18 tips for employers hiring early career candidates for advertising and marketing roles

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.

Jennifer Yamnitz, Owner, Adance Marketing

Build Relationships with Colleges and Platforms

As an employer, it’s essential to meet early-career candidates where they are. Invest in building relationships with colleges, universities, and platforms like Handshake to tap into emerging talent pools. Offering internships or co-op programs can also provide candidates with hands-on experience while allowing you to evaluate their potential for full-time roles.

Additionally, tailor your job descriptions to focus on transferable skills rather than just experience. Many early-career candidates may not have an extensive portfolio, but they can bring creativity, adaptability, and a fresh perspective to your team.

Finally, emphasize your company’s commitment to mentorship and growth opportunities. Early-career professionals are looking for more than just a job—they want a place where they can learn and develop their skills. Highlighting these aspects in your recruitment strategy can make a significant difference in attracting top-tier talent.

Zach Gagnon, Marketing Manager, City Personnel

Focus on Practical Experience Over Qualifications

One of the smartest hires I ever made for an entry-level marketing role didn’t even study marketing. She was a sociology major who had spent her senior year running an Instagram page for a local coffee shop, growing it by 5,000 followers through clever posts and authentic engagement. That told me they understood people, and that’s half the battle in marketing.

When I hire, I always ask people to bring in something they’ve worked on. It could be a blog, a volunteer project, or even a hobby. I want to know why they made the choices they did: what worked, what didn’t, and what they’d do differently next time. That tells me more about their ability to solve problems and connect with an audience than any degree ever could.

The managers who are looking to bring new talent on board should avoid their obsession with conventional qualifications. Focus on people who’ve gotten their hands dirty, even if it’s in unconventional ways. The best marketers are resourceful, adaptable, and know how to deliver results with whatever tools they have.

Peter Lewis, Chief Marketing Officer, Strategic Pete

Prioritize Creative Problem-Solving Skills

For employers hiring early-career talent in marketing and advertising, my top advice is to prioritize creative problem-solving skills over industry experience.

Entry-level candidates often won’t have extensive resumes or portfolios, but they can shine in how they approach challenges. Introduce practical tasks into the hiring process, like asking candidates to create a brief social media campaign or analyze a simple marketing dataset. This not only reveals their ability to think critically but also demonstrates how they approach real-world scenarios.

When we revamped our early-career hiring process, we included a brainstorming exercise where candidates proposed ways to market a niche product to a younger demographic. One candidate, who initially seemed less experienced on paper, impressed us by suggesting a campaign integrating TikTok trends with user-generated content. That idea eventually evolved into a successful campaign for us.

Reilly James Renwick, Chief Marketing Officer, Pragmatic Mortgage Lending

Assess Candidates’ Thought Process During Interviews

In my experience hiring for digital marketing and advertising roles, I’ve found that early career candidates often lack extensive experience, which makes their thought process the most valuable indicator of their potential. One question I always ask during interviews is about their favorite ad campaign—whether it’s an all-time favorite or something recent—and I focus on the why behind the choice.

This question provides insights into how they dissect ads, their ability to recognize value propositions, and their approach to analyzing impact. It shifts the conversation from what they’ve done to how they think, which is key for younger professionals.

One of my most successful hires, despite having zero experience, was able to describe their favorite campaign in terms of storytelling and audience connection, which showed they understood the brand strategy and goal of the advertiser.

This question has helped me identify strong candidates who bring creativity, critical thinking, and unique perspectives to the team skills that often outweigh experience at this stage of their career.

Liam Waddy, Sr. Manager Cross-Channel Paid Media, Colibri Group

Create a Supportive and Agile Work Culture

Focus on creating a robust work culture that supports agility and flexibility. In my experience with companies like Adobe, I’ve seen how agile methodologies empower new hires to thrive. Encourage cross-functional collaboration and provide access to core technologies that simplify these interactions.

Implement practical content creation projects during the early stages of employment. While consulting for CBS, I guided teams to develop modular content strategies. New marketers can learn to repurpose content efficiently across channels, honing crucial adaptive skills.

Prioritize operational insights to measure return on effort (ROE). As seen with our clients, integrating AI in content management has improved productivity by translating efforts into tangible results. Help newcomers recognize how their contributions drive success by ensuring their efforts are both visible and rewarding.

Maxwell Mabe, Vice President of Product Marketing, Aprimo

Emphasize Diversity and Inclusion in Hiring

In my experience, one crucial piece of advice for employers aiming to enhance their early career hiring practices for marketing and advertising roles is to prioritize diversity and inclusion. By actively seeking out candidates from varied backgrounds and perspectives, companies can cultivate a more innovative and effective team. This approach not only enriches the workplace culture but also brings a multitude of viewpoints that can lead to more creative solutions and strategies.

For instance, I once worked with a marketing agency that made a conscious effort to diversify their entry-level hires. They implemented targeted outreach programs to attract candidates from underrepresented groups and partnered with organizations that support diversity in the workplace. This initiative not only led to fresh ideas and approaches but also resonated with a broader range of clients, ultimately boosting the company’s reputation and bottom line. The diverse team was able to connect with clients on a deeper level, understanding their unique needs and preferences, which translated into more effective marketing campaigns.

Rengie Wisper, Marketing Manager, Palmako

Use Practical Portfolio Projects for Evaluation

I’d say that leading taught me that practical portfolio projects reveal far more about early career marketing talent than traditional interviews. Rather than asking hypothetical questions, we give candidates real marketing challenges—like analyzing one of our underperforming social media channels and presenting a strategy for improvement. This hands-on approach shows us how candidates think, solve problems, and communicate their ideas. Not only does this help us identify truly promising talent, but it also gives candidates valuable insight into the actual work they’ll be doing. This strategy has consistently helped us find marketing hires who hit the ground running.

Aaron Whittaker, VP of Demand Generation & Marketing, Thrive Digital Marketing Agency

Offer Experiential Learning Opportunities

Improving early career hiring practices for marketing and advertising roles begins with recognizing the unique needs and aspirations of recent graduates and young professionals. Tailoring recruitment strategies to align with their values and career goals can significantly enhance your talent acquisition efforts.

One critical piece of advice is to focus on experiential learning opportunities within your hiring process. Offering internships, entry-level roles with structured mentorship programs, and clear growth pathways allows candidates to see how they can thrive and evolve within your organization. This approach not only attracts top talent but also ensures they feel invested in your company’s success.

For instance, at Billshark, we revamped our early career hiring process by integrating a mentorship component. New hires were paired with seasoned team members who guided them through hands-on projects, like developing digital marketing campaigns or analyzing user engagement metrics. This not only accelerated their learning curve but also fostered a sense of belonging. The result? A 35% increase in retention rates among entry-level employees, coupled with a noticeable improvement in campaign innovation.

To attract and retain exceptional young talent, employers should emphasize learning and growth opportunities in their job descriptions and interviews. Showcasing a commitment to professional development through training programs, mentorships, and project ownership will not only enhance your employer brand but also position your company as a launchpad for aspiring marketers and advertisers.

Laura Beaulieu, VP Marketing, Holistiplan

Rethink Traditional Qualifications and Internships

Marketing is changing quickly, and schools can’t keep up. Some of the best ideas come from people who never took a marketing class. They learned by running Instagram shops or building groups on Discord. 

What should change? We need to think differently when hiring people. A fancy internship or degree might show who had more opportunities, not who has the most talent. I have seen amazing campaigns created by people who taught themselves through YouTube and real-life experience. 

How can we do better? Give candidates real challenges that are like actual work. Instead of asking about marketing theories, give them a real task and 48 hours to make a mini-campaign. Let them show how they think, create, and solve problems. When I started doing this, we found amazing talent we might have missed, like Sarah, who had no marketing degree. However, she showed great understanding of audiences through her TikTok content. 

Remember, you are not just hiring someone; you are investing in the future of marketing. Give these new voices a chance to prove what they can do.

Arslan Habib, Digital Marketer | Business Strategist, Global SustainabilityJobs List

Assess Communication Skills with Real-World Challenges

I’ve learned the value of communication skills in early career hiring for marketing roles. It’s crucial to assess candidates’ ability to use voice, video, and text tools efficiently. By offering a trial assignment related to a real-world communication challenge, you can gauge their practical skills and creativity.

One approach I advocate is to immerse new hires in small, strategic projects that gradually scale in complexity. This method aligns with how we build partnerships and allows emerging marketers to develop confidence through incremental achievements, mirroring our “start small” philosophy.

Furthermore, ensuring that new team members have a robust foundation in communication technology can set them up for success. We provide comprehensive training on our communication tools, allowing employees to understand product intricacies, which not only benefits their professional growth but also enriches internal collaboration.

Amber Bigler Newman, Director of Marketing, Phone.com

Connect Roles to the Organization’s Mission

It is important to connect the role with your organization’s wider mission. Early career professionals also want to believe their work has value beyond the routine. For instance, when we recruited a marketing coordinator, we laid out how their efforts would directly impact the number of homes receiving improved energy deals. This clarity enabled us to hire talented and highly motivated people. Once we did this, we experienced a 25% increase in application quality versus listings based on just skills.

I believe that demonstrating how the role drives something meaningful gives you a feeling of ownership right from the start. Those candidates who know that what they are doing matters beyond their position stay active and involved.

Benjamin Tom, Digital Marketing Expert and Utility Specialist, Electricity Monster

Prioritize Soft Skills Over Hard Skills

Prioritize soft skills over hard skills. You can teach a new hire how to use Mailchimp or Google Ad Words—provided they’re teachable and someone worth investing in. This includes, but goes beyond, hiring for culture fit. In your interviews, see if they’re capable of deeper critical thinking and resourcefulness. Test for harder-to-teach skills like writing or research. And use smaller touch points like interview scheduling to see how responsive the candidate is. How they act in a job hunt is a peek into how they’ll handle projects or clients once they’re hired.

Robert Carnes, Marketing Manager, GreenMellen

Hire Strong Writers for Marketing Roles

Hire good writers. Anyone who is not already a strong or budding wordsmith is going to slow down your marketing efforts. 

There are countless college grads with degrees in communications, marketing, public relations, English/literature, and creative writing. And it’s my experience that the young professionals with marketing and PR degrees are the least prepared to work in marketing and PR. Why? Because they can’t write! (And when you hire someone who CAN write, it’s magic!)

It does you no good (and actually does you a great deal of harm) if you’ve got newbies on your team who know all the buzzwords—who know about “broad match” versus “exact match” on keyword bidding for search marketing—but who can’t tell a compelling story about your product or service, can’t write a professional memo to the boss, and can’t craft a press release if their life depended on it. You can TEACH the ins and outs of marketing, advertising, PR, internal communications, and even crisis communications to any employee, regardless of their college major. But it’s much, much harder to teach someone to write. 

When I was the head of communications for a medical sciences university, I had a summer intern who was studying public relations. And it was a disaster. Not because she behaved unprofessionally at the office (which she did) or because she had a level of arrogance she had not yet earned (also true), but because she was a poor writer. I’d give her basic assignments—”write this story for the newsletter,” “write the invitation for the upcoming event,” “draft a memo to the team about the new policy”—and she’d come back with confusing, thin, circular, immature drivel. 

I’d rewrite it from scratch, put on my “former English professor hat” to try to teach her some tricks of the writing craft, and she’d get angry with me for not publishing her first drafts and for not letting her do the cool stuff (like talk to reporters from broadcast news—can you imagine?). In the end, she wrote a scathing review of my supervision of her internship, basically saying I didn’t trust her and didn’t let her do anything cool. 

In my defense, I never asked her to get me a cup of coffee and I tried really hard to mentor her. But she was in love with the sizzle and buzz of marketing and advertising without realizing that it takes a brilliant vocabulary and a strategic mind to cook up messages worthy of the marketplace. Hire people who can write on Day 1. You can train them on everything else.

Kate Colbert, Author | Marketer | Speaker | Researcher | Communications Coach | Higher-Education Futurist, Silver Tree Communications

Never Underestimate a Candidate’s Potential

My advice is to never underestimate potential. Sometimes a candidate’s willingness to learn, adapt and think differently outweighs experience and education. This is especially true at the beginning of a career in marketing and advertising, where everything depends on a person’s creativity and ability to be flexible.

First, look for candidates who have already demonstrated their own desire to work in this field. This can be a portfolio of personal work or visits to forums or various educational courses. This shows that the candidate is interested in marketing and trying to gain experience, which is important for working in this changing industry.

Another point is mentoring. Show the person, through your own example, that you too started small. As a leader, the ability to inspire is necessary because it helps everyone on your team grow.

Taras Talimonchuk, CMO, Claspo

Incorporate ‘Show, Don’t Tell’ Challenges

In addition to your interviews, incorporate mini-marketing challenges throughout the recruitment process. This is a great way to see how candidates solve real-world problems and think strategically. For example, you can have them try to come up with a viral TikTok idea, rework your latest ad, or analyze marketing data. There are so many different ways these types of challenges can be included and can easily be tweaked to match the job description.

Ashlee Dickson, Sales And Marketing Associate, Console Vault

Prioritize Curiosity and Data Analytics Skills

One piece of advice for employers looking to improve early career hiring in marketing and advertising is to prioritize curiosity and a strong interest in data analytics. Look for candidates who are not only eager to learn but who also demonstrate a genuine curiosity about how things work and how they can improve. The marketing landscape evolves rapidly with changes in sales strategies, budgets, regulations, and emerging technologies—so flexibility and adaptability are crucial. Hiring individuals who thrive on learning and can pivot quickly will set your team up for success in navigating these constant shifts.

Kelly Nuckolls, CMO, Jeskell Systems

Create Meaningful Opportunities for Growth

Focus on creating meaningful opportunities for growth. Early career professionals in marketing and advertising value mentorship and hands-on experience more than ever. Develop clear onboarding plans, assign mentors, and offer opportunities to work on real campaigns or data analysis projects. This not only helps new hires build their skills but also ensures they feel valued and invested in your organization. Prioritize potential over perfection when hiring—look for curiosity and a willingness to learn, as these traits often lead to the most success in fast-paced industries like ours.

Nelson Huang, CEO / Founder, ARKTOP