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In just 3 steps you can go from only using job boards to snagging new employees through direct interest! Customers can become employees! Find success quickly. https://lnkd.in/gPKE3X-v

Use this Job Ad Template to Attract the Right People: About Our Company [Company Name] is a [industry] [company stage] on a mission to [company mission]. We're a team of [X] employees in [location] who value [core values]. Since our founding in [year], we've [key accomplishments]. Why Join Our Team? We're looking for [insert target job title] to join us on exciting upcoming projects. You'll work alongside our experienced leadership team, including [notable executives], and contribute to building [insert products/services] for [notable customers]. Our team enjoys [unique perks/benefits] and significant growth potential - we've [doubled/tripled/etc.] in size over the past [X] years and are poised for continued expansion. What We Offer [Work location] Base Salary range of $[X] - $[Y] [Define percentage] Employer-paid health, dental, and vision benefits 401(k) matching [define details], stock options [define], and generous PTO [define] The Role: [Job Title] As our new [Job Title], you will be responsible for: [Key responsibilities] - [Additional responsibilities] - [Additional responsibilities] - [Additional responsibilities] Working with our tech stack, including [relevant technologies] What We're Looking For [X+] years of experience in [relevant industry/function] Proficiency in [required skills/technologies] [Experience/Degree/certification] in [relevant field] Passion for our mission and commitment to our core values The Interview Process Our process typically includes: - Initial phone screen with the Talent team [insert duration] - Technical video interview with the hiring manager [insert duration] - On-site interview with the cross-functional team and executive leadership [insert duration] We aim to make hiring decisions within [X] weeks of the final interview. If you're excited to join our team, we'd love to hear from you. Apply now!

Discover practical strategies for scaling your agency and attracting top talent in our latest video. In this video, we'll walk you through the essential steps: Step 1: Position and Role Clarity Craft detailed job descriptions outlining expectations, compensation, and key traits required for success. Step 2: Stand Out Job Descriptions Highlight opportunities and reasons why someone would want to join your team. Step 3: Promote Your Job Leverage your network and explore platforms like Indeed and LinkedIn to reach a wider audience. Step 4: Video-Based Screening Save time and identify serious candidates by implementing a video-based application process. Step 5: Pre-Hire Assessments Invest in pre-hire assessments like the Kolbe assessment to ensure you're bringing on board the right fit for your agency's culture and needs. Ready to Take Your Agency to the Next Level? Watch the new video below and access our exclusive How to Scale Workbook at https://lnkd.in/e7V7JdPw. Join the conversation in the comments below! Share your experiences and questions. https://lnkd.in/ee99npqg

As you can imagine, I've received some criticism for Friday's post regarding the hiring scene in St. Louis for marketing, advertising, digital, creative, and PR job candidates and agencies. Let's share them here. Comment No. 1: Quit whining. This is business. Industries fluctuate up and down. Answer No. 1: Yes, business cycles, trends, the economy — it all goes up and down. If our Business Community and Leaders are going to say: "St. Louis is a great place to live and work," it needs to be a great place to live and work. Right now, STL IS NOT a great place to work because there are NO JOBS. Quit giving work to companies outside of the Region with Talent sitting in our laps. Bidding large contracts outside of St. Louis should be noticed and challenged. Take care of your own—or knock it off and get used to being a Tier 2 or 3 City, and we'll go live somewhere else. You choose. ----------------------------------------- Comment No. 2: What are *you* doing to help St. Louis? You're part of the problem or part of the solution. Answer No. 2: I've somehow become the workplace therapist for hundreds of people having a hard time. It's okay. I don't mind. I'll need you someday—AND, maybe you'll hire me (or at least say nice things to your friends). I have brought almost $1M in revenue to STL for agency work AND I've placed probably 15+ people in the local market in the past three years (all of whom are still in their positions). ----------------------------------------- Comment No. 3: You're just a recruiter trying to make money off of unemployed people. Answer No. 3: Well, I DO get paid to fill positions for companies. I'm not a Manolo-wearing $500/hr. recruiter counting my money in the back room (nothing against Manolo's). I'm a scrappy marketer with a cherished network of other marketers who like to pay it forward by sharing great talent w/lil 'ole me. (Cue: who's afraid of lil' 'ole me? IYKYK) I'm trying to change the world by stopping the revolving door of talent — one company at a time... #lovewhatyoudo #talentcuration #marketing #advertising #digital #creative #pr

I just spoke with a dealership who was spending over $30k per year advertising on generic job board sites 🤯 Here's why they were spending so much money and how you can avoid making the same mistake: Paying "per click" means employers are charged every time a job seeker clicks on their job posting, regardless of whether these clicks convert into meaningful applications or hires. This model can quickly inflate recruitment costs without necessarily improving hiring outcomes. Why Should You Care? Unpredictable Costs: Budgeting becomes a challenge as expenses can vary significantly from month to month based on click volume, not successful hires. Low-Quality Traffic: Not all clicks are from genuinely interested candidates, leading to wasted resources on unqualified applicants. Competitive Disadvantage: Larger companies with bigger budgets can dominate visibility, making it harder for smaller businesses to compete for top talent. If you are ready to stop wasting money every month then visit our website and learn how we can deliver you better quality applicants for a fraction of the cost: https://lnkd.in/e2NdfFGU

Ways to make someone feel special: ✅ Tell them you've done some research and they've stood out. ✅ Hit them with a decent salary. ✅ Make them feel important and ask if they want to meet the CEO ASAP. How to kill it dead: 🤢 Sponsor the ad so they know the same message has gone to hundreds of others. 🤢 Accidentally ask to have a call over the weekend. 🤢 Actually do zero research (construction supplies is not really a passion of mine... although I do love DIY). 🤢 Try and trick a marketer with a sponsored ad instead of an actual DM in the first place. 🤢 Annoy said marketer with the fact that you've wasted money on a really poor recruitment ad. Hope this helps some recruiters 😅 Not saying DON'T do this... but think about the wording, understand that most people know that sponsored messages are hitting a lot of inboxes and think about the timing/content combo. Or just do it manually and used the advanced filters on LinkedIn and personalise each message via InMail like the pros do (more effort, more quality). Could even use a tool to automate part of this for you if you want. Semi/kinda-rant over!

Learn the art of advertising job postings online with our latest blog! From selecting the right platforms to maximizing your investment, discover practical strategies to make your job postings stand out in a saturated market. Read:https://hubs.ly/Q02qg7g40 Listen: https://hubs.ly/Q02qg4GD0 #JobAdvertising #RecruitmentTips

Embarking on the quest for a new senior marketing role can sometimes feel like you're waiting for a Procurement Team's approval - agonisingly slow and often shrouded in mystery. The B2C job market, in particular, seems to be taking its sweet time, moving at a pace that would give a snail a run for its money! A personal bugbear of mine…including salary level on Job Ads.  Please do it!  Ads with no salary are as practical as an ejector seat in a helicopter.  You're all buckled in for the journey, only to realise that without salary details, both you and the hiring team might end up investing hours in a flight that's never cleared for take-off. And let's talk about the modern-day vanishing act, where you pour your heart into an application, hit 'send,' and…… (silence). It's as if your application has been spirited away to the land of lost socks. The hybrid work model may be evolving too, with more and more companies seeming to stretch the term to once again mean most of the week in the office. For those of us not nestled in or around the bustling metropolis of London, it can feel like we're hunting for a unicorn in our local park. But here's the thing - we're marketers. We're no strangers to adapting our strategies and finding creative solutions. So, while the current market might be slower than a dial-up internet connection, our spirits and our sense of humour remain (for the most part) unshakably high-speed. Let's take these challenges in stride and face them with the resilience and ingenuity that's hardwired into our DNA. Are you also in the same boat (or helicopter)?  Or can you help? Share your stories, your highs and lows, any advice or referrals and let's rally together. The perfect role is out there, and it has our name on it - spelled correctly and with the right font and pantone ref, of course! Keep your chin up, your spirits high, and your LinkedIn notifications on. #SeniorMarketingRoles #StayPositive #MarketingCommunity

One of the fundamental mistakes most job ads make is to have the first few paragraphs be all about the company. That error gets compounded by this "company stuff" being information that can easily be found on their website. So if you insist on your job ads always leading with the company, try changing *how* you write about them. Because at this very early stage in the hiring process, potential candidates don't want information, they want insight. And what I mean by ‘insight’ is anything about the company that isn’t on the website and that could either attract or deter a potential candidate. Here's an example: The hiring company is about to acquire another business. That could mean the job will involve some change management or culture shift, or maybe just create some ambiguity for a period of time. Some candidates will be put-off by this, while others would relish the challenges or new experiences this might involve. It just depends on how you position it. It also depends on the job. For example, this kind of change would mean very different things to a salesperson and an HR manager. And yes, some job features can be both an attractor and a deterrent. But you'll only find these out by asking the hiring manager the right questions. Here's a quick way to learn what questions to ask, and how to ask them: https://lnkd.in/eYpxbg52

I've hired marketers who ultimately failed... This is what I got wrong👇 Being experienced doesn't always mean being the right fit. Since I didn't plan well to get the best fit, I got skilled individuals that just couldn't last. That's why before hiring, it's crucial to: 📌 Clearly define the role. 📌 Identify the best fit for the position. 📌 Establish a suitable salary budget. 📌 Plan for their ongoing productivity. Having a specific candidate profile is essential. It will streamline the interview process for you. Check my pinned comments to discover how I once failed some brands as a digital marketer. P.S. Have you ever hired someone who couldn't perform the job? How did you address it? For productivity and digital marketing enhancement tips, follow me Adeleke Daniel. Catch my latest posts by turning on notifications Repost ♻️ to help someone on your list.