Growth & Brains | Commission-Only Marketing Agency’s Post

Indeed’s 'Healthy Marketplace' policy changes could ruin your hiring forecast. In my recent conversations with TA industry leaders, they revealed that a staggering 25-60% of their job traffic comes organically from Indeed. However, Indeed's latest "Healthy Marketplace" policy changes put this vital source of organic traffic at significant risk. These changes will affect (starting May 2024) job post visibility, potentially diminishing the organic reach many have relied upon. 📉 What does this mean for your team? It’s a pivotal moment to reassess your recruitment strategy. Here are steps to adapt: 👉 Diversify recruitment channels: Explore beyond traditional job boards. Only 10% of candidates are actively looking for a new job nowadays. Hire where life happens. e.g. Social media platforms offer untapped potential for reaching passive and active candidates alike. 👉 Audit your application process: When was the last time you walked through your own application process? The time is now! Identify and improve conversion bottlenecks. Even minor adjustments can significantly impact placement outcomes. In fact, conversion optimisation will have a bigger impact than just driving more candidates to your career page (with shitty conversion rates). 👉 Leverage analytics: Use analytics to understand what really drives your best candidates (placements ideally!) and adjust your strategy accordingly. 👉 Refine your employer branding: A strong, engaging employer brand is crucial for attracting talent on new platforms. This shift is a golden opportunity to innovate and attract candidates through new, dynamic strategies. 🚀

The future of recruitment is here, and it's brimming with change! Get ready for a talent acquisition landscape transformed by innovation and a focus on building strong employer brands. Here are six salient highlights to keep an eye on: 1️⃣ AI - while still far from perfect - is becoming a recruiter's right hand. By 2030, AI-powered tools will seamlessly integrate across the entire hiring process, from identifying top talent to streamlining assessments and matching candidates to roles. (A Deloitte study predicts soft-skill-focused jobs will make up over 60% of all jobs by 2030? AI can help assess these crucial skills.) 2️⃣ Employer branding is no longer just about job boards. Think creative, engaging content across social media platforms like Instagram, TikTok, and YouTube. (80% of job seekers consider a company's reputation when applying, according to Glassdoor). 3️⃣ Social media is the new recruiting ground. With over half the global population actively using social media (and growing!), it's no wonder companies are turning to platforms like LinkedIn and niche communities to find hidden talent gems. (SHRM reports 84% of organizations already leverage social media for recruitment.) 4️⃣ Data will be the key to unlocking smarter decisions. Sophisticated recruitment analytics tools will empower employers to make data-driven choices throughout the hiring process, leading to better quality hires and a more diverse workforce. (The global talent management software market is projected to grow 12.1% annually by 2029, according to Fortune Business Insights.) 5️⃣ The candidate experience reigns supreme. Building a positive candidate experience from the first interaction can be the difference between attracting top talent and losing them to the competition. Remember, happy candidates become employer brand advocates! (IBM research shows candidates with a positive experience are twice as likely to recommend your company.) 6️⃣ Proactive recruitment is the new normal. Gone are the days of waiting for applications to roll in. The future demands a proactive approach – identifying and reaching out to high-potential passive candidates before they even consider a job change. Are you ready to future-proof your recruitment strategy? Let's chat about how to leverage these trends and build a talent pipeline that secures your competitive edge! #futureofwork #recruitment #talent

🧠 THINK LIKE A MARKETER 🧠 Prospective employees, much like potential customers, invest considerable time in researching organizations before deciding to apply. Therefore, an employer needs to think like a marketer. Here are 3 reasons why: 1️⃣ Attracting Top Talent 🚀 Just as marketers target and attract customers, employers need to create compelling and engaging employer branding to attract top talent. By highlighting company culture, values, and unique benefits, employers can differentiate themselves from competitors and appeal to the best candidates. 2️⃣ Enhancing Candidate Experience 🚀 Marketers focus on customer experience to build loyalty and satisfaction. Similarly, employers should prioritize a positive candidate experience throughout the recruitment process. This includes clear communication, a smooth application process, and timely feedback, all of which help to build a strong reputation and encourage top talent to join the organization. 3️⃣ Leveraging Data and Analytics 🚀 Marketers use data to understand customer behavior and refine their strategies. Employers can apply the same approach by analyzing recruitment data to identify trends, measure the effectiveness of recruitment campaigns, and optimize strategies for sourcing, attracting, and retaining candidates. Data-driven insights enable employers to make informed decisions and improve overall recruitment outcomes. #recruiting #transformingrecruitment #recruitmentskills #HRskills #HRBP #thinklikeamarketer #HRawareness

In the ever-evolving digital landscape, recruiting top talent in digital marketing has become a formidable challenge. 🎯 The first hurdle is the rapid pace of change within the industry itself. Digital marketing roles today are not what they were even a year ago. As industry leaders, we must stay ahead of the curve, anticipating the skills that will be in demand tomorrow. This means not only looking for candidates with current expertise but also those with the agility to learn and adapt. Another pressing issue is the talent gap. There's a growing demand for digital marketing professionals, yet the supply doesn't always keep up. To bridge this gap, we must invest in training and development, nurturing a new generation of digital marketers who are equipped with a blend of technical know-how and creative flair. But it's not just about skills. The right cultural fit is paramount. Digital marketing thrives on innovation and creativity, and so the work environment must foster these values. During recruitment, we look beyond the CV, seeking individuals who are not just qualified, but who will also thrive in our company culture. Engagement is key. In our digital age, we've found that passive recruitment strategies are less effective. Instead, we actively engage with potential candidates through social media, webinars, and industry events. It's about building relationships, not just filling positions. Finally, diversity is not just a buzzword; it's a business imperative. Diverse teams bring a wealth of perspectives, leading to more innovative solutions and a better understanding of our diverse customer base. As such, our recruitment strategies are designed to attract a wide range of candidates, celebrating different backgrounds and experiences. The road ahead is challenging, but as digital marketing leaders, we are optimistic. By embracing change, investing in people, and fostering an inclusive culture, we can attract the talent that will drive our industry forward. #DigitalMarketing #RecruitmentChallenges #IndustryLeaders

In today’s competitive job market, Identifying, Attracting, and Retaining top talent requires more than a simple approach that includes both traditional and innovative strategies. Here are my proven strategies to achieve these objectives: 1️⃣ Employer Branding ◼ Create a strong employer brand that shows your company's culture, values, and benefits. ◼ Utilize platforms like Glassdoor, LinkedIn, and social media to showcase employee testimonials, achievements, and company events. ◼ The branding will definitely attract top talent to your company. 2️⃣ Offer competitive compensation and benefits ◼ Research industry standards and offer competitive salaries and benefit packages. ◼ Consider additional perks such as flexible work hours, remote work options, wellness programmes, and professional development opportunities. ◼ These perks are no longer just add-ons but important for long-term growth. 3️⃣ Implement employee referral programmes ◼ Encourage current employees to refer qualified candidates by offering incentives like cash bonuses, extra vacation days, or recognition programmes. ◼ Employee referrals often result in higher-quality hires who are a good cultural fit. 4️⃣ Utilize recruitment marketing techniques ◼ You should use digital marketing techniques to target passive candidates through social media, online job boards, and targeted advertising campaigns. ◼ Develop content such as videos, blogs, and infographics to attract talent and showcase your company's brand. What are the strategies you are implementing in your office to identify, attract, and retain top talent? P.S. If you believe such top talent guidance is needed in your organisation, feel free to contact me at 📞 +91-9879108682. D and K Consultant #toptalent #identifying #attracting #retaining #traditionalstrategies #innovativestrategies #talentguidance #hr #hrhiring #hrinsights #hrconsulting

🧠 The Brainfood Digest 🧠 1️⃣ Edelman Trust Barometer 2024: Dive into the sobering insights on institutional trust and the crucial role of trust in employer branding. 2️⃣ The Death of Deloitte: Explore the evolving landscape of AI-enabled services and their impact on professional services. 3️⃣ Workforce Digest: Gain valuable perspectives on the current job market dynamics and the dissonance between data and real experiences. 4️⃣ You're Not Guaranteed a Spot on the Team: A succinct yet thought-provoking piece on the realities of the employer-employee relationship. 5️⃣ Unicorns Company Tracker: Discover the resurgence of tech unicorns and the notable trends in venture capital investments, especially in AI. 6️⃣ KPMG & REC Report on UK Jobs March 2024: Get insights into the challenging job market conditions in the UK and its implications for job seekers. 7️⃣ "Kismma D. Nhuhts": Explore the intriguing experiment shedding light on the job search process and recruiter behaviors. 8️⃣ Cheat Sheet: 90 Day New Head of TA Plan 2024: Access a valuable resource for recruitment professionals to kickstart their strategies. 9️⃣ CEO Andy Jassy’s 2023 Letter to Shareholders: Gain perspective from industry giants like Amazon on their vision and decisions shaping the global landscape. 🔟 How Offering Remote Working Increases Your Chances of Hiring: Learn about the impact of remote work on hiring strategies and candidate preferences. 🚀 Subscribe to Elevate Your Recruitment Insights with Recruiting Brainfood by Hung Lee 🚀 #Recruitment #EmployerBranding #FutureOfWork #Economy #RemoteWorking #Podcasts #Brainfood https://lnkd.in/eJheK3aB

Weekly, for the last four months, I've interviewed 3 or 4 Employer Brand, Recruitment Marketing, or Talent Leaders. I wanted to find out what challenges, problems, or areas of friction they face. Here’s what I’ve learned: AI: Not many, if any, EB leaders have yet to crack the code with AI to use it in a meaningful and consistent way. There is plenty of white space! Career Site: It's the most underutilised asset in most Recruitment Marketing teams, and many companies need to communicate their 'differential differences' to stand out and attract quality talent. Other opportunities include amplifying their rich DEI&B initiatives. I'm not talking about an image and a few words but meaningful content that inspires minority groups to hit the apply button! Employer Brand ROI: I get it; building a business case is only some people's forte. Unfortunately, communicating business-critical ROI is not a muscle EB teams are good at (sorry to say!). Talent Attraction teams create so much value that an executive sponsor (or CFO) can get behind if positioned correctly. I'm inspired to help folks win the budget they deserve because of their meaningful impact, which goes beyond applications and conversions. When I speak to EB, RM, and T/A folks, I feel motivated by all the problems and areas of friction (I think of them as opportunities) that can be solved through a software solution. This is a really exciting time for the talent attraction industry! Companies that embrace these focus areas will likely convert top talent, significantly reduce recruitment costs, and win bigger budgets to create even more efficiencies. This is also an exciting time for VideoMyJob because of the opportunities to innovate and support teams to achieve that. Stay tuned for our first product update dropping next week - we will be solving for 1 of the the opportunities above ;) #employerbrand #recruitmentmarketing #evp

Discover 5 things that all recruiters should know... The Future (today) of Talent Acquisition is Global: Are You Ready? The world of work is no longer confined by borders. The best talent can be located anywhere, and companies that embrace a global talent acquisition strategy will be the ones that thrive. But are you prepared for this shift? Here are some key questions to consider: 1. Have you identified the skills needed for your future success? The skills landscape is constantly evolving. Analyze your business goals and identify the skills critical for your future growth. Are these skills readily available in your local talent pool? Looking globally might be the answer. Example: Perhaps your company needs expertise in artificial intelligence (AI). While local talent might be strong, expanding your search to include AI hubs in Asia or Europe could give you access to a wider range of specialized candidates. 2. Are your recruitment tools and processes optimized for a global search? Traditional job boards with limited reach won't suffice in a global market. Utilize online platforms with international audiences, leverage social media for targeted outreach, and consider partnering with local recruitment agencies in key markets. Example: Instead of just posting on national job boards, look for platforms that cater to specific skill sets or regions. Utilize LinkedIn's advanced search filters to target candidates with the desired skills and location. 3. Does your employer branding resonate with a global audience? Your company culture and values need to be attractive to talent across borders. Highlight your commitment to diversity and inclusion, showcase your remote work options, and emphasize opportunities for growth and development. Example: Translate key aspects of your employer branding into different languages for your social media channels and career pages. Share stories of your existing international workforce to demonstrate your global mindset. By taking a proactive approach to global talent acquisition, you can secure the best talent needed to drive your company's success in the future. Let's continue the conversation! Share your thoughts and experiences with global talent acquisition in the comments below. #globaltalentacquisition #futureofwork #hr #talentmanagement

In today’s competitive job market, Identifying, Attracting, and Retaining top talent requires more than a simple approach that includes both traditional and innovative strategies. Here are my proven strategies to achieve these objectives: 1️⃣ Employer Branding ◼ Create a strong employer brand that shows your company's culture, values, and benefits. ◼ Utilize platforms like Glassdoor, LinkedIn, and social media to showcase employee testimonials, achievements, and company events. ◼ The branding will definitely attract top talent to your company. 2️⃣ Offer competitive compensation and benefits ◼ Research industry standards and offer competitive salaries and benefit packages. ◼ Consider additional perks such as flexible work hours, remote work options, wellness programmes, and professional development opportunities. ◼ These perks are no longer just add-ons but important for long-term growth. 3️⃣ Implement employee referral programmes ◼ Encourage current employees to refer qualified candidates by offering incentives like cash bonuses, extra vacation days, or recognition programmes. ◼ Employee referrals often result in higher-quality hires who are a good cultural fit. 4️⃣ Utilize recruitment marketing techniques ◼ You should use digital marketing techniques to target passive candidates through social media, online job boards, and targeted advertising campaigns. ◼ Develop content such as videos, blogs, and infographics to attract talent and showcase your company's brand. What are the strategies you are implementing in your office to identify, attract, and retain top talent? P.S. If you believe such top talent guidance is needed in your organisation, feel free to contact me at 📞 +91-9879108682. D and K Consultant #toptalent #identifying #attracting #retaining #traditionalstrategies #innovativestrategies #talentguidance #hr #hrhiring #hrinsights #hrconsulting

🚀 Ready to transform your career path in 2024? 🌟 As a dedicated digital specialist recruiter, I've had the honor of working with outstanding individuals in the digital space, spanning both B2B and B2C domains across a number of different industries. 💼 Are you looking for new challenges or seeking the perfect match to drive your digital initiatives forward? 👥 Let's dive deep into your aspirations and ambitions. Whether you're craving a change of scenery or eager to make changes to your team with top-tier talent, let's connect! ☕ 💼 As the new financial year unfolds, businesses across a number of different sectors are gearing up for the challenges and opportunities that lie ahead. Let's sit down over a cup of coffee and delve into your digital marketing strategies, upcoming projects, or my market insights to steer your organisation towards success in 2024. 🌈 Curious about the latest market trends and salary benchmarks? Reach out to me at [email protected] to delve into our comprehensive salary guide and discover how we can collaborate to shape your digital success in 2024! 📈 #DigitalRecruitment #CareerTransformation #2024Goals