Looking to hook a Conversion Optimizer? You’re not alone. A search on LinkedIn yields over 19,000 jobs in conversion optimization. And in Menlo Park alone, there are 1,468 optimization jobs, according to SimplyHired.
ManpowerGroup’s Talent Shortage Survey found the most common reason companies struggled to fill jobs in 2014 is that candidates don’t have the necessary technical skills. Hiring managers are struggling to fill optimization positions because good candidates must have a special set of skills including digital marketing, A/B testing, behavioral psychology, UX design, and data analytics.
What can you do to overcome this challenge? According to Lazlo Bock, head of People Operations at Google and author of the recently published book Work Rules!, the best and brightest candidates usually aren’t looking for a job. That’s why Google’s recruiters search the Internet to identify passive seekers—candidates who aren’t necessarily thinking about leaving their current jobs—and net them into Google’s candidate pipeline.
To manage a successful candidate pipeline, you’ve got to go where the fish are: consider referrals and networking. Attending conferences and local industry meetups is a great way to snag potential candidates and pool your prospective candidate base. Consider, for example, attending the upcoming Conversion Conference on May 12-14 in Las Vegas. Taking part in premier networking events is a great way to meet thought leaders and community members who may be just the talent you’re looking for. But to net a prize winner, you have to cast a broad net. Look beyond speaker profiles and see what folks are saying.
Another strategy you can take to overcome the shortage of optimization talent is to provide additional training and development to existing staff. Consider investing in courses, webinars, and forums that will show your staff how to master conversion. More than anything, keep at it: perseverance is the best bait.
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