Allyn Bailey’s Post

Is your talent acquisition process ready for Gen Z? 😳 Work-life integration, social media in the job search, and best-in-class technology are non-negotiables for this digital-native generation. Recruiters need to adapt fast or risk missing out on top talent. That means flexible working policies that blur the lines between work and life. It means leveraging platforms like TikTok to build your employer brand. And it means investing in hiring tech that is fast, efficient and ensures a fair process for all. Read more 👉  https://lnkd.in/ggwPxr3D #OnlineReferenceChecking #Referoo #TimeToReferooIt #HiringEfficiency #RecruitmentTech

After over a decade in tech, my first week in a new role has been a crash course in relearning how to build a business around people. You’d think I’d have it down by now, especially with my years in employer branding. But this is much more personal. Whilst employer branding is about selling organisational value, usually through the lens of employees to sprinkle some authenticity to make it believable…ahem…ensure that it’s the lived experience, a recruitment agency is a whole different ballgame. It’s a brand literally built on its people. There are no flashy demos or tech promises here—just the experience, network, and attitude of the recruiters. So, what have I learned? Recruiters genuinely love their jobs. They must, right? I mean, who else would put up with the ghosting from clients and candidates, the endless follow-ups, and the constant negotiating? No smoke and mirrors. In this world, you have to deliver on your promises. There’s no downtime, no roadmaps, no “we’ll fix that bug in the next update.” You’ve got to find the right person 100% of the time, even if they're a 🦄 . No pressure! Niceness is non-negotiable. When you’ve got nothing to hide behind, being nice isn’t just optional—it’s essential. So, either be a genuinely nice person, or you know… a sociopath. (Kidding. Sort of.) Competitors are collaborators. In tech, you map out partners, competitors, and ankle-biters, often hiding the smarts behind the latest tech to keep the magic secret and ahead of the game. But in the creative and marketing recruitment world, it’s a small market. Recruiters would rather work with their ‘competitor’ than risk not finding the right person for their client. Letting go is tough. I thrive on building awareness of game-changing tech, being the expert on how to use and implement it. I fundamentally believe in tech. Now, I’m working hand in hand with experts in their field, and guess what? I don’t know it all anymore. It’s humbling, and right now, I’m listening more than I’m talking. As I sail into week two, I’m focused on defining what truly sets this business apart. While I can feel it, it’s not as tangible as a product. Sure, some aspects are familiar—time efficiencies, sourcing capabilities, and reach—but others are more nuanced and human: relationships, networks, inherent knowledge, and of course, creative thinking. The biggest challenge? Trust. Trusting someone else to make your life easier, to do a better job than you could. Now, how do I package that up? I'm fully in the creative industry now - I'm the one with no where to hide! 🤦🏻♀️ 😅 Helen Bosworth Mea Brown Hayden Glanville Chenoa Rosas Adam Hansen-Chambers Martina Forlani should we style some core values from the OG's- Zappos Family of Companies? Deliver WOW through service Be humble Create fun and a little weirdness What do you reckon? Become Recruitment Australia & New Zealand

In today’s competitive tech landscape, nailing your employer branding is key to attracting top talent. Here’s a quick guide on what to do—and what to avoid: Do’s: ✅ Tell Your Story: Share authentic employee experiences and diverse perspectives. ✅ Align with Business Goals: Sync branding with your mission and goals. ✅ Leverage Social Media: Use LinkedIn, Twitter, and Instagram to showcase your culture. ✅ Gather Feedback: Act on employee input to improve your workplace. ✅ Promote Diversity: Highlight your commitment to an inclusive environment. Don’ts: ❌ Overcomplicate: Keep your messaging simple and genuine. ❌ Blend In: Emphasize what makes your company unique. ❌ Mislead: Be honest about your work environment. ❌ Ignore Input: Regularly update strategies based on employee feedback. 🔗 Explore these strategies deeper and transform your tech hiring game! Read our full blog post: https://lnkd.in/dCgErWHn 👀 Looking for top tech talent? Explore TieTalent’s innovative solutions for seamless and reliable talent acquisition. ✅ Register free: https://lnkd.in/djmh9DAE #tietalent #techjobsmarketplace #employerbranding #techhiring #talentacquisition #hiringtips #techtalent #rekrutierung

Is your employer brand speaking the Gen Z language? Traditional methods don't cut it anymore. We're sharing a framework to build a brand that resonates with today's digitally-native generation. We also explore innovative ways to prescreen Gen Z candidates that go beyond the resume. Think authentic skills assessments, focus on cultural fit, engagement on social media, and much more. Read blog: https://lnkd.in/gdS8-rAG #ModernHiring #GenZ #GenAlpha #HRTech

Introducing Talent Engage! In the dynamic landscape of recruitment technology, evolution isn’t just an option—it’s a necessity. That’s why we’re thrilled to announce a significant milestone in our journey: our Talent Community product has undergone a transformative rebrand and emerged as Talent Engage. This change isn’t merely cosmetic; it reflects our commitment to innovation and our dedication to evolving the product far beyond a simple talent community. https://lnkd.in/dK8CMJh4

How the hell are we still in a place where many #talentmarketing and #employerbranding teams, and their #recruitment counterparts are siloed from each other? More baffling is the conflict that often exists between the two, marked by division and frustration due to a lack of appreciation for each other. 😩 Whichever of these teams you sit in, we're all batting for the same side with a common goal - to attract, engage, and hire talent that drives our companies forward. 📈 Our role in branding and marketing is simple when stripped to it's bear basics - to raise awareness and interest, generate, engage and nurture leads. We then pass them to our recruitment compadres to convert. The opportunities for collaboration along this candidate journey are obvious. To tell a cohesive story across all touch-points we must equip and enable recruiters with the tools they need. E.g., talk tracks, objection handling, and insights that enrich their engagements with candidates, and maintain consistency between the content used and the conversations had. Event planning is another example. Instead of organising generic events, we should leverage recruiters' insights about hiring needs so that we can target talent segments that align with workforce plans and required skillsets. Are recruiters under pressure to hire 50 mobile app developers in Poland? Then plan events to cater specifically to this audience, ensuring relevance and impact for the business. 🎯 Got a database that marketers share nurturing news letters from? Most CRMs can report the recipients who open the emails (a sign of consideration) and those that engage with / click the content included in them (a stronger sign of intent). Share these lists with recruiters so that, when they're hiring, they've a warm pool of people they can prioritise approaches to, and who: a) have already signalled interest in your company; b) have shown ongoing signs of engagement; c) are quicker and cheaper to access, approach, interview and hire. 🙋🏼🙋🏽♀️ Also, branders and marketers worry about the cost and quality of applications just as much as recruiters do about the quality and cost of hires. To calculate the latter properly you need to include the former. Recognising this interconnectedness provides yet another opportunity for teams. It means they can align on the KPIs that will incentivise and drive the behaviours needed for teams to work more closely together. 💰⏱️ These are a handful of reasons why these teams must come together. There are many more. C'mon people. Employer branding and marketing, and recruitment are two sides of the same bloody coin! We've got to stop behaving like different currencies. Division makes us both weaker and easier targets for the nay-sayers of our professions. If you find yourself in an environment marked by this crappy tension then, for god's sake, be a bridge builder and not one screwing up the foundations needed for collaborative and mutual success. 🤝🏼

I work with fast-growing SaaS companies that want to make sure talent acquisition isn't a growth bottleneck for their business. And I believe they shouldn't start their employer branding by determining their employee value proposition (EVP). 👎 Let me explain why. You should start with the quick wins and get some great results first. Typically, coming up with a fancy EVP and putting it on your career site isn't that. Here are the two things I would do first: ✅ Great, candidate-focused recruitment marketing for the open roles and getting traction for that. Focus on sharing why this role is an interesting opportunity for someone. Try switching your mindset from "what we need" to "what we're offering to you". ✅ Create a simple information package, e.g., to your career page (that can even be an MVP Notion page or something similar) around your company, team, the product you are building, etc. Answer the basic things that candidates might care about and be transparent. Once you have done those and got traction, thinking about long-term employer branding makes sense. #TalentAcquisition #EmployerBranding #TalentMarketing

In today's challenging market for talent, employer branding is crucial to attracting and retaining the best people. Video is a dynamic and influential medium that can be incorporated into your hiring process to engage candidates, effectively communicate your culture and values, and stand out from the competition. #employerbranding #recruiting

I've worked in some absolutely shocking conditions in the past But thankfully I also worked in *one* great one They had 👇 🤸♀️ 2-3 days a week in the office, and absolutely no judgement for working from home 🌱 A super slick office with plenty of meeting rooms ⏰ Truly flexible hours; coming in at 11am wasn't frowned upon 🐶 A totally dog-friendly office 🚀 Some of the most talented, but also nicest, colleagues I've ever had the pleasure to work with 🤝 An incredible diverse team, which was even more impressive as it was FinTech But, amazingly, they weren't publicising it 🤯 They thought they didn't really have an EVP, hadn't built an employer brand, and relied on recruiters to hire for almost every single role There are SO many companies out there like this; their EVP exists, but they don't know how to bring it all together and turn it into an internal retention tool and external attraction tool I've now run dozens of workshops with companies like this, helping them to craft EVPs that convert 🔥 𝗙𝗼𝗿 𝘁𝗵𝗲 𝗳𝗶𝗿𝘀𝘁 𝘁𝗶𝗺𝗲 𝗲𝘃𝗲𝗿, 𝗜'𝗺 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗮𝗻 𝗼𝗻𝗹𝗶𝗻𝗲 𝗘𝗩𝗣 𝘀𝗲𝘀𝘀𝗶𝗼𝗻 𝗳𝗼𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝗹𝗲𝗮𝗱𝗲𝗿𝘀, 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗯𝗿𝗮𝗻𝗱𝗲𝗿𝘀, 𝗮𝗻𝗱 𝗗𝗘𝗜 𝘀𝗽𝗲𝗰𝗶𝗮𝗹𝗶𝘀𝘁𝘀 🔥 If you want to demystify EVP creation, and build the foundations of a killer employer brand, sign up for my session on 4th April at 11:30am (live or on-demand) The link to grab a ticket is in my comments 👇 #EVP #EmployerBrand #InclusiveHiring

Attracting top tech talent is about more than just salaries and perks. A strong company culture is crucial, and your employees play a vital role. They're not merely staff; they're your brand ambassadors. Utilizing their networks can enhance your recruitment efforts. Identify team members with broad connections, provide them with strategic tools, and empower them with engaging content. An effective employee advocacy program aligns with your branding and inspires your team to share their stories. These genuine endorsements are invaluable for drawing in professionals who share your values. It's about providing training, resources, and the art of storytelling. Prepare your employees to share their experiences in ways that attract potential candidates. And don't forget to measure the impact with KPIs to keep improving your strategy. The long-term benefits? A strong advocacy program improves your employer brand, increases engagement, and creates a thriving community, which leads to enhanced retention and a more dedicated workforce. Consider this: Who's better to promote your company than those who experience its culture daily? Transform your team into an effective recruitment engine with employee advocacy. Share your thoughts below! #TechTalent #EmployeeAdvocacy #CompanyCulture #RecruitmentStrategy #BrandAmbassadors #SocialRecruiting #HRTech #InnovativeHiring #EmployeeEngagement #KPIs