistance or clarification relating to this job opening then please do not hesitate to contact our human resource team at [email protected]
or on 023 9877 3301.
Impact of technology on recruitment and selection process
Technology has transformed the way recruitment is conducted in companies. The advancement has made it easy for companies and human resource centres to locate the best talent needed. Technology has helped firms minimize on time spent in recruitment process. In the past, organizations used to spend colossal sums of money and time on organizing interviews, and conducting the shortlisting process from a huge number of applications received on a particular job opening. Nicolescu (2009) adduced that in modern human resource management practices, shortlisting of candidates is done by computers built with algorithms which select candidates based on required personalities, and qualifications. Such include personality tests, aptitude tests, and problem solving ability tests.
Personality tests are conducted using a set of questions that ask the candidate to rank different descriptions of personality that best describe them. Based on the submitted report by the candidate, the personality test computer program developed by the involved company summarizes results and defines a specific personality, for instance empathetic. The company can then use results to determine whether the candidate is a fit for their firm. Aptitude tests, intelligence tests, and problem-solving ability tests also utilize the same algorithm. Bizfluent (2008) argued that dissemination of information about a given job opening and reception of applications has also been improved by technology. Job applications used to be submitted through posts and letter boxes. Previously, recruitment teams had a difficult time sorting out papers and documents from different applicants; hence making work tedious (Jill 1996). Currently, applications are submitted by emails while at the same time, information about applicants can be retrieved from social media such as LinkedIn networks. Therefore, time is also saved and well managed.
Interview Notes
Short list criteria
The potential candidates for the job will be shortlisted based on their personality, intelligence, team work and problem solving skills, and academic qualifications. The potential candidates should portray a personality that can prompt them to help others when in problems or difficult situations, resilience, patience, focus, straight forward, and ambitious. The individuals must also be highly intelligent and smart. Potential candidates will also be short listed based on grades attained in various marketing units in their undergraduate courses and thesis scores for their Master’s degree. Additional qualifications will also be used to short list potential candidates for the job.
Interview questions
Tell us about yourself
According to you, who is Unicourse limited?
What is leadership in your own opinion?
Are you innovative? If yes, tell us more about previous projects you have innovated.
Describe briefly how you can use technology to drive results within the department and the company as a whole
Between innovation and product differentiation, where should a company invest in more? Why?
What is the most successful project you have ever done in your previous marketing positions, and what made them successful?
How do you utilize your marketing knowledge to produce results?
Who are your mentors, and why do you look upon them for inspiration?
Where do you see yourself in the next five years?
Selection method
The selection process for the manager position will be divided into six stages; application, personality test, aptitude test, group assessment, academic qualification assessment, and Director’s interview. The application stage will select the candidates based on their keenness to application instructions and time management in submission of their resumes, that is, within the deadline. Personality test will be developed using fifty questions that strictly assess the exact candidate’s personality. The fifty questions will be based on ten major personalities whereby different descriptions will be used repeatedly to assess consistency in choices made by the applicant on personality. The candidate will fill the personality questions online and receive instant results of their personality based on submitted answers and whether they are a close fit for Unicourse. Only successful candidates will progress to the next stage.
Aptitude test will be used to assess how smart the candidate is and how fast and wise they can be in solving problems. The test will comprise of comprehension questions, numerical tests, vocabulary, analysis, and general application to real world situations. Candidates with 80% score and above will be considered successful at this stage. Successful candidates will be invited at the company premise for assessment of their team work skills. The candidates will be categorized in different groups and given case studies to analyse individually, and then as a group, formulate recommendations and strategies, and present them to the recruit team selected. Candidates who demonstrate exemplary team work abilities will be selected and thorough assessment of their academic qualifications conducted to select a subset of candidates with stellar academic records. The Director’s interview is the last stage of the selection process whereby successful candidates from the previous stage meet the Marketing Director for assessment using the outlined interview questions. Candidates who succeed at this stage will be offered the job contract.
Job Offer Letter
Human resource,
Unicourse limited
Address, street
Date.
Dear candidate,
MARKETING MANAGER JOB OFFER
Congratulations for being successfully selected to join the talented team at Unicourse limited as the new marketing manager for the company.
We found you to possess impressive credentials that match the requirements of the firm. As a result, you have been selected to be the best fit for this tasking role at Unicourse.
Therefore, we would like to invite you for a Contract briefing and negotiation on Wednesday 22 August 2018 in our offices at 8:30 AM to be well acquainted with what we expect of you, negotiate the salary package, and also sign the work contract. Attached are the company marketing department profile, work ethics description, expectations of the firm, of you, and the work contract. Please review the document’s details keenly before briefing.
Regards
Unicourse HR
Evaluation of the HRM practices and influence on Decision Making
The HRM practices discussed above are key in securing the best talent from a group of individuals with interest in a job posting. HRzone (2012) noted that the practices are designed in a way that short lists individuals based on various primary aspects in any work setting. Therefore, the selected candidate is considered all-round and fit for the job. For any given organization, the practices help in making decisions about a company’s future in terms of growth and expansion in the sense that, if the firm intends to thrive and have a larger market share, it is required to have the best professionals who will strategize and work to achieve the dream (Michael 1999). The individuals can only be acquired through practises such as the ones established by HRM (Hrcouncil.ca 2011).
References
HRzone 2012. A report on HRM Practices and techniques. [Online] Available at: <https://www.hrzone.com/community-voice/blogs/debbiefletch/the-purpose-of-your-hrdepartment > [Accessed June 21 2018]
Armstrong, Michael. Handbook of Human Resource Management Practice. Kogan Page, 1999.
Hrcouncil.ca 2011. How to write a job description? [Online] Available at:< http://hrcouncil.ca/hr-toolkit/policies-employment-legislation.cfm > [Accessed June 21 2018]
Nicolescu, O 2009. Methods and Techniques Specific to Human Resource Management, HR legislation and HR planning. [Online] Available at: < https://core.ac.uk/download/pdf/6331001.pdf > [Accessed June 21 2018]
Chron 2012. What Are the Weaknesses of the Recruitment Process? HRM areas [Online] Available at: <http://smallbusiness.chron.com/weaknesses-recruitment-process-15741.html> [Accessed June 21 2018]
Roberts, Gary, Gary Seldon, and Carlotta Roberts 2013. Human Resources Management. Washington, D.C.: Small Business Administration, n.a.
Rossiter, Jill 1996. Human Resources: Mastering Your Small Business. Upstart Publishing.
Bizfluent 2008. Sample Job descriptions. [Online] Available at:<https://bizfluent.com/how-6774359-write-job-descriptiontemplate.html?ref=Track2"utm_source=IACB2B
> [Accessed June 21 2018]
