Julie Boylan’s Post

Many recruitment agencies grow by word of mouth. But there’s 2 problems with it ↓ 1) It’s slow You can be waiting weeks, months, even years for past or current clients to refer you to the *right* person. 2) It’s risky Essentially you’re handing the fate of your business to a handful of people. Instead you can take matters into your own hands and have new clients coming to you. Social media is word of mouth at SCALE. You can attract new opportunities and raise your visibility from just marketing yourself successfully and creating great content. Yes it’s not easy as everyone would be doing it… But if you struggle with knowing what gets results and what you shouldn’t do on LinkedIn — I actually made a free guide revealing the 7 mistakes recruiters make and solutions to each one. 7 actionable steps you can implement in less than 60 minutes 🙌 Download it for free here: https://lnkd.in/eE2SHRgT

You've just received another batch of CVs to look through and you've some time to kill, so you decide to look your candidates up on various social media platforms. We think not, but check out our latest blog for some helpful tips and advice! #OurBobsJobs #OurBobsBlogs

There are so many fake recruiters on Linkedin and they are so active to post Jobs using good company names and with good amounts. And once you ping them they will ask for the Digital marketing work on a daily basis for 2 to 3 hours. Beware and don't fall into that trap. check the recruiter's profile carefully first, before sharing your number with them.

Discover Hidden Results. 👀 Tired of seeing the same old search results on Google ❓ Shally Steckerl reveals a powerful trick to tap into the freshest, most relevant content from just the past hour, week, or month. Discover how to filter your search by using a simple URL tweak. Unlock hidden gems and new updates, whether you're searching for resumes, event speakers, or anything else! 💥 #sourcing #search #recruitment

Reviewing a candidate's social media as part of the hiring process has become common practice. But, you need to be careful. Knowing which posts are actionable, and which should be ignored, is critical to making a fair and legal assessment. Your best bet? Outsource social media screening to a third-party vendor (like Critical Research). They know exactly what information should be passed on to your business, and what should be left alone. #SocialMediaScreening #HiringProcess

Social media is everywhere - You can't escape it!‼️ And as a recruiter or recruiting agency, you should not try to.🤷🏼♂️ Using social media correctly might be the key to improving your business development. #Talisman #Recruitment #SocialMediaRecruiting #Recruiters #Recruitmentagency

The ability to touch many points of the funnel provides valuable insight for our customers. What for example if you knew that one source required your recruiters to screen 2x the candidates to find one qualified over another source you thought was better value? Programmatic Job advertising gets you more applicants at lower cost per applicant, but that's more work for your recruiters, not better outcomes. Not just is human time optimized, but the cost is also reduced. Maybe next time you're negotiating advertising budgets with job boards you'd like this data on your side?

He's not reaching back out... I've sent about 15 zillion outreach messages for recruiting firms. And BY FAR the most common response? Some variation of "we're not hiring right now" Which we all know is just a polite way of saying "no" Even if it's true. Which is fine. We can't control whether people are ready to do business with us. All we can control is 1. Do they remember us when that hiring need rolls around? 2. Do they trust us, or do they consider us an annoying spammer? If your follow-up game is strong, you can control this with more outreach messages. But I find adding content is really takes things to the next level With content you can 1. Show people multiple examples of how you solve the problems they have 2. Show people what it's like to work with you 3. Attract people who share your value system and will make better clients 4. Stay in front of people without seeming pushy, needy, or salesy. 5. Have something to talk about when you do follow up instead of just chasing a transaction. I wrote a lot about this in this week's article. And I even recorded an audio for anybody who'd rather listen than read. https://lnkd.in/eDFZMsiH

Thursday recruitment tip for my agency friends. If you're going to try to approach us to win our business, it's probably best not to message several of my team and ask if they're looking to move on as they've been with us for a while. Might give us a few trust issues 😉 (For the record, we have no need to use agencies, haven't used them for at least a year and we've got some great partners lined up whenever we do need to use them!)

Dear Recruitment Business Owners... Before investing THOUSANDS on marketing  Try our Free Trial (No one else is offering this) 1. We’ll write TWO POSTS for you that have the potential to rack up tens of thousands of impressions. 2. Some recruiters have won 30K+ worth of business JUST from coming through the free trial 3. You’ll get a sneak peek at the strategies we’ve used to generate millions in revenue for our clients 4. We’ll help you generate 12 ideas for your market that have the potential to go Viral 5. It’s BLOODY FREE! So we’ve removed all the risk for you. Interested? Send me a DM :)