Strategy Source’s Post

The best recruitment ads have a secret. It's not their copy. It's not their design. It's their strategy. Take this simple tweak… Instead of saying: “We’re hiring for a sales position” Say: “We’re looking for salespeople who can help us grow our revenue from $10 million to $25 million”. The first is a job description. The second is a compelling challenge. It makes people think: "Wow. That's something I want to be a part of." And that's the key to creating A+ LinkedIn ads that attract top talent. So, next time you're writing your ads, think about the challenge you're offering, not just the job requirements. Your future employees will thank you.

Messaging hiring managers on LinkedIn can be an effective strategy, but its success depends on several factors. First and foremost, it's crucial to reach out to active LinkedIn users. Hiring managers who regularly post and engage with content are more likely to respond positively. If they are not active, your message may go unanswered, leading to frustration (Aimfox) (Great Resumes Fast). When crafting your message, personalization is key. Begin with a compelling introduction that mentions common connections or recent posts from the hiring manager. This shows you've done your research and are genuinely interested in connecting. It's also important to highlight your value proposition clearly, showcasing relevant skills and experiences that align with the company's needs (Aimfox) (Great Resumes Fast). Including a call-to-action (CTA) can help guide the conversation forward, such as suggesting a discussion or offering additional information. Keeping your message concise and engaging, ideally between 200-300 words, respects the recipient's time and increases the likelihood of a response (Aimfox). While not every hiring manager will respond, with a well-crafted message, you can expect a response rate of about 40%, which is a good outcome in the context of job searching (Great Resumes Fast).

22nd October 2023, I sat before the CEO of a recruitment agency applying for an email marketing role. She had this big and receptive smile on her face through the interview and by the end of it. Which I thought meant only one thing. She was satisfied with my skillset, personality and responses to every interview question she threw at me. I thought, "oh my God, I crushed it. This would be the best juicy remote job offer I ever got. I will finally be able to foot every bill and needs of my family. While giving my best and striving to get better on the job." That's what I thought. But after one month I got a contract termination mail in my inbox. My dreams, hopes and plans dashed. At this point only one thing mattered. To get better at my craft and do the terminations instead. I've spent hours daily for the past months mastering storytelling in marketing. Infusing emotions in stories just like I did in this story. If you want to - Connect emotionally with your audience - Build a responsive community - Convert them to buyers Storytelling marketing is your best bet. With me help you can achieve this for your business. Send me a DM and let's discuss further about your goals.

Looking for work? Try cold-emailing and contact potential employers and hiring managers. We’re not kidding. Doing this correctly means you can connect with potential decision-makers, even if they haven’t posted a job opportunity. Here’s how to do this: • Research the companies in which you’re interested and people you know can help you. Identify the people in the departments in which you’d like to work who make hiring decisions. • Try to find the person’s email on the company’s website. If you can’t find an email, use LinkedIn’s messaging system. (You may need to ask for a “connection” on LinkedIn first.) • Make your subject line memorable: mention people you both know and/or the skills you have that would be of value to that person. Examples: “Marketing Coordinator – Jeane Doe.” • Personalize the opening. Introduce yourself and then mention what you bring to the table: “My name is Jeane Doe. I have 10 years of experience as a marketing coordinator in the automotive industry. I see that XYZ Automotive plans to expand into Smith County, and I know that my marketing skills will help attract customers in your new location.” • Then get right to the point and state why you're contacting the person: either you are looking for an informational interview or a job opportunity. • Include a link to your LinkedIn profile in the email. • Provide your email address and phone number. • If you don’t hear back from the person in a week, email again. If you don’t hear back after that, leave them be. Have you ever cold-emailed for a job? If so, what was the result? #JobSearchAdvice #ColdEmailing #TeamDebbies

Maximizing Recruitment Success Through Digital Marketing In today's fiercely competitive job market, recruitment agencies are turning to digital marketing strategies to revolutionize their talent acquisition efforts. Let's delve deeper into how they're leveraging these strategies to stand out and attract top talent in Belgium, Germany, and the Netherlands: 1. Optimizing Job Postings: Recruitment agencies are meticulously crafting job postings with relevant keywords and compelling descriptions. By doing so, they ensure maximum visibility on online platforms and search engines, ultimately attracting top-tier candidates who align with their clients' needs. 2. Engaging Content Marketing: Through the creation of informative blog posts, engaging videos, and valuable resources, agencies are establishing themselves as industry leaders. This not only helps them to build trust and credibility but also allows them to engage passive job seekers on a personal level, ultimately expanding their talent pool. 3. Strategic Email Campaigns: Recruitment agencies are harnessing the power of personalized email campaigns to nurture candidate relationships. By providing valuable insights, updates on relevant job opportunities, and tailored recommendations, they're able to keep candidates engaged and interested throughout the recruitment process. 4. Social Media Advertising: Leveraging the extensive reach and targeting capabilities of social media platforms like LinkedIn and Facebook, agencies are deploying highly targeted ad campaigns. These campaigns precisely reach the desired audience based on criteria such as job title, location, and interests, ensuring that job postings are seen by the most relevant candidates. Conclusion: Through a strategic blend of optimized job postings, engaging content marketing, personalized email campaigns, and targeted social media advertising, recruitment agencies are maximizing their recruitment success in Belgium, Germany, and the Netherlands. By embracing these digital marketing strategies, they're not only attracting top talent but also driving business growth and staying ahead in the competitive landscape of talent acquisition. Looking for a job abroad? Contact us: 📞 +40 312 298 277 ✉️ [email protected] 🌐 recruto.ro

Some enthusiastic optimism for your Monday! Not only are businesses still creating content (meaning there is still budget), but they also want to create content that is centred around their employer brand and recruitment marketing initiatives (so they're still hiring).... 💥 We're excited to share some work in this space in the next few weeks but in the meantime, here is a blog about why YOU, as a business owner or hiring manager, should be using video in your recruitment marketing strategy! 💫 #employerbranding #recruitmentmarketing #videofirstapproach

This is great advice! I'd encourage anyone thinking about this approach to take things one step further. Identify great companies you want to work for, regardless of current publicly posted openings, and then find the teams at those companies that make sense for your skillset, experience, and interests, and reach out to the managers of those teams. When you craft your message, make it as specific as possible. "I've always wanted to work at Acme Corp, your mission really resonates with me" is out. Reference current events, news articles, press releases, anything relevant you can find online, tie it back to what the manager is probably working on in relation to whatever that is, and ask a question that shows you're knowledgeable in the space. Leverage ChatGPT to help come up with something if you have to, but never just send something ChatGPT wrote for you. When you follow up, try sharing a relevant article for someone in the function and industry you're speaking to. More than anything, you want to start a conversation with the person on the other end, especially when there's not a specific job opening you know of. An article with an interesting point of view or piece of info is a great way to open that dialogue. Yes, this sounds like a lot of work because it is. It is totally possible to get a job by submitting a million applications and playing the numbers game, but you very likely won't get *the* job without making yourself stand out.

This is Brian, he was the Senior VP at a $30B telecom company that you have definitely heard of. if you are reading this on a phone, you have him to thank for that ability. (Giving him privacy by not mentioning the actual carrier) He also built and exited multiple other telecom companies, and helped found the software that runs OpenAI. I got to spend the day with him learning how he helped hired thousands of employees and here are some of the frameworks I took away from that conversion: Guerrilla hiring might be needed Okay sounds cool but what does that even mean? Let’s say you look at all the applicants and well… they aren’t great. Well that is Okay, most great employees already have jobs. Now what? This is where you might need to get boots on the ground and start messaging people directly, for this I suggest LinkedIn sales navigator and Facebook groups with your desired hire. (If it is a sales rep, go to sales groups) What you are going to do is message 100 people on LinkedIn and ask them “hey I am looking for THIS person, I know you are awesome for the role, do you know any one else who would be a great fit for the role?” If you like them, they may even be looking for a job! The way that you get applicants is the same way you treat leads, you have a hiring funnel and marketing to them is just as important as marketing to clients. What does that look like in practice? Well make sure you have some sort of hiring video that has employee testimonials (yes it can even be shot on your phone), talking about their experience in it. Ideally Glassdoor reviews as well, hopefully they are positive ;) Your job posting is your “headline” so does your headline accurately represent the title the person goes by? As in you should put “Senior Content Manager” NOT “Sr videographer”. Secret pro tip, delete job postings after 2 weeks and post new ones because people don’t apply to old job postings as much as they do new ones. Most of the time people will put up job openings and spend $20 on it one time, wrong! Not only do you need to take it down after 2 weeks, you should spend $100 / day for the first weeks and get all the applicants as quickly as possible and handle them that way. If you liked this I’ll be posting more! I love you all. Speaking of hiring! I am doing a workshop on hiring so if you are interested in how to hire your next A-player DM me “HIRE” and I’ll see if it makes sense for you to hire someone!

Speaking to a lot of recruitment owners on a daily basis right now who are telling me there biggest frustration and challenge in the team is Business Development and has been for most of 2024, winning new clients in a tough market and getting more jobs on. Owners are paying thousands every month for LinkedIn Recruiter for themselves and recruiters and only using it to direct message potential clients or candidates, as well as picking up the phone more and sending emails. However, one agency owner I spoke with recently explained the challenge is Business Development, has a combined network of 30,000 between themselves and there consultants on LinkedIn which they explained half could be potential clients as do not connect with irrelevant people, but the team has not posted any relevant thought leader content with there combined network for 5 months. It was a lightbulb moment as it clicked it is an untapped opportunity to do marketing to assist with his biggest challenge. Marketing can be utilised as a way of assisting with Business Development, especially if as a recruitment owner who has a team of consultants have spent the time connecting with relevant individuals who are your target clients. If your challenge is finding the time since your spinning so many plates on a day to day basis, or unsure what to post and regularly have writers block which prevents you from posting, these are challenges I hear daily on the phone so certainly not alone. Give me a message or comment below and we can discuss how Paiger is solving these exact challenges for many other recruitment owners at present.

You know the struggle. We have the solution. (Introducing Enjoy Mondays for your Marketing hiring needs) Remember the frantic scramble to fill your last marketing role? The endless resumes, the unqualified candidates, wasted conversations, candidates ghosting you, the sinking feeling that you might never find that perfect fit? We've all been there. At Enjoy Mondays, we understand the burden of finding top marketing talent. You need passionate, strategic marketers who can think outside the box and make a real impact on your bottom line. But wading through a sea of generic resumes feels like searching for a needle in a haystack. That's why we're thrilled to announce the launch of Enjoy Mondays for Marketing Jobs, a revolutionary new platform designed to streamline your recruitment process and connect you with the marketing talent you've been dreaming of. Here's what makes Enjoy Mondays for Marketing Jobs different: 👉 Rigorous Candidate Screening: We use a highly selective parameter-based vetting process to ensure you're only seeing profiles from the most qualified marketing professionals. 👉 Targeted Matching: Our intelligent algorithm goes beyond just keywords. We connect you with candidates who are the perfect cultural and strategic fit for your team. 👉 A Streamlined Workflow: Spend less time filtering resumes and more time interviewing top talent. Enjoy Mondays gives you time back on your calendar. Imagine this: No more sifting through endless applications that don't meet your needs. No more settling for just "good enough." With Enjoy Mondays for Marketing Jobs, you can finally find the marketing talent who are ready to accept your job offer. Ready to ditch the struggle and discover your next marketing professional? Visit https://lnkd.in/gEgqMeTq today to learn more about Enjoy Mondays for Marketing Jobs and see how we can help you build you fill your next marketing opening. We're confident that Enjoy Mondays for Marketing Jobs will be a game-changer for your recruitment process.