It has been our experience that the majority of the job descriptions we see for marketing roles contain very specific job experience requirements. To me, this flies in the face of conventional wisdom. Ask any CMO of a large, publicly held company, they will tell you that marketing skills are transferable across industries. Therefore, a skilled and experienced marketing person should be able to transition from CPG to financial services or financial services to pharmaceuticals or… There might be a steep learning curve but a motivated, intelligent person will succeed and the company benefits from having a fresh perspective on its marketing challenges. This industry-only practice seems to unnaturally eliminate some very good potential candidates.
So, why does this practice continue to exist? I can think of two reasons. First, companies don’t allocate the time required or have confidence in their on-boarding process. So they hire someone who will “hit the job running”. Or second, they’re afraid to make a mistake. If the candidate doesn’t work out for reasons that have nothing to do with experience or skill set, the hiring manager has a built-in excuse, “But he/she had all these great jobs and recommendations”.
At PCS, we like to look at a prospective position in terms of what skills are necessary to be successful at the job and how will the person fit into the culture – and that has to go both ways. We believe that’s the winning formula for a successful placement.