Artisan Talent’s Post

Stop posting job adverts. Ads are overwhelmed with applicants right now. And SaaS firms can't keep up. Candidates are getting ghosted Managers have no time to look through applicants Talent teams have been reduced so are overstretched People start resenting companies when they don't hear back This is why job ads should be the last resort. First, make sure you have: 1. Assessed internal movers 2. Asked your Immediate network 3. Circulated a company-wide email for referrals 4. Gone through previous applicants/candidates 5. Got manager to share with their LinkedIn connections Then give it a week or two and see what comes from it. You will find you rarely need to advertise. Job ads can unearth fantastic talent. But they are very inefficient in today's market. So before posting your next ad, cover all other bases first. Your reputation will thank you for it. #saasrecruitment #techsales #gotomarket

Facts, agencies are using job ads as personal brand advertising or just a lazy solution to filling roles. For me I feel like this is a complete scam to clients, why? ➡️ Anyone can post a job ad and filter through applications. ➡️ Where is the value add to a client with being an admin person? ➡️ It's just lazy. What am I doing thats different? ➡️ With over 10,000 connections across the industry ➡️ Staple black book of high end talent I already work with and have clear understandings of their expectations in their next role. ➡️ I headhunt and hand pick - you're paying for a tailored service that is niche to your brand. The reality is anyone can post a job ad and you're coming to an agency to add value. Most of the time the best talent for you probably isn't actively on the market but my candidates have trust in me to bring roles to them that align with what they want if they was to move. The word 'specialist' and 'no.1' agency in the world I must see several times a day yet you're just a CV generator at this point and not pulling the best of the best for the client. If you're looking for that next step up to your hiring with efficient processes and reaching talent thats just not out there drop me a message and lets catch up 😊 #THEBeautyRecruiter #BeautyIndustry #Hiring

I’m going to stop hiring based on resumes, and this is a hiring mistake all business owners need to be aware of. Recently, we’ve been trying to hire a social media manager. We’ve hired 4 people after shortlisting 150+ candidates, and none of those 4 worked out for this position last year and we’ve been struggling to find the perfect fit. We’ve gotten 700+ applications, standout resumes and taken stellar interviews. But, it felt like the universe was giving us signals. I came across this podcast recently where I heard - “Don’t hire that marketing specialist with an impressive resume. Go find that teenager who scaled his/her IG page from 0 → 10k and hire him/her.” And this is when I realized the truth behind these words. I need to find someone who’s created something of their own. Someone who has managed to scale their brand. Immediately, I instructed my HR to halt the application process and do some outbound instead. Reach out to those people in our niche who’ve managed to grow their accounts and ask if they’ll be interested in a part time collaboration. I was ready to pay how much ever they want for the right talent. You see, it doesn't matter how impressive someone's resume is, or how many years of experience they have. When it comes to scaling brands, social media accounts - never hire people who haven’t managed to grow their own. Would you hire a personal trainer who is not fit? Would you hire a language tutor who’s not proficient in the language? Same rules apply. Agree? #socialmedia #marketing #hiring #entrepreneurship #founder

💼 "Crafting the Perfect Resume for Media Buying Roles" Hello LinkedIn professionals! As we near the end of our #MediaBuying series, Day 28 is dedicated to helping you craft a standout resume for media buying roles. 📝 In the competitive field of media buying, your resume is your first opportunity to make a strong impression. It should highlight your skills, experiences, and achievements that are most relevant to the role. 🔑 Key Tips for an Impactful Media Buying Resume: Tailor Your Resume: Customize it to align with the specific media buying role you're applying for. Highlight Relevant Skills: Emphasize skills like analytical thinking, strategic planning, and technical proficiency. Showcase Your Achievements: Use specific metrics to demonstrate how your work contributed to campaign success or improved ROI. Professional Summary: Include a compelling summary that captures your strengths and career aspirations. Certifications and Education: List relevant certifications like Google Ads or Facebook Blueprint, along with your educational background. Keep It Concise: Be clear and succinct; ideally, your resume should not exceed two pages. 📊 For instance, in my resume, I emphasize my experience with programmatic ad buying and how I increased campaign ROI by 30% through strategic adjustments. I’m curious: What do you prioritize or highlight in your media buying resumes? Any tips or experiences you’d like to share about crafting effective resumes for this field? Let’s discuss how to create resumes that open doors to exciting opportunities in media buying! #ResumeTips #MediaBuyingCareers #JobSearchStrategies

The practice of posting fake job opportunities isn’t new, but today, it pushed me to speak out. I work with teams to develop strategic plans and enhance high performance. Across thousands of one-on-one interviews, two core themes consistently emerge: trust and adherence to core values. So, when I read that 4 in 10 companies have posted a fake job listing this year and 3 in 10 are currently advertising roles that don’t exist—according to a survey of 649 hiring managers by Resume Builder—I was dumbfounded. The article even notes that 7 in 10 hiring managers believe posting fake jobs is morally acceptable. How far have we fallen? Here’s the punchline: Your staff is watching, listening, and talking. If you think you’re building trust, practices like these are shattering it. All your investments in team building and self-care initiatives are wasted if your team believes leadership doesn’t genuinely care. It’s time to do better. The root cause of many organizations failing to meet productivity goals is a breakdown in trust. Why should your team work hard when they see that 7 in 10 leaders are morally bankrupt? What do you think? Are you seeing these issues in your organization? Is your organization posting fake job postings? What’s the level of trust between staff and leadership at your organization? If your survey says it is high, I would challenge the methodology and the way you ask the questions. Let me know your thoughts. #trust #leadership #teambuilding #honesty #fakejobpostings #hivepartners www.hivepartners.com

I’m going to stop hiring based on resumes, and this is a hiring mistake all business owners need to be aware of. Recently, we’ve been trying to hire a social media manager. We’ve hired 4 people after shortlisting 150+ candidates, and none of those 4 worked out for this position last year and we’ve been struggling to find the perfect fit. We’ve gotten 700+ applications, standout resumes and taken stellar interviews. But, it felt like the universe was giving us signals. I came across this podcast recently where I heard - “Don’t hire that marketing specialist with an impressive resume. Go find that teenager who scaled his/her IG page from 0 → 10k and hire him/her.” And this is when I realized the truth behind these words. I need to find someone who’s created something of their own. Someone who has managed to scale their brand. Immediately, I instructed my HR to halt the application process and do some outbound instead. Reach out to those people in our niche who’ve managed to grow their accounts and ask if they’ll be interested in a part time collaboration. I was ready to pay how much ever they want for the right talent. You see, it doesn't matter how impressive someone's resume is, or how many years of experience they have. When it comes to scaling brands, social media accounts - never hire people who haven’t managed to grow their own. Would you hire a personal trainer who is not fit? Would you hire a language tutor who’s not proficient in the language? Same rules apply. Agree? #socialmedia #marketing #hiring #entrepreneurship #founder

💡 How to write job adverts that attract top talent in 3 steps (...most recruiters get this ALL wrong): ————————— I recently coached a Tech Recruiter who was struggling to get applicants. After reviewing their job ads, I knew exactly why... ❌ Too much telling, not much selling ❌ Focused on the Recruiter ❌ No clear structure Sound familiar? Most job ads are written from the company's perspective, not the candidate's. It’s as if the Recruiter (or the company) think they’re doing the world a favour, simply by advertising a vacancy! In reality, that’s simply not the case! In simply terms, an advert is a sales tool… It’s there to: ✅ Attract ✅ Engage ✅ Persuade But the issue is that most adverts don’t do that, due the fact they’re essentially a job description that’s been subject to the ‘copy and paste’ method 🤦♂️ (That really gets on my nerves btw... they aren't the same thing!) ————————— So with that in mind, here’s a template containing my 3-step strategy for structuring a job ad: 1️⃣ Intro - Engage the reader by posing a question, or highlighting a problem 2️⃣ Middle - Talk about why the role is worth applying for (concisely) 3️⃣ End - End with a clear CTA, and info RE next steps It seems pretty simple, but changing the focus from TELL then SELL, to SELL then TELL (something I bang on about all of the time) will make an enormous difference to applicant engagement... ————————— Need help writing your next job ad? Drop a comment below and I'll personally review it for you… Or DM me ‘Template’ and I’ll share this with you 👍 #recruitment  #recruiter  #talentacquisition #advertising #jobadverts

❌Applying to job adverts is one of the worst ways to get hired. Follow these 5 steps instead - Jump straight on over to LinkedIn - Add ("job title" AND "hiring") in search - You then filter the search by 'Posts' - Next 'Sort By' and then 'Latest' - 'Date Posted' / 'Past 24 hrs' From here you’re able to: - Apply directly to brand-new jobs - Add hiring manager to my target list - Join interesting Groups they belong to - Once approved you’re able to DM freely Then further refine by filtering for target companies: - Click 'All filters' in the top bar menu - Scroll down to 'Author company' - Enter target company name - Active ppl at dream firm Bonus Tip - Follow me on instagram for more career and job search tips #Careers #JobSearch #InterviewTips #jobseekers

Have you ever experienced a similar scenario? First email response from the company you have applied to regarding your job application: Hello XYZ, Thank you for expressing interest in XYZ. You have been scheduled for an interview in regards to the Content/Digital Marketing Manager, Researcher Products position. Second Email: This is to update you that you have cleared the first round for the role of Content/Digital Marketing Manager with XYZ. As discussed with the Manager, you have to undergo the second round where you have to fill up an assessment form and submit the same by Xth Dec’22. Third Email: This is to update you that you have successfully cleared the assessment round for the role of Content/Digital Marketing Manager with XYZ. Now, you need to undergo the third round where you have to write a complete digital and content marketing strategy for our company and submit the same by XIth Dec’22. Fourth Email: This is to update you that our chief marketing officer wants to have a videocon with you to discuss the strategy that you have submitted. The schedule for the videocon is attached below. After 20 days and a reminder: Since we have received a lot of applications, our team will be taking some more time to carefully go through those. We will update you once it's done. After 30 days and a reminder: After a careful review of your completed assessment, we regret to let you know that we are unable to proceed with your candidature further. Also, since a number of applicants ask for feedback, we would like to clarify that we are unable to share detailed test results/feedback as we need to maintain the integrity of our recruitment process. It’s important to know that this decision does not in any way reflect negatively on your caliber; it only means that this specific role is not the right fit, at the moment. In the meantime: Will they compensate me for the three days I have spent on this futile process? #hiring #interview #recruitment #recruitmentprocess #marketing

📌 A little piece of advice if you're looking for a job: I'm not a recruiter, but I've been building a marketing remote team for 6 months now. I've not only learned a whole bunch about people during this process, but I've also seen mistakes being repeated over and over. So I decided to write some advice on this post for those applying to open positions in Marketing (or any other department, basically): ✅ If there are any extra questions in the application, answer them consciously. Chances are that the person checking your profile will read those answers even before checking your CV or cover letter. These are usually there for a reason. ✅ Don't include your portafolio if it doesn't have work examples of the job description or the activity needed in the job offer. ✅ Whenever replying to a job application enquiry sent by the company, remember there is usually a person reading those messages. So ALWAYS be polite, say hello and call the person by it's name. I cannot count how many applicants I've dismissed just because of the way they reply to emails. ALWAYS be respectful and kind. ✅ If you are sure this is the perfect job for you, it never hurts to contact the recruiter or the head directly. I cannot tell you how many amazing interviews I had, just because that person wrote me on LinkedIn. Truth is, we get around 100 applicants per day, and skimming through all of that can be tricky, so getting a message to get you noticed can always work in your favor. Did you find this advice useful? Let me know in the comments. 🙂 #marketingteam #hiring #recruitmentprocess