Recruiting skilled digital marketing professionals in 2025 is more competitive than ever. Businesses are fighting for attention from top candidates, yet many still make basic hiring mistakes that result in missed opportunities, prolonged vacancies, or poor fits.
In the Top 10 Hiring Mistakes to Avoid When Recruiting Digital Marketing Talent in 2025, we explore the most common hiring mistakes companies make when trying to recruit digital marketing talent—and how you can avoid them. If you want to improve your time-to-hire, attract better candidates, and reduce churn, this is a must-read.
Need a broader view of the market? Read The Ultimate Guide to Digital Recruitment in 2025: Strategies, Tools & Trends.
The Digital Marketing Talent Landscape in 2025
Before diving into common mistakes, it's important to understand the current recruitment landscape. Digital marketing roles have seen unprecedented growth, with demand outpacing supply for specialised skills:
- PPC specialists have seen a 48% increase in job listings since 2024
- Content strategists are among the top 5 most difficult-to-fill positions
- 67% of digital marketers receive multiple offers when job hunting
This competitive environment means employers must refine their recruitment approach to stand out.
1. Writing Vague or Overloaded Job Descriptions
Job descriptions are often the first impression candidates have of your business—and too often, they fall flat.
Common issues:
- Overly generic language ("digital ninja", "rockstar marketer")
- Laundry lists of responsibilities with no clear priorities
- Missing info on salary range, remote working, or career progression
- Excessive requirements that discourage qualified candidates
How to Fix It:
Be specific about role goals, daily tasks, and must-have skills. Include your tech stack, team structure, and benefits. Use platforms like Workable for modern, clear templates.
Example: Before vs. After
Before: "Looking for a digital marketing guru with excellent skills in all channels."
After: "Seeking a PPC Manager with 3+ years experience managing Google Ads campaigns (min. £50k monthly spend). You'll lead a team of two specialists, optimising retail campaigns with a focus on ROAS. Hybrid working (2 days office/3 days remote), salary £45-55k depending on experience."
2. Rushing the Hiring Process
In a rush to fill the gap, some businesses skip steps or make snap decisions—resulting in bad hires that cost an average of 30% of the employee's first-year salary.
Mistakes include:
- Skipping second interviews
- Not involving key stakeholders
- Making offers without clear benchmarks
- Failing to check references thoroughly
How to Fix It:
Set a clear process that includes screening, technical assessment (where appropriate), and team fit interviews. A thoughtful process = better long-term outcomes.
Case Study: Improved Hiring Process
A leading eCommerce brand reduced their mis-hire rate by 40% by implementing a structured four-stage process:
- Initial screening call
- Technical assessment (real-world task)
- Team interview
- Final interview with leadership
3. Focusing Only on Hard Skills
Sure, technical ability matters. But cultural fit, collaboration, adaptability, and communication are equally important—especially in hybrid or remote-first teams.
The cost of ignoring soft skills:
- Increased team conflict
- Poor client communication
- Difficulty adapting to changing priorities
- Limited growth potential
How to Fix It:
Use interview formats that assess both hard and soft skills. Ask for examples of how the candidate worked cross-functionally or navigated change. Consider behavioral interview techniques that reveal problem-solving approaches.
4. Ignoring Market Benchmarks for Salary
Digital marketers know their worth—and if you're not competitive, they'll go elsewhere. With tools like Glassdoor and Payscale, candidates know what's fair.
Current UK salary benchmarks (April 2025 - London):
How to Fix It:
Benchmark salaries using live data. For niche roles (e.g. affiliate or CRM), consult a specialist recruiter who knows the market. Consider the total compensation package, including benefits, flexibility, and growth opportunities.
5. Not Using Specialist Recruiters When Needed
Hiring for PPC or SEO might seem straightforward—but finding someone who can scale campaigns, analyse data, and deliver ROI requires industry insight.
Benefits of specialist recruiters:
- Access to passive candidates (not actively job hunting)
- Market knowledge on realistic salaries and skills
- Faster shortlisting of qualified candidates
- Reduced time-to-hire (average 40% improvement)
How to Fix It:
For roles where expertise is critical, partner with a digital marketing recruitment specialist. They already have relationships with talent who aren't on the open market.
Discover the full value of this approach in our guide: Why Use a Recruitment Agency to Hire Digital Marketing Talent?
6. Failing to Sell Your Business to the Candidate
Great candidates are also evaluating you. If your pitch is weak or inconsistent, they'll opt for a better employer brand.
What candidates are looking for in 2025:
- Clear career progression paths
- Flexible working arrangements
- Modern tech stack and tools
- Company values and social responsibility
- Learning and development opportunities
How to Fix It:
Clearly explain your vision, values, team culture, and career growth opportunities. Personalise your follow-ups. Make the candidate feel wanted by responding promptly and keeping them informed throughout the process.
7. Overcomplicating the Application Process
Too many form fields, multiple interview rounds, slow communication—these all contribute to candidate drop-off. Research shows 60% of job seekers have abandoned applications due to length or complexity.
Common friction points:
- Lengthy application forms
- Requiring cover letters for initial applications
- Excessive assessment stages
- Poor communication between stages
- Long delays in feedback
How to Fix It:
Streamline your application flow. Use tools like Greenhouse or Workable to simplify scheduling and communication. Aim for a maximum 2-week process from application to offer for most digital marketing roles.
8. Neglecting Diversity and Inclusion in Recruitment
Diverse teams drive better marketing outcomes, yet many companies fail to implement inclusive hiring practices.
Impact of diverse marketing teams:
- Better understanding of diverse customer bases
- More creative campaign approaches
- Improved problem-solving capabilities
- Enhanced brand reputation
How to Fix It:
- Use gender-neutral language in job descriptions
- Implement blind CV reviews to reduce unconscious bias
- Ensure diverse interview panels
- Partner with organisations that support underrepresented groups in marketing
9. Poor Onboarding Processes
The recruitment process doesn't end with an accepted offer. Poor onboarding leads to early departures and reduced productivity.
Effective digital marketing onboarding includes:
- Clear 30/60/90 day plans
- Access to necessary tools and platforms
- Introduction to key stakeholders
- Regular check-ins during the first month
- Assigned mentor or buddy
How to Fix It:
Create a structured onboarding program specifically for digital marketing roles that includes technical setup, team integration, and clear initial objectives.
10. Overlooking Employer Branding on Digital Channels
Your job ads aren’t the only thing candidates are evaluating. In 2025, savvy digital marketers will research your business across LinkedIn, Glassdoor, Instagram, and even TikTok before deciding to apply. If your online presence doesn’t reflect your values, team culture, or success stories, you may be missing out on top talent.
Common employer branding gaps:
- Inactive or inconsistent company social media profiles
- No employee testimonials or “day in the life” content
- Low Glassdoor ratings with no employer response
- Website careers page that’s out-of-date or generic
How to Fix It:
Treat employer branding like a marketing campaign. Share team wins, spotlight employee journeys, and respond transparently to reviews. Encourage staff to post organically about their work life. Tools like Canva or CultureAmp can help bring your culture to life and improve perception among passive candidates.
Frequently Asked Questions (FAQ's)
Frequently asked questions about the top hiring mistakes to avoid when recruiting digital marketing talent in 2025.
Q: How long should the digital marketing recruitment process take?
A: For most digital marketing roles, aim to complete the process within 2-3 weeks from initial application to offer. Specialist or senior positions may require 3-4 weeks to accommodate more comprehensive assessments.
Q: What's the most effective way to assess digital marketing skills?
A: Practical assessments that simulate real work are most effective. For example, ask PPC candidates to analyze a campaign, SEO specialists to audit a page, or content strategists to develop a brief content plan.
Q: How important is industry experience when hiring digital marketers?
A: While industry experience can be valuable, transferable skills and adaptability are often more important. Many top digital marketers can quickly apply their expertise across different sectors.
Q: Should I hire for potential or experience?
A: This depends on your team structure and resources for training. Junior roles with good mentorship can focus on potential, while more strategic positions typically require proven experience.
The EngageMore Verdict
Hiring top digital marketing talent in 2025 isn't just about filling a role—it's about building a team that drives business growth. Avoiding these mistakes will help you save time, attract better candidates, and improve retention.
By implementing these recommendations, you'll not only improve your recruitment outcomes but also strengthen your employer brand in a competitive market.
At EngageMore Talent, we connect brands with top-tier digital marketing talent. Whether you’re scaling fast or making your first strategic hire, our expert team is here to streamline your recruitment journey—from brief to offer. Let us help you build a team that drives results in 2025 and beyond.