Employers who are hiring early-career advertising and marketing professionals need to determine if they demonstrate creativity, adaptability, and a strong grasp of modern digital tools. Employers should seek candidates who have showcased their skills through internships, personal projects, or relevant coursework, particularly in areas like content creation, social media strategy, or analytics.

Look for individuals who are curious about trends, eager to learn, and capable of crafting compelling narratives that resonate with target audiences. Providing opportunities for hands-on experience, such as collaborative campaigns or client projects, along with mentorship from seasoned marketers, can help bridge the gap between academic knowledge and real-world execution. Cultivating a culture that encourages fresh ideas and values innovation will empower these early-career hires to make meaningful contributions.

We reached out to 18 hiring experts to get some additional tips. They shared proven strategies that enhance recruitment processes and foster a thriving workplace, from onboarding to fostering diversity and inclusion.

• Implement Comprehensive Onboarding and Mentorship
• Build Relationships with Colleges and Platforms
• Focus on Practical Experience Over Qualifications
• Prioritize Creative Problem-Solving Skills
• Assess Candidates’ Thought Process During Interviews
• Create a Supportive and Agile Work Culture
• Emphasize Diversity and Inclusion in Hiring
• Use Practical Portfolio Projects for Evaluation
• Offer Experiential Learning Opportunities
• Rethink Traditional Qualifications and Internships
• Assess Communication Skills with Real-World Challenges
• Connect Roles to the Organization’s Mission
• Prioritize Soft Skills Over Hard Skills
• Hire Strong Writers for Marketing Roles
• Never Underestimate a Candidate’s Potential
• Incorporate ‘Show, Don’t Tell’ Challenges
• Prioritize Curiosity and Data Analytics Skills
• Create Meaningful Opportunities for Growth

Implement Comprehensive Onboarding and Mentorship

As both an entrepreneur and a former college marketer, I’ve had the opportunity to see the challenges of early career hiring from both the student and employer perspectives. The transition from student to employee can be difficult, as many new hires struggle to understand office culture and the importance of developing foundational skills in entry-level roles. At the same time, employers often expect young employees to be fully prepared and may not understand the gaps in their workplace readiness.

To address these challenges, I believe two key practices are essential: 1) an onboarding process that covers both office norms and expectations, in addition to the usual HR and legal training, and 2) the assignment of an in-house mentor who is dedicated to supporting the new employee’s growth and success within the company.

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