Digital Marketing Jobs: Your Guide to Staffing a Top Team

All the Digital Marketing Job Titles, Employee Survey Tools, Quirky Perks, DEI Tips and HR Software Solutions You’ll Ever Need

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Philip Mandelbaum
07/12/2022

Three silhouettes of female-presenting employees happily waving their hands in the air, in front of a dark orange backdrop that looks like a sunset

Don't let alarmists sidetrack your marketing team. Here's how to outperform your competitors simply by attracting top talent to your digital marketing jobs.

Any industry-leading entrepreneur and/or startup founder will tell you that the early years were the hardest. Especially that period between launch and takeoff, when suddenly stock is flying off the shelves, investors won’t stop calling, and the brand can no longer keep pace without a digital marketing team. This exhaustive list of the most common — and critical — digital marketing jobs can guide you, whether you’re here because:

You too learned the hard way and now need to know which digital marketing roles and responsibilities to prioritize
You have high expectations for your young business and want to know the answers before supply chain issues impact customer experience
You’ve been hearing all about Meta, Roblox, Decentraland, Web3 and The Sandbox, and you want to know if you should hire a metaverse specialist
You’re dissatisfied with your current internal team or agency and want to create and recruit for digital marketing jobs strategically selected to meet your business’s unique needs and goals

Why Digital Marketing Job Titles Matter

“Employment in advertising, public relations and related services soared” last month and the competition for top talent is heating up once again, but while we know digital marketing is here to stay, no one can predict what it’ll look like a year from now. This is why you need to:

Remain alert and adaptable, shifting businesswide and departmental priorities, altering digital marketing roles and responsibilities, and expanding your recruitment efforts as necessary
Identify — and empathize with — who you want to recruit, before you pick your digital marketing job titles
Match your digital marketing job titles to the career goals of your ideal hires and the titles most commonly used and searched on LinkedIn, Indeed, Media Bistro, Idealist and The Ladders (think of your job titles like SEO keywords — to attract top talent or future brand leaders, instead of top sales prospects or future high-value customers)

But that’s not all: No matter how thoroughly you’ve optimized your onboarding and training processes, you may not be able to overcome a first impression — and your job candidates’ first impressions are based on the job titles and descriptions you produce and publish for your respective roles. So, approach your job listings with the same sensitivity and diligence you demonstrate when developing your user personas.

A Black woman with a buzz-like haircut, wearing a green blazer and dark slacks, jumps in the air with joy, smiling, with her hands up to the sky, as confetti floats all around here

Value-Add HR: The Top 5 Tips for Optimizing Your Digital Marketing Job Titles, Descriptions and Listings

To attract top talent, you need to stand out (there are more than a million employers on Glassdoor) — and stand out for the right reasons. So, in addition to offering a comprehensive benefits package, new or unique perks and training and advancement opportunities, you need to ensure consistent communication and collaboration between your human resources and digital marketing teams.

To separate yourself from your competitors, as well as organizations looking to hire for similar digital marketing jobs, follow these five instructions:

Shed the corporate veneer and get personal. Speak to potential hires and, whenever possible, let your employees do the talking.
Get creative in telling your brand story — whether you’re detailing a new digital marketing job, defining an ideal candidate or soliciting applications. Use videos, gifs and graphics, share anecdotes and testimonials, ask unique questions, and encourage atypical responses.
Highlight your company culture and employee experience. Show potential hires what would be expected of them — and what they could expect from you and their coworkers. This will demonstrate your commitment to your workers as well as help you filter out potential candidates who would not excel in your work environment.
Promote the perks. Display them prominently, and provide as much detail as possible.
Think like an applicant. I’ve been a hiring manager, and I’ve applied (successfully, and unsuccessfully) for jobs. One approach I’ve always taken, which, as a job candidate I’ve rarely experienced, is to base recruitment efforts not on HR policy, historical practice or industry standards but on what will entice top talent to truly engage with your application; the best and easiest ways are to (a) never require applicants to submit a resume or curriculum vitae and complete an online form with the very same information; (b) allow applicants to submit their LinkedIn or Indeed profile, or a video resume, instead of the standard resume or CV; (c) never require a cover letter, since they typically regurgitate what’s in the resume or CV; and, in lieu of a cover letter, (d) require answers to a short series of unique, thought-provoking questions that can determine not only the applicant’s qualifications but their potential fit with your company culture.

A behind-the-scenes look at a digital marketing team in an office

The Most Important Digital Marketing Roles and Responsibilities

Identifying the Most Universal, Essential Digital Marketing Job Titles

I thought back to my past experiences working for global corporations, small businesses, startups, nonprofit organizations, entrepreneurs/sole proprietors, traditional ad agencies, digital marketing agencies, and myself; cross-checked industries and brands against each other; and investigated whether there are:

Certain sets of digital marketing roles and responsibilities in every industry
Certain digital marketing jobs that appear across industries but with different responsibilities
Certain digital marketing jobs only applicable to niche industries or businesses
Current or past trends in digital marketing (e.g., the sudden rise and commensurate fall of “growth hacking”) influencing candidates’ decisionmaking
New digital marketing jobs, necessitated by changes in the industry (such as the manifestation of the metaverse, the launch of Netflix’s programmatic ad platform, or the end to third-party cookies)
Traditional digital marketing roles and responsibilities that are no longer necessary

Upon completion, I put together the following list of digital marketing roles and responsibilities.

The 35 Digital Marketing Jobs to Create at Your Organization

Closeup of a gray and blue knit checkered suit, a blue and beige checkered buttondown shirt, a red, orange blue diagonally striped tie, and a fiery orange, purple, red and white pocket square, with the person's hands in front typing on a mobile phone

Chief Marketing Officer

The Chief Marketing Officer, or CMO, is a member of the C-suite leadership team and your primary marketing contact. This individual should have 15 or more years of marketing management and strategy experience. Their responsibilities include leading the development of the brand’s 360-degree digital marketing strategy; presenting firmwide on the team’s strategy and performance; planning and managing the marketing budget; coordinating with the leaders of other departments, including customer experience, sales and human resources; overseeing the work of the entire marketing team; and meeting regularly with their marketing management team, including the VP of Marketing, Digital Marketing Director, Product Marketing Director, Brand Marketing Director, Communications Director, Content Director, and Creative Director.

VP of Marketing

Except at the largest enterprises, you shouldn’t need a VP of Marketing and a CMO; if you do, your VP of Marketing should have 10 or more years of marketing management and strategy experience — and focus on delegation and implementation, while your CMO oversees strategy and performance.

Digital Marketing Director

The Digital Marketing Director, or Director of Digital Marketing, serves as an experienced, trusted advisor to the CMO, aiding in the development of the digital marketing strategy; coordinating with the department’s (and organization’s) other directors; overseeing the work of the Digital Marketing Manager, Marketing Project Manager, Marketing Technologist, Social Media Marketing Manager, Email Marketing Manager, and Events Marketing Manager; and assisting the CMO with performance analysis and reporting. This individual should have seven to 10 years of experience.

Digital Advertising Director

The Digital Advertising Director, or Director of Digital Advertising, develops the digital advertising strategy, in coordination with the Digital Marketing Director and Content Director; oversees the work of the Digital Advertising Manager and Digital Advertising Coordinator; and delivers digital advertising performance analysis to the Digital Marketing Director. This individual should have seven to 10 years of experience.

^{An example of product marketing}

Product Marketing Director

The Product Marketing Director, or Director of Product Marketing, works hand in hand with your Director of Product and Director of R&D to strategize new product and product marketing innovations. This individual should have seven to 10 years of experience.

Brand Marketing Director

The Brand Marketing Director, or Director of Brand Marketing, is responsible for all branding strategy and implementation, including messaging and design. This individual works closely with the Communications Director, co-managing the Community Manager, Partnership Manager and Affiliate Program Manager, and directly supervising the Brand Marketing Manager. They should have seven to 10 years of experience.

Communications Director

The Communications Director, or Director of Communications, coordinates with the Creative Director and Brand Marketing Director on your brand style guide and editorial guidelines; develops all public relations policies and processes; represents the organization, alongside the CMO and VP of Marketing, proactively and in response to media inquiries; oversees the work of the Communications Manager and Digital PR Manager; co-manages the Community Manager, Partnership Manager and Affiliate Program Manager; and reports to the C-suite on communications and public relations performance, trends in customer reviews and online conversations, and new and concluding partnerships and affiliates. This individual should have at least 10 years of public-facing experience.

Content Director

The Content Director, or Director of Content, Content Marketing Director or Director of Content Marketing, is responsible for creating the content marketing strategy, editorial plan and content calendar, as well as signing off on every single piece of content created and distributed by your organization. This individual works closely with all the other marketing directors on content strategy; manages the Content Marketing Manager; and delivers content marketing performance analysis to the Digital Marketing Director. They should have at least 10 years of content strategy experience.

Creative Director

The Creative Director is responsible for producing non-written content, including graphics, images, videos and AR/VR, based on the needs expressed by the Digital Advertising Director (e.g., banner ads), Product Marketing Director (e.g., product packaging), Brand Marketing Director (e.g., style guide), Communications Director (e.g., media kit) and Content Director (e.g., white paper). This individual also manages the Creative Assistant, Graphic Designer, Web Designer and Video Producer. They should have at least 10 years of creative management experience.

A thin white person, symbolizing the hands-on work of the Creative Assistant, one of the key jobs on your digital marketing team, with a blue button down shirt and paint splattered hands, holds a dirty paint brush upside down and a mechanical pencil right side up, against a paint covered table with a few short cups for paint or water

Creative Assistant

The Creative Assistant is a junior member of the marketing team with a creative generalist’s responsibilities, including creating internal communications content, developing marketing templates, writing copy, assisting with design and color theory, sourcing images/graphics, conducting research and analysis, and maintaining records. The Creative Assistant enjoys a direct line to the Creative Director.

Digital Marketing Manager

The Digital Marketing Manager assists the Digital Marketing Director in developing digital marketing strategy, as well as strategies for social media marketing, email marketing, SMS marketing and events marketing. They also assist other marketing managers, as necessary. This individual should have no more than five years of experience.

Product Marketing Manager

The Product Marketing Manager assists the Product Marketing Director in strategizing new product and product marketing innovations. This individual should have no more than five years of experience.

Brand Marketing Manager

The Brand Marketing Manager assists the Brand Marketing Director with all branding strategy and implementation, including messaging and design, and works closely with the Community Manager, Partnership Manager and Affiliate Program Manager. They should have three to five years of branding or brand marketing experience.

Karri Saarinen presents at Nordic Design in Sweden in 2017, symbolizing the types of events that might be managed by the Events Marketing Manager, a digital marketing job only necessary for companies that host events either online or off

Events Marketing Manager

The Events Marketing Manager is only necessary if you plan or host events; they oversee every aspect of event promotion, coordinating with various other marketing managers to deliver event landing pages, on-site lead generation optimization elements, digital ads, social media posts, press releases, email and text sequences, brand swag, event signage, and more. They’re also responsible for event tracking, analysis and reporting. This individual should have three to five years of events marketing experience.

Communications Manager

The Communications Manager works with the Brand Marketing Manager and Creative Assistant to create the brand style guide and editorial guidelines, based on the strategy developed by the Brand Marketing Director, Creative Director and Communications Director. They coordinate with the Content Marketing Manager and Creative Assistant — as well as HR — to strategize, produce and disseminate internal communications, such as emails, intranet content, HR materials like the employee handbook and training modules, brand swag and office signage. And they assist the Communications Director in monitoring, analyzing and reporting on internal communications performance, based on employee engagement and other employee experience KPIs. This individual should have at least five years of communications experience, preferably with a focus on internal communications and content management.

Digital PR Manager

The Digital PR Manager handles the day-to-day operations and activations for the public relations segment of the communications group within the digital marketing department. This includes managing the PR calendar; crafting press releases and media packages; and aiding the Communications Director in developing public relations policies and processes, as well as preparing for media appearances and interviews. They should have at least five years of public relations experience.

A female-presenting model in washed out blue jeans, a dark fluffy spring coat and high heels, with her back turned to the camera, faced a massive line of paparazzi, symbolizing a press appearance that might be organized by a Digital PR Manager, an important role on most digital marketing teams

Partnership Manager

The Partnership Manager leverages the organization’s 360-degree digital marketing strategy to identify the most appropriate potential partners, nurture relationships, and close partnership deals. This individual may coordinate with the Sales Specialist on pitch strategies, the Content Marketing Manager and Creative Assistant on partnership program promotions, or the Digital PR Manager to create press releases on new partnerships. They should have three to five years of partnerships and relationship management experience, ideally with large enterprises.

Affiliate Program Manager

The Affiliate Program Manager has a similar role to the Partnership Manager and works closely with the same counterparts, though their target audiences are high-net-worth individuals and families, smaller companies and influencers. They should have at least three years of partnerships, relationship management and/or influencer marketing experience.

Community Manager

The Community Manager is responsible for managing online communities, including social media groups and private forums, maintaining the reputation of the organization. Typically a junior role, reserved for first-time hires and new graduates, the Community Manager position provides great on-the-job learning experience; as the individual becomes more comfortable in the role, they could take on additional responsibilities under the guidance of the Brand Marketing Manager, including monitoring for and passing along potential brand reviewers, influencers and even partnership opportunities.

A brick wall of what appears to be a closed-down factory, with white and black graffiti reading in calligraphy 'Together, We Create!'

Content Marketing Manager

The Content Marketing Manager reports directly to the Director of Content and is responsible for all the day-to-day activities of the content marketing team, including managing timelines, deadlines and coordination with design and distribution teams; monitoring and reporting on performance; working with the Director of Content on ongoing content strategy; and overseeing the work of the Content Strategist, Content Creator / Senior Copywriter, and SEO Specialist. The Content Marketing Manager should have at least five years of content marketing experience, and at least three years of content marketing management experience.

Content Strategist

The Content Strategist is focused on one thing, and one thing only: content marketing strategy, or the plan for your content creation, consisting of what content to create, how to create that content (the content creation process), who will be creating (and approving) it, for whom the content will be created, the cadence at which it will be posted, and where and how it will be distributed. Reporting to the Content Marketing Manager but often working directly with the Director of Content, the Content Strategist should have at least five years of content strategy experience.

Content Creator / Senior Copywriter

The Content Creator is responsible for creating all written content, based on the preestablished content marketing strategy, as well as coordinating with the visual content creators (e.g., video producers or web designers) and content distributors (e.g., social media or email marketers) to optimize the final product. The Content Creator reports to the Content Marketing Manager and should have at least one and up to 10 years of copywriting and/or content creation experience (depending on how many other copywriters are on staff, and the extent to which the content manager and strategist will be involved in content creation).

SEO Specialist

The SEO Specialist is typically necessary because your Content Strategist and Content Creator are either too busy to do SEO keyword and competitive research or not equipped to conduct and act on the deeper, forensic, technical analytical side of search-engine optimization. Depending on your needs and budget, as well as the potential hire’s capabilities (i.e., ‘soft’ vs. technical SEO skills), this individual should most likely have between three and five years of experience. If they haven’t heard of Screaming Frog, they’re not right for the job.

The uninhabited desk of a graphic designer at what appears to be night time, featuring a plant, a book with a red cover that reads 'Graphic Design Playbook,' an iMac, a small flat keyboard, a mouse, and what appears to be a black tablet with the screen divided into six, color-outlined boxes with similarly colored logos for six of the design apps in Adobe Creative Cloud

Graphic Designer

The Graphic Designer reports directly to the Creative Director, responsible for ensuring consistency in brand style while creating the visual elements used in all digital marketing output — from graphs, infographics and photos for white papers and blog posts to banner ads and social media graphics, and from website interactive elements to email and SMS marketing templates. This individual should have anywhere from five to 10 years of experience and be fluent in all or most of Adobe Creative Cloud, depending on team size and budget.

Web Designer

The Web Designer is responsible for all website development, design and maintenance, including external landing pages. Reporting to the Creative Director, the Web Designer coordinates regularly with the Graphic Designer and Video Producer, as well as the SEO Specialist and all the marketing managers, to ensure web design meets strategic goals and is consistent with brand voice and style. This individual should have anywhere from five to 10 years of experience, depending on team size and budget. They should also be 100% fluent in Wordpress (or your other third-party CMS), or demonstrate the ability to quickly master your proprietary system.

Video Producer

The Video Producer reports to the Creative Director and is responsible for all video marketing deliverables, whether it’s a video montage from a holiday party, a social media post using clips from influencers or the mission-critical company intro video. This individual can have anywhere from three to 10 years of experience in video production and video editing, ideally using Final Cut Pro or Adobe Premiere Pro; specialties in production team management and/or animation or motion design is a significant plus.

A video camera faces out toward an older white woman who is being interviewed in what appears to be a library setting

Marketing Analyst (or Marketing Data Analyst)

The Marketing Analyst is the oft-unheralded key to all digital marketing success; without data on your customers and how they prefer to interact with you, your efforts will fail. The Marketing Analyst is responsible for monitoring, recording and reporting on all digital marketing data, from website visitors and form completions to social media engagement and CTRs, and from newsletter subscriptions and email lead conversions to customer buying and viewing behaviors. The Marketing Analyst coordinates with analysts from Sales and CX, and delivers reporting — and, sometimes, depending on seniority, data-based recommendations — to all the marketing directors. This individual should have between three and 10 years of experience, depending on team size and budget.

Marketing Project Manager (or Marketing Operations Manager)

The Marketing Project Manager is another unflashy but absolutely essential digital marketing job; this is the team member who leverages your project management software (like Monday, Evernote and Wrike) to oversee all project assignments, timelines and deadlines; holds contributors accountable, and resolves process issues; and ensures each and every project runs smoothly. The Marketing Project Manager must be comfortable communicating digital marketing roles and responsibilities to senior personnel, and therefore should, in most cases, have at least five years of experience.

Marketing Technologist

The Marketing Technologist is responsible for all the technology leveraged by the digital marketing team, including developing operational strategies with supporting technologies, implementing new software, and managing updates, employee training and tech issues. Backed by analytics provided by your Marketing Analyst, your Marketing Technologist would be the staff member to propose, for instance, investing in a customer data platform (like Lytics, ActionIQ or Adobe Real-Time CDP). This individual should have at least three years of related experience.

Out of focus but prominent, a white woman in a gray hoodie smiles at her friend while sitting at a restaurant or cafe table outdoors; across from her her friend points her mobile phone and takes a picture, with the photo subject in focus on the phone screen and only the photographer's hands pictured

Social Media Marketing Manager & Social Media Marketing Coordinator

The Social Media Marketing Manager reports to the Digital Marketing Director (or Manager); develops the social media marketing strategy, with input from the Content Strategist and other marketing managers; and oversees the implementation of that strategy by the Social Media Coordinator, who is responsible for manager the social media platform (try Zoho Social or Hootsuite) as well as distribution, monitoring, real-time engagement, high-level reporting, and coordination with the CX team for customer support requests. The Social Media Marketing Manager should have three to seven years of experience; the Social Media Marketing Coordinator should have one to three years of experience.

Email Marketing Manager & Email Marketing Coordinator

The Email Marketing Manager reports to the Digital Marketing Director (or Manager); develops the email marketing strategy, with input from the Content Strategist and other marketing managers; manages the CRM (try Salesforce Marketing Cloud, Keap, or even Mailchimp); and oversees the implementation of their email strategy by the Email Marketing Coordinator, who is responsible for implementation of email sequences and automations, distribution of one-off emails, email replies, high-level reporting, and coordination with the CX team for customer support requests. Due to the greater complexity of email marketing, the Email Marketing Manager should have five to seven years of experience; the Email Marketing Coordinator should have three to five years of experience.

Digital Advertising Manager & Digital Advertising Coordinator

The Digital Advertising Manager reports to the Digital Advertising Director; supports the Digital Advertising Director in the development of the digital advertising strategy; manages all the ad networks and platforms (such as AdRoll or MediaMath); and oversees the implementation of the digital advertising strategy by the Digital Advertising Coordinator, who is responsible for running, monitoring, iterating and, with help from the Digital Advertising Manager, optimizing and reporting on the performance of all digital ads. Due to the greater complexity of digital advertising, the Digital Advertising Manager should have five to seven years of experience; the Digital Advertising Coordinator should have three to five years of experience.

Still wondering about that Metaverse Specialist role?

We’re not there, yet. For the time being, make sure your Digital Marketing Director knows you want to see metaverse marketing incorporated into their 360-degree digital marketing strategy.

A young Black woman with braids, a white and black-specked buttondown with black buttons and a gold chain, enters the metaverse with his VR headset

How to Recruit Top Talent for Each of Your Digital Marketing Jobs

Now that you know which digital marketing roles and responsibilities make the most sense for your organization, it’s time to start recruiting; in case you missed it, your HR department should be prioritizing employee experience (unlike the NBA) and investing in diversity, equity and inclusion (DEI) — the best ways today to identify and benefit from top talent.

Prioritizing Employee Experience

Take your cues from ‘cool’ megacorps like Apple and Nike, or the fastest growing startups across the world — you can’t compete if you don’t:

Provide a safe, equitable and inclusive work environment
Foster a strong company culture
Offer flexibility, competitive benefits and personalized perks
Promote work/life balance and family health and wellness

So, instruct your HR team to start by developing an employee survey; here are seven tools delivering expansive, customizable survey capabilities (some even for free):

Then, leverage the survey data to ascertain what your employees most appreciate (or would most appreciate) and identify creative incentives and other workplace solutions you can reasonably offer beyond the traditional benefits. (What’s most important isn’t which benefits or perks you provide, but that you listen to, respect and value your employees and reward hard work.)

a digital employee survey tool from Celpax that appears to be hung on elevator and other walls in the workplace

And, since more than eight in 10 Americans say they’d work harder for an appreciative boss and 70% say they’d feel better about themselves and their efforts if their boss merely thanked them more, this shouldn’t be too tough to achieve. Here are the atypical benefits and perks I’d recommend incorporating into your benefits package:

Digital health. In addition to what traditionally qualified as telemedicine or virtual care, employers are now offering stipends to employees to invest in other forms of digital self-care. This can include apps for meditation, sleep tracking, meal planning, physical fitness, and even maternity. The annual fee for most mobile apps is relatively low, and some offer bulk discounts to businesses; I like Calm, Headspace, MyFitnessPal and Sleep Cycle.
Family wellness. A simple concept, family wellness entails extending your benefits to the members of your employee’s family. As part of your wellness program, you could offer family health coaching, fitness classes, meditation, yoga or massage, kid-friendly events and family challenges, or summer camp stipends and internships.
Personalized wellness and tailored benefits. As is true of digital marketing and CX, personalization is everything. Ask your employees for advice, coordinate with your directors to develop your slate of offerings, and promote your most innovative, employee-centric benefits. Some examples include: student loan repayment programs; college tuition reimbursement; pet insurance; higher education investments (like 529 plans) for dependents; self-care subscription services and fitness stipends; meal plans and snacks; happy hours, half-days and mental health days; workday and weekend team volunteering opportunities; travel stipends or car services; vacation travel vouchers; corporate retreats; and additional holidays like Election Day and Juneteenth (which, I’m proud to announce again, is now recognized by my employer, CEI).
Financial wellness and emergency savings accounts. It’s well known that the majority of workers live paycheck to paycheck, and approximately 40% of US households would struggle to cover a $400 emergency expense. To provide financial assistance: create payroll-deduction emergency savings accounts or offer student loan debt contributions or tuition fee reimbursements. To reduce financial stress and assist with long-term financial health: offer complimentary meetings with financial advisors; host workshops on reducing debt and budget planning, or outsource with a company that specializes in employee financial planning; and provide stipends for digital financial tools that provide on-demand financial advice or customized financial literacy training.
Work flexibility. While most benefits/perks could fall under the ‘nice to have’ category, work flexibility — like health insurance and vacation time — is becoming a non-negotiable for more and more workers. In fact, 97% of employees are looking to be a ‘flexible worker’ in the long term, and more than three quarters of workers say they’d be “more loyal” to their employers if they offered flexible work options. I suggest creating a companywide work-from-home policy, and then training managers on demonstrating flexibility in extenuating circumstances and accommodating employees in need. (If the nature of the work performed by your organization does not allow for full-time remote work, try hybrid or create an employee incentive program with additional remote work days as a reward.)

Demonstrating both work flexibility and diversity, equity and inclusion, a white employee meets with a Black employee in a small, private room in a flexible workplace

Investing in Diversity, Equity and Inclusion

Like work flexibility, diversity, equity and inclusion has become a top priority for an increasingly large percentage of the working population — and, importantly, it pays off, as 140% more revenue and a 70% greater likelihood of capturing a new market.

To maximize your chances of recruiting top talent for your digital marketing team, ask your HR leadership to focus on:

Developing and distributing a companywide call to participate in a new DEI initiative — that would, ideally, be led by your ERGs or other employee volunteers who are members of historically marginalized populations
Leveraging your ERGs to better understand biases and barriers
Continually collecting and analyzing recruitment, hiring, retention, promotion and salary data, pivoting as necessary to improve diversity and equity
Auditing and updating your website, social media accounts, job search site profiles, web content and digital advertising to be more inclusive (and promote your DEI program)
Implementing formal limits to your employee referral program
Training managers on how to provide equitable access to resources and opportunities
Coaching teams on how to be inclusive to new hires
Diversifying your talent pipeline by hosting events targeting diverse populations
Writing more inclusive job descriptions and application questionnaires
Installing a diverse and rotating interview panel to ensure candidates are chosen solely based on suitability
Training interview panelists to avoid questions about age, race, ethnicity, gender, sexuality, religion, country of origin, birthplace, address, arrest record, citizenship, credit rating, financial status, height or weight, disability, marital status, family status, or pregnancy
Evaluating and updating your welcome packages to ensure there is nothing biased, discriminatory or potentially offensive to new hires
Prioritizing diversity, equity and inclusion throughout the onboarding process
Conducting a cost/benefits analysis of employing a Director of DIversity, Equity & Inclusion or contracting with a DEI consultant (maybe professor Jody David Armour, author of Negrophobia and Reasonable Racism: The Hidden Costs of Being Black in America, would agree to the side gig)

Need Help Staffing Your Digital Marketing Team or Engaging HR?

While you could outsource to a benefits consulting company, I recommend empowering your talent management professionals already on salary; any of the top seven human resources software solutions would allow them to streamline and/or automate their more mundane tasks, freeing them up to focus on enhancing HR strategy, advising leadership and supporting organizational initiatives.

To better organize all HR functions, consolidate employee data, measure and boost employee engagement, enhance DEI, manage benefits and compensation, and recruit top talent for each of your digital marketing roles, invest in one of the following: