Hiring a Growth Marketer? Why a Growth Mindset Outweighs Hard Skills

Startups are often in search of growth marketers to help scale their business. With the right person in place, a startup can be more agile, reach more customers, and grow faster. But when it comes to hiring a growth marketer, many startups often overlook the importance of a growth mindset. Having a growth mindset, it turns out, is more important than having the right hard skills. In this article, we’ll explore why a growth mindset is essential when hiring a growth marketing employee.

What does a Growth Marketer do?

A growth marketer’s job is to focus on scaling a company’s growth. That means they are responsible for developing and executing marketing strategies that will increase customer acquisition, activation and retention. This could include developing and launching campaigns, creating and managing content, optimizing for SEO, and understanding the customer journey.

Growth marketers also need to be able to analyze data to measure the success of their strategies. They need to be able to identify key trends and insights from data, and make informed decisions based on their findings.

What qualities should you look for when hiring a Growth Marketer?

When it comes to hiring a growth marketer, there are certain qualities you should look for. First and foremost, you should look for someone with a growth mindset. They should be open to trying new things and taking risks. They should also be comfortable with experimentation and learning from mistakes. In addtion: Hard- and Softskills.

What is a Growth Mindset?

👍 A growth mindset is a way of thinking that emphasizes learning and development. It’s a mindset that focuses on seeing failure as an opportunity for improvement, and taking risks to drive growth. People with a growth mindset are more likely to be open to new ideas, experiment with different strategies, and stay current with industry trends.

👎 This is in contrast to a fixed mindset, which is a way of thinking that emphasizes staying in one’s comfort zone and avoiding failure. People with a fixed mindset are more likely to be resistant to change and to shy away from trying new things.

Why hiring for a Growth Mindset is important for Startups

Startups are all about taking risks and pushing boundaries. To succeed, they need to be able to experiment, take chances, and adjust their strategies quickly based on customer feedback. 

With a growth mindset, a growth marketer is more likely to be open to trying new things and taking risks. This talent is also more likely to be able to think outside the box and come up with creative solutions to challenging problems. 

What Are the Benefits of a Growth Mindset?

Having a growth mindset has many benefits. People with a growth mindset are more likely to be open to new ideas, take risks, and learn from their mistakes. They’re also more likely to be able to come up with creative solutions to challenging problems.

In addition, a growth mindset can help create a culture of learning and development. This can be beneficial for every startup employee, as it can help foster innovation and collaboration. A growth mindset can also help create a more positive work environment, as it encourages employees to take ownership of their work and strive for improvement.

How to evaluate the Mindset of your candidate

Yes, go ahead and ask questions regarding their experiences, skill set and leadership know-how.

During the hiring process include questions that specifically focus on how an individual handled a particular challenge and how they learned and grew from it.

Try to get a sense of how the talent approaches challenges and how they view failure. Ask them to tell you about a time they took a risk and how it worked out. Or, ask them for their thoughts on the importance of experimentation and learning from mistakes.

Questions you can ask to evaluate the “Growth Mindset” of a Growth Marketing Candidate:

❓ Who has been instrumental in helping you advance in your career and how did they support your growth?

❓ What steps did you take to create opportunities for personal and professional development in your previous role?

❓ Have you ever approached your supervisor to express disagreement with their handling of a situation? If so, please provide an example and describe their response and what you learned from the experience. If not, what was the reason for not doing so?

❓ Can you describe your usual method for making decisions and how you incorporate alternative perspectives and feedback?

More uncommon questions:

❓ What steps would you take to become an expert guitar player? 

The answer can provide valuable insights into a candidate's mindset and approach to learning. Candidates who are open to learning new things and are able to articulate a plan for acquiring a new skill, can be a positive indication of a growth mindset. On the other hand, a candidate who dismisses the idea of learning something new, may have a fixed mindset and an aversion to personal and professional development.

❓ What recent resources (book, article, podcast) have influenced your thinking or perspective on your work?

Pay attention to how a candidate talks about the successes of others and how they apply this learning to their own work. Individuals with a growth mindset tend to actively seek out information and inspiration from others and are energized by the opportunities for personal and professional development that these examples provide. 

❓ What areas of personal and professional development would you need to focus on in order to excel in your manager's role?

Candidates with a growth mindset will likely recognize the need to improve and acquire new skills to advance to a higher position. This shows an understanding that skills can be developed and growth is achievable. Observe their attitude when answering, do they express enthusiasm or reluctance towards the challenge. 

❓Can you share an example of a situation at work that didn't turn out as you had hoped?

How we react to failure can reveal a lot about us. When assessing the candidate's response, look for signs of their perception of the situation, whether they saw it as a failure or an opportunity to reflect and improve. Also, consider what they learned from the experience, how they used this knowledge, and if they would handle it differently if given the chance. Look for evidence of resilience and determination to overcome obstacles, such as putting in more effort or changing their approach.

How to spot a Growth Mindset

When evaluating the answers of your potential future employee, look for consistency and evidence of a growth mindset. Indicators to watch for include openness to discussing past failures and reflections on how they could have handled situations differently, self-awareness and aspiration for growth, and an avoidance of making blanket statements about their abilities. Keep in mind that everyone has a combination of growth and fixed mindsets in different areas, but look for overall patterns that demonstrate a tendency towards a growth mindset.

Potential red flags:

• They shy away from discussing their past mistakes or shortcomings.
• They do not reflect on how they could have handled situations differently in the past.
• They demonstrate no self-awareness and are not interested in growth and development.
• They make sweeping generalizations about their capabilities.

Conclusion

When it comes to hiring for a growth marketer, it’s important to look for someone with the right skills and experience. But it’s even more important to look for someone with a growth mindset. 

A growth mindset is essential for startups, as it encourages experimentation and learning from mistakes. It can also help create a culture of learning and development.