Gary Wale’s Post

Here's how you can seriously step up your Recruitment Marketing game, and make your hiring process a total success! 🚀 1. Leverage Social Media 📱: Engage with potential candidates on different platforms - Twitter, LinkedIn, Instagram, you name it! 2. Optimise Job Listings 🕵️♀️: Make them SEO-friendly to attract more traffic and be easily discoverable. 3. Highlight Company Culture 🏢: Positively showcasing your workplace environment can make a huge difference. 4. Utilise Employee Referrals 👥: Encourage your team to recommend others. The best people know the best people! 5. Use Data Analytics 📊: Understand the market trends and gain valuable insights. 6. Foster Candidate Relationships 💬: Keep candidates engaged and informed during the entire hiring process. 7. Offer Competitive Benefits 💼: Highlight the perks and advantages your company offers. 8. Use Clear Job Descriptions ✔️: Be specific and concise to avoid any ambiguity. 9. Engage Passive Candidates 🚶♂️: Reach out to those who aren't actively searching. They might be your next hire! 10. Utilise Video Content 🎬: Create engaging and informative videos to make the job role clear. 11. Incorporate Automation 🔄: Automate repetitive tasks for better efficiency. 12. Be Mobile Friendly 📲: Optimise for mobile users’ convenience. 13. Highlight Growth Opportunities 🌱: Show potential for career advancement. 14. Leverage Employer Branding 🎨: Promote your reputation as a top-notch employer. 15. Use Targeted Advertising 🎯: Reach specific demographics effectively. 16. Maintain Online Presence 💻: Stay active and relevant online to keep attracting top talent. 17. Utilise AI and Chatbots 🤖: Streamline candidate communication. 18. Promote Diversity 🌍: Emphasise inclusivity in your workforce. Diversity is strength! 19. Use Influencer Marketing 📣: Leverage well-known figures in your industry for promotion. 20. Share Success Stories 🏆: Showcase testimonials to build trust and credibility. So, how are you improving your recruitment marketing strategies? #RecruitmentMarketing #TalentAcquisition 👍

Hiring the right marketing talent is crucial for any business’s success. This blog looks at the key challenges hiring managers face and offers best practices to streamline the process. From identifying the right skills to ensuring cultural fit and promoting diversity, this guide covers it all. 🔍 Key Takeaways: * Identify Essential Skills: Stay updated with the evolving marketing landscape. * Assess Creativity: Look for innovative thinkers. * Evaluate Cultural Fit: Ensure candidates align with company values. * Promote Diversity: Use inclusive screening techniques. Read more to build a strong, diverse marketing team that drives success! https://loom.ly/NGnhuqw #Marketing #Hiring #TalentAcquisition #DiversityAndInclusion #BusinessSuccess

Ever considered the impact of tweaking your digital job title?🤔 Your job title isn't just a label – it's a powerful tool that shapes how you're seen at work. If you're in the position to make a subtle change, it can speak volumes about your experience, authority, and sophistication, even in the same role! #jobtitles #digitaljobs #seniority #digitalrecruitment

There's so much more to recruitment than most people realize. It's not just about filling roles; it's about creating the right message, getting it in front of the right people and making sure everything runs smoothly behind the scenes. 🎯 Sometimes I'm all in on digital marketing, making job ads better and looking at data to see what's working. Sometimes I'm in the numbers, analyzing what's working and what could use a little tweak. Sometimes it's all about making sure our operations and digital strategies are all connected so everything runs smoothly. 🤹 The key to balancing marketing strategies with recruitment goals is to be flexible and creative. Every day brings a new challenge, from finding new ways to stand out to adjusting campaigns to reach the best candidates (and a bit of fun too!).  So, should recruiters be a bit more like marketers? Absolutely. In a competitive market having a creative edge and knowing how to stand out makes all the difference. Does anyone else feel like they're wearing both the marketer and recruiter hat these days? 🎩 How do you make your job postings stand out in this competitive market? Let's swap ideas. 💡 #Recruitment #MarketingInRecruitment #TalentAttraction #Operations #JobOpportunities #RecruiterLife #DigitalRecruitment

Improving recruiter marketing skills is essential for staying competitive and attracting top talent. Here are the top 5 tips for 2024 to enhance your recruiter marketing skills: 1. Leverage AI and Automation Tools Utilize AI tools to automate repetitive tasks like candidate sourcing, initial screening, and email follow-ups. This not only saves time but also ensures a personalized approach at scale. AI-powered chatbots can engage with candidates on social media and your website, offering a seamless user experience while gathering relevant data. 2. Enhance Employer Branding Build a strong employer brand by showcasing the culture, values, and growth opportunities within your organization or clients. Use platforms like LinkedIn, Instagram, and TikTok to share behind-the-scenes stories, employee testimonials, and success stories. Highlight benefits, such as work-life balance and career development opportunities, that can appeal to a wider audience of potential candidates. 3. Optimize Content for Short-form Video Short-form video content (like Reels or TikTok) is a powerful way to engage potential candidates. Share industry insights, job openings, tips for applicants, and day-in-the-life content through brief, engaging videos. Keep up with trends and use storytelling techniques to create compelling video content that speaks directly to job seekers. 4. Focus on Diversity, Equity, and Inclusion (DEI) DEI continues to be a priority for candidates in 2024. Showcase your commitment to these values through your recruitment strategies and content. Share success stories of diverse candidates, and promote an inclusive workplace culture. This helps attract talent from a broader range of backgrounds and improves the organization’s reputation. 5. Invest in Data Analytics Use data analytics to track your recruitment marketing campaigns’ performance, such as conversion rates, candidate engagement, and sourcing channels. Analyzing these metrics helps refine your strategies, focus on the best-performing channels, and improve the quality of candidates you attract. With the right insights, you can adjust your messaging and platforms to align better with your audience. These strategies will help you stay ahead of the competition and build a strong, data-driven approach to attracting and engaging candidates in 2024. Sincerely: Nozimjon Yusupov #linkedin #ceo #marketing #scientific #recruiting #hr #skills

More and more companies are ramping up their recruitment efforts to snag the best talent. 🚀 Recently, a survey highlighted that 37% of client-side marketers are gearing up to hire new staff in the next quarter, an uptick from 30% previously. Digital marketing, content creation, and data analysis are the hot areas where skills are in high demand. 📈 Reflecting on my own journey in marketing, it's evident how pivotal these skills have been. Whether analysing user data to refine ad strategies or crafting engaging content that resonates with audiences, each skill has become indispensable in today’s market. Moreover, the scramble for talent is palpable in every discussion I have with peers in the industry. 😅 Here’s the kicker though: the competition for hiring qualified professionals in these fields is fierce thanks to a notable talent shortage. Companies are stepping up by offering more than just a good salary. Think flexible working options, robust training programs, and other attractive benefits to lure the best. 🌟 Curious to hear from you: - How are your organisations adapting to these shifts in the marketing recruitment landscape? - What skills do you believe will be paramount for marketers in the coming years? Let’s bring our experiences into this conversation and maybe, just maybe, help shape future strategies for attracting and retaining top marketing talent. 🔄 #DigitalMarketing #ContentCreation #DataAnalysis #CareerDevelopment #TalentAcquisition #MarketingTrends

🔍 Like any sales and marketing funnel, talent acquisition works on the same principle: building a consistent approach to attracting, engaging, and hiring top talent. Enter #RecruitmentMarketingFunnel 📈 - a journey guiding potential candidates from initial awareness through to application and hire: 1️⃣ Awareness = Advertising: This is an essential step where leveraging social media, content marketing, and employer branding is critical to creating a solid first impression. 2️⃣ Interest = Branded Content: Now that you’ve caught their attention, it’s time to build interest. Share stories of employee success and insights into your company culture, benefits, and career opportunities. 3️⃣ Consideration = CTA: Candidates may be interested, but they’re weighing their options. This is where targeted content, personalized communication, and engagement strategies come into play. 4️⃣ Intent = Career Site: They’re almost ready to plunge. The most crucial step is to ensure your application process is seamless, easy, creates a great experience 5️⃣ Application = Career Site & CRM: The journey doesn’t end here. Maintain communication, provide updates, and ensure a positive candidate experience post-application. 🚀 By understanding and optimizing each stage of the recruitment marketing funnel, we streamline our talent acquisition process and create meaningful connections with potential candidates, setting the stage for long-term success and employee retention. 💡 P.S: SmartDreamers can help with all of the above ☝ #RecruitmentMarketing #TalentAcquisition #Marketing #CareerSites

Good read on Talent Marketing position. Should this be a part of the Recruiters job (potentially new projects they enjoy) for creative thinking, sparking innovation to reach new candidate pools, or should this be a dedicated resource? #TalentMarketing #RecruitmentInnovation #HRStrategy

5 mistakes that keep you from hiring top marketing & eCommerce talent. 1️⃣ Overloading the job description with 'nice-to-haves'. When your list of requirements gets too long, studies show that you risk missing out on great talent—especially women, who often apply only if they meet every item listed, compared to men, who apply at 60% match. → Solution: Focus on must-haves only. 2️⃣ Relying on “quick apply” buttons. The “quick apply” sounds convenient but rarely attracts the quality you're after. You end up with stacks of resumes and minimal insights into who these people really are. → Solution: Add 3-5 key qualifying questions to your application form. 3️⃣ Turning the first interviews into a full hour. Spending an hour on the first call only to find the candidate isn’t a fit? If their language skills or cultural fit aren’t what you need, you've just lost an hour you could’ve spent elsewhere. → Solution: Start with a quick 10-15 minute screening call. 4️⃣ Holding out for the 'perfect' candidate. Waiting for a unicorn that ticks every box can mean your role goes unfilled for months. The truth? Even top hires will have a learning curve, and you’re better off hiring someone who’s 90% there than prolonging the search. → Solution: If someone meets 90% of your criteria, make the hire. 5️⃣ Forgetting to sell the opportunity. You’re not the only one interviewing. The best candidates have options, and if your job post reads like a bland list of tasks, they’ll likely pass. A compelling opportunity is about more than the tasks; it’s about the team, growth potential, and culture. → Solution: Paint a picture of the role, team, and future in your company. Want to bring top talent onto your team? Avoid these mistakes, and you’ll notice the difference. Which of these mistakes have you seen in your own hiring process? Let me know in the comments! 👇

⭐️ Impact of social media on recruitment ⭐️ There are number of ways that companies use to recruit their employees. But over few years, there have been a lot of trends in talent acquisition, a lot of evolution. We keep scrolling our social media all day. But have we thought about it from an HR perspective? 🤔 It's time to give it thought! 💡 From sharing personal experiences to exchange of information, social media platforms have now become effective tools. Social media recruiting is the process of using various social media platforms, tools and technologies to scan, identify and filter the best candidates for the job openings. According to a report by Adweek, 92% of the companies use social media to recruit candidates. The impact of social media on talent acquisition has been significant. The key ways are: 🔸️ Increased reach and accessibility: According to Glass door, 79% of job seekers use social media for job search, and over 85% of employers said social media helps them find and engage passive job seekers. As per Linkedin's own Data, 46 million students and grads are on the platform making them a prime target. 🔸️ Enhanced employer branding: Companies can attract candidate by showcasing their company culture, values and work environment. 🔸️ Targeted recruitment: Platforms like linkedin offer targeting tools that allow recruiters to filter candidates based on specific skills, experience and qualifications. 🔸️ Real time engagement:  Social media enables direct communication between recruiters and candidates fostering a connection, thereby speeding up the hiring process. 🔸️ Data driven insights:  Analytics tools offered by platforms provide insights and help recruiters understand what content resonates with potential candidate. Companies can analyze candidates' online behaviour. Hence, from expanding talent pool to building strong networks, these platforms offer great opportunities for companies to find and attract talent. . . . . #talentacquisition #samyukthainsights1