Why Hiring Marketing Talent for SaaS Is Tougher Than Ever?
The UK’s SaaS sector is growing, with over 2,973 companies generating a collective turnover of £87.9 billion annually. With an industry growth rate of 25.9%, the demand for skilled marketing and digital professionals has skyrocketed. However, finding and retaining the right talent has become increasingly challenging due to market dynamics, candidate expectations, and hiring inefficiencies.
High Turnover Rates in the UK Are Disrupting Marketing Recruitment Efforts
According to LinkedIn Talent Insights, the average tenure of marketing and digital professionals is just 2.1 years. Within the SaaS sector, this number is even lower, with Chief Marketing Officers (CMOs) staying in roles for just 9–18 months.
This turnover creates a perpetual recruitment cycle that drains resources and impacts business continuity. In fact, 47% of digital professionals in the UK plan to switch roles within the next six months, highlighting the need for effective retention strategies
The Growing Talent Demand in SaaS Marketing
Hiring managers are feeling the pressure, with many marketing leaders planning to expand their teams in 2024 to meet increasing demands. As SaaS organisations scale, they require marketing professionals who can execute data-driven campaigns, build brand presence, and navigate ever-evolving digital landscapes.
Yet, the talent pool for skilled marketers and digital professionals remains limited, forcing businesses to compete heavily for top-tier candidates.
According to the Open University Business Barometer, a lack of relevant applicants heavily hindered businesses abilities to recruit in 2024.
Inefficient Recruitment Processes Are Driving Candidates Away
A significant number of UK businesses are struggling with inefficient recruitment processes, spending up to 10 hours a week just scheduling interviews. On top of that, 38% of candidates report not receiving any feedback after interviews, and 52% would not recommend a company following a negative experience.
This not only damages employer branding but also contributes to the growing issue of candidate disengagement. A staggering 86% of UK job seekers admit to ghosting employers during the hiring process, with 31% finding it acceptable to do so even before an interview.
Overly lengthy recruitment processes also pose a significant problem, with 52% of candidates unwilling to attend more than two interviews for a role. Add discriminatory practices, reported by 63% of UK job seekers, and you have a recipe for disengagement.
Younger demographics, particularly Gen Z, are quick to move on if they encounter a poor experience. For instance, 34% of Gen Z workers have accepted job offers only to fail to show up on their first day, a phenomenon known as "career catfishing."
Building a Better Recruitment Strategy
Recruiting marketing and digital professionals for SaaS organisations in the UK is undoubtedly challenging, but it’s not impossible. By addressing inefficiencies, focusing on candidate experience, and aligning hiring practices with industry demands, SaaS businesses can attract and retain the right talent to drive growth.
To enhance your hiring process, consider the following strategies:
1. Clearly Define Roles and Requirements
Establishing a precise job description is crucial. It outlines the essential aspects of a position, providing clarity on the role, responsibilities, qualifications, and expectations. This ensures that all stakeholders, including hiring managers and HR teams, have a unified understanding of the position, facilitating a more efficient recruitment process.
2. Understand Market Dynamics and Candidate Qualifications
The job market is dynamic, with factors like salary expectations, work-life balance, and benefits evolving rapidly. It's essential to stay informed about these trends to align your offerings with candidate expectations. Additionally, job titles can be misleading; similar titles may encompass different responsibilities across companies. Therefore, delve deeper into candidates' experiences and skills rather than relying solely on titles to assess suitability.
3. Optimise Interviewing and Onboarding Processes
Implement structured interview techniques, such as the STAR (Situation, Task, Action, Result) or CAR (Context, Action, Result) methods, to elicit concrete examples of candidates' past achievements and assess their fit for the role. A well-defined onboarding programme further ensures that new hires integrate smoothly, understand company culture, and are productive from the outset.
By focusing on these areas, businesses can enhance their hiring processes, attract top talent, and reduce turnover rates.
Some of the ways Solis support businesses in improving hiring processes is by:
Assessment of role compared to market talent
Aligning expectations with market realities
Supporting shape recruitment processes
Headhunting services
Employer Value Proposition Development
Utilising technology to streamline the recruitment process
Whether you're a startup aiming to expand your team, a scale-up seeking professionals to drive your next growth phase, or a multinational establishing a new team in the UK or Europe, Solis Recruitment is here to support you.
Partnering with a specialised recruitment agency, such as Solis, can help streamline the process and provide access to top-tier professionals with the skills and experience your business needs to thrive.