Edd Ferdinales’ Post

Managed advertising services explained ⬇️ Do you really have time to sift through 100s of applications? Concerned about candidate experience through lack of time? This is where we can help 👀 Get in touch with us to find out how we can free up some of your time!!📱 #fmcgexec #fmcgrecruitment #recruitment #advertising #jobhunt #candidateexperience

The amount of times I hear hiring managers tell me they’re spending so much time looking through endless applications & doing huge volumes of interviews to still not get the right candidate is madness!! 👀 Surely this isn’t commercially viable? Doing your own recruitment sometimes doesn’t always save you money… That time you could have back ⬇️ Let us take the pressure off you and do what we do best ✌️ I’d say that’s a win for all parties! 📱 #fmcgexec #recruitment #recruitmentpartner #timemanagement #hiring #career

Have questions? We're here to help. 🙌 Head over to the FAQ section on JobAdvertising.com to learn how we make hiring simple and affordable. We handle the advertising, so you can focus on choosing the best candidates. ✨ Let’s stay connected. Follow JobAdvertising.com everywhere for all the latest updates. 🙌 >> https://lnkd.in/gu62UfqY #JobAdvertising #HiringMadeEasy #SmarterHiring #Recruitment #RecruitmentSolutions #RecruitmentMarketing #TalentAcquisition #HiringSolutions

Would programmatic job distribution be right for your organisation? This solution sees your opportunities get served across hundreds of different job boards on a pay-per-application basis. So how do you know if it’ll be right for you? Highly appropriate if… ✅ You’re a large-scale employer that benefits from being able to quickly scale hiring up and down at short notice ✅ You’re a data-led business that values performance insights ✅ Your talent attraction team have experience in bringing technical analytic implementations to your job ecosystem ✅ You’re ready to maximise time and budget and get 30% more hires out of the same investment Not appropriate if… ❌ You’d prefer to stick with traditional job board packages (despite higher cost) ❌ Your team love tedious, repetitive tasks like manually posting jobs instead of high-value activities like building relationships with candidates ❌ You’d prefer to do your own optimisations and not be informed by live data from millions of job ad clicks and applications. Don’t hesitate to reach out for advice on whether getting set up for programmatic job descriptions is the right step for your talent attraction team. #TalentAttraction #RecruitmentStrategy #Recruitment #ProgrammaticAdvertising #Programmatic #JobBoards #RecruitTech #RecruitmentTechnology

Could programmatic job distribution be a game changer for your recruitment strategy? 💡 Strategic Account Director Biraag Shah weighs in on who could take advantage of this powerful tech making talent acquisition more efficient. #Jobboard #JobBoards #TalentAcquisition #RecruitmentStrategy #Hiring #Employers #HiringSolutions

“Wondering what advertising platform you should use to find the best candidates?” For companies who are hiring and unsure about where to start when choosing advertising platforms for your recruitment, my top tip is to align your platform choice with the type of candidates you want to attract and the nature of the role. Here’s a little guide to help you make the right decision: ·      For entry-Level/General -Indeed, Glassdoor, Facebook Jobs ·      Mid-Level Professionals- LinkedIn, Niche/Sector Specific Job Boards ·      Senior/Executive Roles- LinkedIn, Executive Search Recruitment ·      Technical Roles (e.g., IT)-Stack Overflow, GitHub, Tech job boards ·      Creative Roles- Dribbble, Behance, Instagram ·      Customer-Facing Roles- Indeed, ZipRecruiter By understanding your target audience and experimenting with platforms, you can efficiently find the right candidates without wasting time or budget 🤩

Have questions? We have answers. 🙌 Head to the FAQ section on JobAdvertising.com to discover how we make recruiting a breeze—without the extra cost. We handle the advertising, so you can focus on what matters: finding the perfect talent. ✨ Remember to like and follow JobAdvertising.com on all platforms. 🙌 >> https://lnkd.in/gu62UfqY #JobAdvertising #HiringMadeEasy #SmarterHiring #Recruitment #RecruitmentSolutions #RecruitmentMarketing #TalentAcquisition #HiringSolutions

If you hire for everything, you hire for nothing. Don't write a shopping list of every marketing task you could imagine on your job spec.🍞🥦🌽🍓🍊🍳🧅🍫 Instead, list THREE GOALS CANDIDATE NEEDS TO ACHIEVE. Tell them success will be defined by how well they deliver these goals. 🌋In the last year, we’ve placed just over 20 A-player marketers with our clients with a few dozen more in the pipeline waiting to sign a contract. BUT There is a way for you to get the job done solo if you're not interested in working with us directly (no offence taken).😎 Our weekly newsletter covers everything from: ➡️How to write compelling job ads that attract top talent to ➡️Positioning your company as "the best place to work in 2024". (sub link in comments) 🤔If you're thinking you might need our help though, pop me an email at [email protected] #hiringtips #recruitmenttips #talentsourcing #newsletter #marketingagency

Couple of interesting comments from agency recruiters on my post yesterday about "advertising" to attract candidates. "A players DON'T apply for jobs." "They NEVER apply. They AREN'T active, you have to find them and pull them from where they are." Look, I get that these were probably pretty short sighted comments assuming I was talking about 'job board' advertising. I wasn't—it's 2024 and there's more than one way to skin a cat. And I'm guessing when "pulling them from where they are"—we don't mean 'physically'. And it'll be by getting in front of them via some form of 'advertising' to 'where they are' (on LinkedIn/social media, their phone, DMs or email). Anyway, for what it's worth—I personally reckon A-players are ALWAYS somewhat active (open to a convo if something catches their attention). Not many sat around in a 'job for life' these days?! But yeah, they're probs not sat scrolling on online job boards at 11am on a Thursday morning. PS - both of these recruiters interestingly both 'advertise' roles on here. Must only be looking for non-A players for their paying clients? 🤣 PPS - I was making a point about the power of 'LinkedIn' and 'acting quick' during the rec process. I will be more explicit for those at the back next time ffs. As you were.

Must get back to every candidate who applies to adverts, right? Not if you DON'T advertise Are you like the recruiter I spoke to last week? Too nice and wanting to be kind of 'politically correct' (gotta get back to every candidate) Here's what happened to him He's a good guy, considerate and professional Over 100 advertising responses and he got back to every single one of them personally Multiple 5 minute/10 minute conversations Lots of free advice Lots of candidates saying thank you and what a nice guy he was No money!!!! So he stopped advertising. Now he only headhunts. He still gets back to people, but he's in control because he's only targeting candidates that are relevant. Don't be too nice Be professional and make money Book a meeting with me if you'd like to improve billings in your recruitment, company - https://lnkd.in/eqSMZmDr Or for free recruitment training visit RecruitmentTraining.com and sign up for 820 recruiter and manager videos, 100% free