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Perspectives
Three quick ideas for filling your team’s next marketing role.

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GREGG
BLANCHARD
       

This year has seen a surprisingly large number of late-summer resort marketing gigs coming available. I added three over the weekend alone, and two more were added this morning before I could start typing this.

As such, I wanted to offer three bits of perspective or advice or whatever if you’re in this boat of trying to fill a vacancy on your team before the season rolls around.

First, tell your HR team about the job board.
The job board here on SlopeFillers is the most viewed single page (aside from the homepage) on the site. Every year I hear from resorts who have found great new hires through it.

I’ve dug into this a little bit, and it turns out that the resorts who get the most value from it have one thing in common: they’ve put this on the radar of their HR team to help them remember to post here.

Second, post more than a link to a listing.
Job listings are great, but do something a little extra to catch folks attention. I recently saw two great examples from Crabbe and Red that I think are absolutely worth a try.

And notice what RED does there as well, “if you tag someone we hire, we’ll throw a lift ticket at ya.” RED average fewer than 10 comments per post, but that one is approaching 50. The Crabbe post doesn’t have a single comment.

In other words, ask your audience to help find a candidate and they will.

Third, hiring for values.
This is something I’ve been thinking about a lot lately. Yes, you want the right skills, but you also want someone who shares your values.

You don’t want someone who sees this as just another job, you want someone who cares about what you’re trying to do on a level deeper than that. Who cares about this industry, your town, or your story in a way that others don’t.

Someone that won’t just bounce to “another random gig” (from their perspective), but will stick it out in the hard times.

Best of Luck
Just posting on the SlopeFillers board, a clever IG post, and hiring for values won’t guarantee the perfect hire, but hopefully it helps.

Whatever the case, fingers crossed that the next hire you make is your best.


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