Digital Marketing Technician
job description
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Digital Marketing Technician
job description example
It's important to craft a job description that stands out. This template is designed to encompass the essential roles and responsibilities that potential candidates seek. It sheds light on the soft skills and company culture fit that make your opening unique.
Job Title: Digital Marketing Technician
Are you a digital enthusiast with a knack for creating, sourcing, and managing content? Do you take pride in staying updated with shifting marketing trends and possess the requisite skills to incorporate these trends into practice, subsequently driving the business forward? If so, we have a golden opportunity for you. We are in search of a dynamic Digital Marketing Technician to join our flourishing team.
In your role as a Digital Marketing Technician, you will strategise and oversee our digital marketing campaigns across all digital channels, working with a large amount of data to evaluate and enhance our online presence. Your key responsibilities will include planning and executing all web, SEO/SEM, email, social media, and display advertising campaigns to expand our brand's reach in the online world while driving website traffic and acquiring leads/customers.
Ideal candidates will have proven experience in a similar role and a thorough understanding of the digital marketing landscape, including emerging digital tools and platforms. A strong background in SEO/SEM, Google Analytics, and CRM software is essential.
The ability to work collaboratively is critical in our fast-paced environment. Outstanding creativity, problem-solving skills, and meticulous attention to detail will set you apart in this role.
Key Qualifications:
- Proven experience in digital marketing
- Solid knowledge of website analytics tools (i.e., Google Analytics)
- Experience with A/B and multivariate experiments
- Workable knowledge of HTML, CSS, and JavaScript
- Up-to-date with the latest trends and best practices in SEO and SEM
We offer:
- Competitive remuneration
- Comprehensive health benefits
- Encouraging work environment
- Opportunities for professional growth
At our company, we believe that technological innovation is the key to success in the market. With us, you'll enjoy an exciting career path that offers challenging work and the opportunity to make a profound impact.
If you meet the qualifications and are excited about our mission, then we encourage you to apply. Please submit your CV and a cover letter explaining your interest in the role and how you believe you can add value.
Let's drive digital innovation together - apply now!
Analysis of Digital Marketing Technician job copywriting style
Understand how the use of actionable language, targeted keywords, and a conversational tone can enhance readability and applicant interest.
Clarity and Detail
The job description is reasonably clear but could benefit from more detail regarding specific responsibilities and performance metrics. The qualifications list is clear, though it assumes familiarity with industry jargon, which could be a barrier. Despite a brief mention of company culture, it lacks depth in conveying the day-to-day environment and team dynamics.
Inclusivity and Unconscious Bias
The language used is generally inclusive and free of obvious biases. However, statements like 'golden opportunity' and 'drive digital innovation together' are somewhat clichéd and might not resonate with all demographics. The job description might be improved by including a statement about the company's commitment to diversity and an equal opportunity employer disclaimer.
Candidate Engagement and Persuasion
The narrative is moderately engaging, using action-oriented language and phrases that suggest high energy and a progressive mentality. It could enhance engagement by offering a glimpse into current projects, the team's ethos, or testimonials from existing employees. A more explicit statement of the impact the candidate could have could also be persuasive.
Comparison with Common Pitfalls
The job description avoids certain common pitfalls such as overly detailed job requirements or an intimidating list of qualifications. However, it lacks specificity in the role's challenges and opportunities for innovation, which are essential for attracting top talent in the digital marketing field. Adding specific examples or milestones can create a clearer picture of what the role entails.
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What is Zettlor?
Zettlor is a platform that facilitates the sourcing of candidates not found on traditional job boards. It helps hiring managers, talent acquisition professionals, and recruiters by providing specialized connectors to launch, expand, and manage employee referral programs.
Zettlor offers integration with 50+ ATS and HR tools, aims to increase referrals per role, ensure 9/10 qualified candidates, and provide 2x retention for referred hires. Employers only pay when the new hire meets retention requirements. It has a significant impact on the hiring process and offers no upfront cost or long-term contracts.
How the zet does it work?
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Connect your applicant tracking system (ATS) or bulk upload the jobs you need to fill. There is no up-front cost, no contracts, and no risk.
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Technician
Connector bonus for placement
$1,250/month
for 6 months
"Zettlor has significantly boosted our referral program, making a remarkable impact on our hiring process for technicians."
Teddy
Owner at Leonard Splaine HVAC
Zettlor
VS
The Current Standard
Access anyone’s network
Limited to the big marketplaces or recruitment firms
Pay $0 up-front
Pay tens of thousands to a recruitment firm up-front
Pay connectors for successful placements
Pay connectors for monthly subscriptions, sponsored posts, pay for candidates, and pay-per-click ads
Set custom retention requirements
No guarantee your new hire is the right fit the job
A single contract for unlimited connectors
A new contract for every recruiter
AI-powered candidate qualification
Spend lots of time combing through resumes
Supercharge your best channel
Referred candidates are 55% faster to hire and stay 2x longer. Of employers, 88% rate their referral programs as their best source of candidates.
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