Leon Cortez’s Post

Your track record sells.. what jobs you recruit does not! 10 years ago specialist agencies became more niche and more specialized. This used to be a differentiator. Today its just not strong enough to convince new clients to work with you.. 🏅 As a hiring Manager I am going to be interested in your ability to deliver. 🥇 While working in the same area the vacancy demands is important, it shouldn’t be used as the hook to draw interest. 🏅 When pitching TA stakeholders use data to guide your sales approach. If you have a 3:1 CV to interview or 2:1 interview to deal ratio use it, sell it. 🏅 Sell your track record whatever it is, if its improving diversity with clients you work with, sell it, focus on benefits of what you do and not the features of your service i.e. talking about how specialized you are.

It's a fact, most job descriptions are dull. They list the job requirements and company description with no charisma. But a job listing is an advertisement, not a technical document. It’s meant to incite interest in the role and convince candidates to apply! Storytelling is a powerful way to improve your sales pitch and stand out amongst the competition. Write something that resonates with the people you want to hire! https://lnkd.in/e9YnFuCW #hiring #recuitment #talentacqusition #jobposting #recruitmentmarketing #recruitmentadvertising

The diversity of candidates that I get to interview is always interesting. Media buyers, Affiliate Managers, Client Success, team management, Call Center Operations, etc. The consistent theme I see in all of them is 1) they are experienced, they have demonstrated that they can move the needle, and 2) they are looking for career advancement opportunities, not just switching business cards. If you are looking for "A" players and your company offers competitive pay and career advancement, then click on Book an Appointment. At a minimum, you will get feedback on whether or not I believe you have a realistic shot at acquiring experienced talent with your current offer to candidates. Some people are looking for a $100 steak with bottle return money. Please be prepared to have your task and responsibility focused job description optimized to answer this question: Why should I quit my current job and come work for you?

Don't let big numbers put you off.... 🎈 Are you looking for a new role, but feeling deflated when you see there are already hundreds of applicants for that perfect opportunity? Don't! 💡 My tip of the day is this; if you really believe that you have the right skills and experience needed for the role and can demonstrate this on your CV and at interview, then don't even look at how many applicants there are. APPLY! If you're a strong fit, we'll find you in the noisy crowd, don't worry. 📢 Many of the roles we advertise attract hundreds, if not thousands of responses. The job market is challenging and there are lots of people looking, but I can guarantee that *95% of those who apply will not meet the basic criteria. At Tarsh & Partners Marketing Recruitment, we're used to finding needles in haystacks. If you're in the *5%, we want to see your CV! * These are made up numbers, but you get my point? 😉 https://lnkd.in/eZXhJvtm Adam Tarsh | Janine Darley | Alex Hooper

Let’s face it, most job descriptions are the dull. They list the job requirements and company description with no charisma. But a job listing is an advertisement, not a technical document. It’s meant to incite interest in the role and convince candidates to apply! Storytelling is a powerful way to jazz up your sales pitch and stand out amongst the competition. To breathe life into your job listings. To write something that resonates with the people you want to hire. To get invited in. Stories and marketing go hand-in-hand https://lnkd.in/e9YnFuCW #hiring #recuitment #talentacqusition #jobposting #recruitmentmarketing #recruitmentadvertising

Open roles below, scroll down. The ability to get an interview seems like a win for some. That should not be the bar…but it is. Don’t try and use sunday to apply, use it for practicing for those interviews. Nobody is going to read through resumes today, you are going to get lost in the shuffle. Work on your elevator pitch, work on researching the company and prepping questions. If these roles below are not for you, scroll down and pay it forward. 👍🏻 Like this post 🤝Share this post ♻ Repost ⌨️ Comment below   Luca Kim Mindshare Careers Manager, Affiliate Marketing https://lnkd.in/dwenaY5K Emi Nakamura American Medical Association Marketing Specialist l (Remote) https://lnkd.in/dNbXbdF6 Christian De Gennaro  Amagi Senior Account Manager - Sales https://lnkd.in/dBvrNYP7 📌 Missed some of my posts, always find them here. https://lnkd.in/dJ5_SXdw #jobs #openroles #nowhiring #jobadvice

Got any internal roles?👀 That is the one question I get asked by a high number of people I speak with every week. I get it, the market has been tougher in 2024. Perhaps your agency has had a major focus on new business this year. Maybe there is a perception that internal it is easier because there is no sales element.🤷🏼♂️ When I dig deeper and try to understand why they want to leave agency, it typically comes down to one reason. It’s because they don’t feel successful.❌ They are not making enough placements  Not earning enough commission Not hitting there personal goals A high % of the recruiters actually like the industry and want to stay in it. It’s a major shame that so many people come and go from our industry. Instead of giving away all the benefits and cool stuff like parties, boat cruises, lunches ect - just focus on the basics. Give people all the tools and training so they can be successful . Help make them successful, help them reach each small milestone and in turn watch them stay and thrive.👊

Picking up on a post I commented on regarding job titles. As a recruitment partner I am daily having conversations with my customers regarding job titles. When we advertise a job there are so many occassions where we have to "tweak" the title to fit into the real world ... not only the real world but the titles that job seekers are searching, that job boards & google push out. For example we had a client that called a job a Commercial Operations Manager where the tasks didn't fit the title so we tried 3 different titles until we got the right people applying. Ellie Tapper is our job title guru, analysing what's out there and how the boards will respond. Take business development for example, we could call it sales execuitive, sales, rep, business development executive, business development manager candidates who apply for these all do pretty much the same job but we need to put in in the right space for it to land in the right lap. We always consult this with our clients so they know what is out there on their behalf and when we explain this to them they get it and are always onboard! As a recruitment partner its our job to consult and advise and if we know that how they are presenting their job isn't going to work then we should be telling them. There are too many lazy recruiters "yes recruiters" out there who just take a job, take a title and the advert is a copy and paste without asking any questions (don't get me started on adverts, thats a whole other post) What are your experiences of unusual job titles, that just dont fit the duties required? #placingpeoplefirst #westmidlands #shropshire

Who’s working your role? 🤔 Going head to head in pitches for business with larger agencies always pushes me to encourage my clients to ask the question.. ‘’Who will be working this vacancy?’’ You’re dealing with an agency with 15 years experience, a solid database and people who know the market inside out.. sounds great right? But the reality is your first call and first meeting might be with someone who has this experience, but your role is often then passed to a junior resourcing team to find and source the candidates. In a candidate driven market, you need to be sure how your business is being represented, inmails don’t work, if you want get the best people you have to be proactive. Who will be selling your business? Who will be helping navigate and manage counter offers? Who will be an advisor when it comes to discussing the competitive landscape? Now this isn’t a post digging out junior recruiters, we all start somewhere, but I think it’s important to be transparent about who will be working your role Hi….. My names Emma, and I’ll be working your vacancy ☺️👋

This is how Unprofessional customer service almost ruined my clients company. So I was working remotely as a social media manager for a company. I can tell you that bad customer service really affected the revenue of the company. After working so hard, using several strategies to get sales for this company but unfortunately we couldn't get some sales because of bad customer service. Customers complained via their social media platforms that when they get to the company's head office, they aren't treated well and there was bad communication. Now this is the gist.... So the manager of the company had to plan with some people to act like a real customer, so he can be sure about the bad customer service but unfortunately the same thing happened. The manager had no other option than to sack them. Since they were sacked, the company's sales have really skyrocketed. Bad customer service can really affect your sales, Employ professional customer service, Good customer service brings in more sales. If you are hungry for sales as a manager or business owner, Work on your customer service. This is Bakare Michael Adeyemi, Your professional CV, SOP, Cover letter expert, and Social media management and Linkedin optimization expert. Feel free to send a DM.... . . #linkedin #growth #job #cvwriting #coverletter #socialmediananager #customerexperience #customerservice