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Advertising Manager Job Description

How to Hire an Advertising Manager

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Advertising Manager Job Description

We are recruiting for an Advertizing Manager to oversee operations and direct staff members in our advertizing staff as they develop unique and exciting campaigns. The Advertizing Manager will collaborate with clients and advertizing staff to establish project objectives, delegate tasks to appropriate team members, direct research, analyse data, and evaluate projects to ensure they meet the expectations of the client, properly represent the brand, and achieve the desired results. They may also assist with the hiring and employe evaluation process.

To succeed as an Advertizing Manager, you should be focussed on raising awareness and building interest in the products and services you represent. You should be a detail-oriented, creative, and collaborative problem solver with outstanding communication and project management skills.

Advertising Manager Duties and Responsibilities

  • 2+ years of experience in relevant field, management experience may be preferred.
  • Understanding of design and marketing principles and techniques.
  • Ability to develop strategies based on industry trends and developments.
  • Exceptional organisational and multitasking skills, especially when working with multiple projects/teams.
  • Excellent management, negotiation, listening, and verbal and written communication skills.
  • Decisiveness and strong problem solving skills, especially under stress.
  • Ability to develop and maintain relationships.
  • Solid sales and presentation skills.
  • Additional skills, experience, or expertise may be strongly desired or required.
  • Bachelor’s degree in advertizing, marketing, or related field.

Advertising Manager Skills and Requirements

  • Overseeing advertizing department and all staff members.
  • Working with workforce, clients, and ad agencies to establish and meet projects goals and establish and enforce budgets and timelines.
  • Develop advertizing strategies to increase buyer interest in products or services.
  • Monitor project progress from planning to execution to ensure it remains focussed and evaluate its effectiveness.
  • Negotiate contracts specifications and terms with clients or other external parties.
  • Initiate and direct research efforts.
  • Collect and analyse data and presenting it to other parties, including management and clients.
  • Participate in the hiring and evaluating of employees within the advertizing department.
  • Provideg expert advice on marketing and advertizing methods for new or existing products or services.
  • 2+ years of experience in relevant field, management experience may be preferred.
  • Understanding of design and marketing principles and techniques.
  • Ability to develop strategies based on industry trends and developments.
  • Exceptional organisational and multitasking skills, especially when working with multiple projects/teams.
  • Excellent management, negotiation, listening, and verbal and written communication skills.
  • Decisiveness and strong problem solving skills, especially under stress.
  • Ability to develop and maintain relationships.
  • Solid sales and presentation skills.
  • Additional skills, experience, or expertise may be strongly desired or required.
  • Bachelor’s degree in advertizing, marketing, or related field.

Personalising Your Advertising Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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