It’s getting more expensive to run Facebook ads.

One way to try reducing costs is by using a different ad objective—and getting creative.

Say you own a DTC cookware brand. Consider this:

• Create a piece of content that your audience will love, like a seasonal cooking guide. Feature your relevant products within the guide.
• Then run a retargeting campaign to drive traffic to your guide. Make the ad objective “Engagement.”
• Set engagement goals of:

          • Time on page: 20 seconds.

          • Vertical scroll: 50%.

If your content is great, you might experience lower acquisition costs and a higher ROAS.

Why? When you optimize for different objectives, Facebook can distribute your impressions differently to the same audience. And maybe that re-distribution achieves a better cost structure given you’re no longer indexing on the higher cost folks who have a history of purchasing via Facebook ads.

Decision fatigue might be hurting your conversion.

If people have to make too many decisions when they get to your landing page, they'll tire and bounce.

So what can you do to avoid it?

Decrease the amount of decisions per page that people have to make.

• Only include the most critical links in your nav bar: Don’t distract people from the action you want them to take.
• Limit the types of CTAs you use. You can take this a step further by using Unbounce or Optimize to show a dynamic CTA: a single CTA that is most likely to get a click given the particular person.
• Use plenty of negative space to prevent people from having to choose between focusing on creative or copy.

Remove all unnecessary decisions so people quickly get what they're looking for from your site. They'll be more likely to buy from you.

Interesting:

Barack Obama created a playlist to go along with his new book.

His playlist tweet generated ~ 2x the retweets as his official book launch tweet.

Why? Relatability.

When people notice that you have similar taste, they relate. It's on-brand, and they retweet.

See the full resolution image on Twitter here.

Most growth marketers are not great. They never learned the frameworks underlying growth. Instead, they haphazardly throw ideas at the wall without process or iteration.

So, hire slowly—and with a skeptical eye.

We're usually looking for three qualities in a candidate:

1. Proactiveness when crafting experiments and scaling them up.
2. Process for consistently generating growth ideas.
3. Reflectiveness and data literacy when they assess what their growth successes and failures have taught them.

I use a three-step project to assess these qualities. It looks something like this, but it varies significantly per growth role, and this is not one-size-fits-all:

1. The candidate ideates and ranks customer acquisition strategies. This reveals their ability to identify high-leverage opportunities and see the big picture.
2. They walk through their methodology for optimizing conversion at every key step in our product journey. This reveals their process-driven approach to spotting bottlenecks and generating hypotheses.
3. They create sample content for the growth discipline they're being hired for, such as running ads or email marketing. This showcases their tactical competency.
   

Collectively, these projects answer three screening questions:

1. Are they proactive?

Growth marketers must be proactive and resourceful. Resourceful growth marketers are those who never stop generating ideas, running experiments, and iterating. Never hire a "set-it-and-forget-it" marketer.

For example, when Facebook releases a new ad format, a growth marketer should spend ad dollars to uncover whether there's new, low-hanging fruit to pick.

When customers use a product in unexpected ways, a growth marketer digs in, talks to customers, and uncovers how these learnings can improve website, ad, and email messaging.

2. Do they have a process for generating and prioritizing ideas?

Does their ideation process result in multiple worthwhile projects? We're assessing their flexible, cross-disciplinary process more so than their output. A great process adaptably generates quality ideas forever.

Because every company's resources are limited and growth can be time-consuming and costly, I also look for a candidate who understands how to prioritize projects and efficiently allocate focus.

3. Do they know what a job well done looks like?

Do they know what mastery looks like in the role they're interviewing for?

If they're running ads, for example, can they identify compelling value propositions, write enticing ad copy, and target audiences that fit the product?

Finding growth marketers:

You can hire growth marketers on the Demand Curve job board. You can also poach them via LinkedIn: find those working at companies facing similar growth challenges as you.