As a marketing agency owner, you know that Pay-Per-Click (PPC) advertising is a core element of your marketing services. From restaurants to hardware stores, almost every business out there can benefit from PPC strategies. However, creating, managing, and maintaining a successful PPC campaign is no easy task. That’s why finding an experienced and talented PPC manager is a vital part of growing your remote marketing team (and your agency).
In this guide, we’ll give you some tips and tricks you can use as you begin the hunt for the ideal candidate. Keep reading!
Define These Before Hiring Your PPC Manager
Daily Tasks & Responsibilities
Before you even start the recruitment process, you need to define the functions of the PPC manager. Whether you’re opening a new position or you’re looking for the replacement of a previous PPC Manager, clarifying what you expect from this role will help you set clear requirements and goals.
If you’re growing your team and you’re just opening this position, you first need to define and set the tasks they’ll be tackling. For this, I recommend a simple exercise: during 48 hours, assess what tasks your team is performing. Out of those, define the exact tasks your PPC manager will be taking care of.
Technical Skills
The technical capabilities your PPC manager should have will depend on the responsibilities assigned to them. However, whether or not they’ll be directly handling the accounts, they should all be able to set clear goals and objectives for PPC campaigns. Here are some additional skills to watch for when hiring a PPC manager:
- PPC Strategy Creation
- Campaign Execution
- Budget Management
- Keyword Research/SEO
- Data Analysis
- Ad Copywriting
- Handling Multiple Accounts/Multitasking
Values & Culture
A PPC manager who fits well with your agency’s culture is more likely to integrate seamlessly into your team and contribute positively to the dynamic. This will promote open communication, innovation, teamwork, actively collaborating with colleagues, and sharing insights and best practices.
Getting Started On The Recruiting Process
Crafting a Compelling Job Description
Many companies, when writing a job description, make the mistake of focusing only on what they want from a candidate, instead of what candidates might be looking for in them.
When writing the PPC manager job description, I suggest you include the following:
- Quick Summary of the Company
- Responsibilities and Expectations
- Desired Qualifications and Experience
- Benefits of the Company
- Working Hours/Schedule
- Compensation
Before you publish this job description, defining a scorecard is crucial. The scorecard must contain 4-6 must-have requirements for this position. This could include certain years of experience, US market experience or agency experience, proficiency in certain platforms, etc.
If you don’t know how to get started on your scorecard, you can download our scorecard template by clicking here.
Sourcing Candidates
Exploring Different Channels For Recruiting PPC Managers
The first step when looking to hire remote professionals is sourcing candidates. There are different channels you can use to begin your search for your ideal PPC manager. I recommend you explore the following:
- Referrals
- Existing Talent Pool
- Organic Leads
Contacting PPC Managers
Once you’ve sourced candidates through the different channels, the next step is to contact them, which can usually take up to 2 days. There are three ways we get in touch with potential candidates:
- Email Templates
- Setting Up Quick Calls
- Reach Outs
Evaluating Candidates
Initial Filtering of Candidates
Careful Review of their Resume
In a resume, you need to evaluate the following:
- Job Stability
- Experience
- Certifications
- Tools and Skills
Voicenote
Once you’ve reviewed your applicants’ resumes and checked they count on the required experience and skills for the PPC manager role, it’s time to assess their spoken English proficiency. Remember English (most of the time) will be your candidates’ second language, so it’s a very important aspect to evaluate before moving on to prescreening interviews. For this step, we use a website called Willo.
Prescreening Interviews
Before getting started with your interviews, it’s important to define effective questions to assess skills such as adaptability, innovation, problem-solving, multitasking, etc. Some of the questions we usually ask include:
- In your previous experiences, what ideas did you bring to the table to innovate and make processes more effective?
- In your professional life, what has been your toughest challenge, and how did you solve it?
- How many projects can you work on simultaneously?
- Are you used to working under KPIs and other metrics?
Choosing the Top Candidates For the Role
Assessments
The assessments I suggest you can conduct on potential candidates are the following:
- Video Assessment: Ask the candidates to record a short, 2-minute video giving a summary of their professional experience. For this step, you can also use the website Willo or Loom.
- Basic Skills Test: This is a simple test that measures basic grammar, math, attention to detail, and learning abilities.
- Computer Literacy: It assesses basic computer skills, such as using Internet browsers and desktop applications. I recommend you send this test to candidates who don’t have previous experience working remotely, as it tests very basic computer skills.
- Employee Personality Profile: This test is a general personality assessment that measures twelve personality traits.
- Emotify V2: Measures a candidate’s ability to accurately identify, understand, and manage emotions.
Final Interview
Once you get to this step, you should be able to narrow down your search to the top 3-4 profiles. During this interview, you can do a final evaluation of the candidate’s cultural fit and skills, as well as double-check if their expectations and goals are aligned with yours.
Checking References
Checking references is a very important step when hiring a remote PPC manager. It involves contacting individuals who have worked closely with the candidate in previous roles to gain insights into their past performance, work ethic, and skills.
After interviewing and evaluating your top candidates, you should be able to make your final decision and choose your ideal candidate for the PPC manager position.
At Remote Talent Latam, We Help You Find Your Ideal Remote PPC Manager
As you can see, hiring a remote PPC manager from Latin America is no easy task; it requires careful consideration and expertise. As a digital marketing agency owner, you already have enough on your plate – and let’s not get started on your team! For all of your recruiting needs, you need a partner you can trust – and that’s where Remote Talent Latam comes in.
With our specialized services, we streamline the recruitment process, delivering your ideal remote candidate in just 2 to 3 weeks. And here’s the best part: you don’t pay until you make a hire. Plus, with our 90-day guarantee, you can rest assured that if the hired candidate isn’t the perfect fit, we’ll make it right at no additional cost. Partner with us today and unlock the power of top-tier remote talent from Latin America!
