Tristan Waldvogel’s Post

Finding the right talent isn’t just about filling a role; it’s about ensuring a great fit between your company and the person behind the resume. Personalizing your recruiting approach is key to attracting and retaining the right people. Here are some tips to refine your strategy: Tailor Your Messaging: Align job postings with your company’s culture to attract like-minded candidates. Showcase Your Culture: Share team and office life on social media to give candidates a feel for your work environment. Engage Directly: Personalize follow-up messages to show candidates they’re valued. Targeted Ads: Focus recruiting efforts on platforms your ideal candidates use. Build Long-Term Relationships: Keep in touch with candidates for future opportunities. Start personalizing your recruiting to attract the right talent today!

Finding the right talent isn’t just about filling a role; it’s about ensuring a great fit between your company and the person behind the resume. Personalizing your recruiting approach is key to attracting and retaining the right people. Here are some tips to refine your strategy: Tailor Your Messaging: Align job postings with your company’s culture to attract like-minded candidates. Showcase Your Culture: Share team and office life on social media to give candidates a feel for your work environment. Engage Directly: Personalize follow-up messages to show candidates they’re valued. Targeted Ads: Focus recruiting efforts on platforms your ideal candidates use. Build Long-Term Relationships: Keep in touch with candidates for future opportunities. Start personalizing your recruiting to attract the right talent today!

This is why you are struggling to hire the best marketers for your team... The three P’s of marketing have historically been - Product, Price, and Promotion. But, given the challenges of finding and keeping great marketing talent, there is a fourth ‘P’ - People. Every organisation needs people who can speak to its customers and influence their buying decisions. So, how do you hire the best? Sure, you (or your internal recruiter) can stick an advert out and hope a superstar applies. You’ll spend hours sifting hundreds of CVs - 95% of the response will be completely irrelevant to the role. If you find a couple of strong applicants, they will also have sent their CV to multiple jobs, so immediately you will face competition to get them to interview for your role. A better way would be to ask your network - (LinkedIn is best for this) if they know of anyone they can recommend for the role. Make sure you have also set up a great employee referral scheme so your team are rewarded for recommending great people. Benefits of this are that recommended candidates are more likely to interview with you as they will trust the person who recommended them to you. Also, they are far less likely to be interviewing with lots of other companies, thus reducing your competition. Or, if you really want to attract the best (and save massive amounts of time and effort) -   use a specialist marketing recruiter.   ✅They’ll have an incredible ‘black book’ of highly recommended (and proven) marketers they can reach out to. ✅They will target and approach the best candidates in your industry, who are either working for your competitors, or excelling in a similar role for another company. ✅They’ll work with passive candidates who aren’t necessarily looking to move. These candidates are usually the strongest fit and, as they won’t be interviewing elsewhere, there’ll be far less competition to hire them. ✅They will often work with candidates who are 100% exclusively working with them, so you won't find these candidates through other sources. If only you knew of a proven and capable specialist marketing recruiter…..😉 What problems are you guys having when trying to hire the best marketers? #hiring #recruitment #marketing

If I were in a hiring position today, here's what I'd personally look for in a recruiting agency: - Communication Excellence: Keeping me informed every step of the way. - Transparency and Honesty: No sugarcoating, just the facts. - Straight Shooting: Providing candid feedback and insights. - Deep Understanding: Taking the time to truly grasp my business needs. - Partnership Mindset: Focusing on long-term relationships, not just transactions. - Reliable Follow-up: Because we all know how hectic things can get. - Comprehensive Candidate Profiles: Detailed information for informed decisions. - Brand Representation: Acting as a true extension of my company. - Process Simplification: Making hiring smoother on my end. - Quality Candidates: Consistently presenting top-tier talent. - Proactive Guidance/Consultative: Offering advice before I even ask. - Diligence and Proactivity: Going the extra mile to get results. - Results-Oriented: Delivering the outcomes I'm looking for. The key? Putting yourself in the customer's shoes. While perfection is a lofty goal, this approach has been my north star in building successful recruiting partnerships.

Are you struggling to find great people for your team? Your recruitment process should combine both proactive and reactive outreach. Proactive - 💥 Create the avatar of your perfect future hires 💥 Connect with these people with purpose 💥 Build an online relationship Reactive 💥 Advertise your vacancy 💥 Write adverts that focus on the candidate offering 💥 Have an easy application process #hiring #jobadverts

Are you struggling to find great people for your team? Your recruitment process should combine both proactive and reactive outreach. Proactive - 💥 Create the avatar of your perfect future hires 💥 Connect with these people with purpose 💥 Build an online relationship Reactive 💥 Advertise your vacancy 💥 Write adverts that focus on the candidate offering 💥 Have an easy application process #hiring #jobadverts #humanresources

Are you struggling to find great people for your team? Your recruitment process should combine both proactive and reactive outreach. Proactive - 💥 Create the avatar of your perfect future hires 💥 Connect with these people with purpose 💥 Build an online relationship Reactive 💥 Advertise your vacancy 💥 Write adverts that focus on the candidate offering 💥 Have an easy application process #hiring #jobadverts #humanresources

The future of hiring isn’t on a resume ❌ Nearly half of all recruiters believe their job is more "marketing than recruitment" The Untold Secret of Modern Recruitment ↴ Yet, amidst this realization, a vast majority continue to play it safe, sticking to the tried and tested, fearfully blending into a sea of sameness. The game changer? Video-Backed Social Strategy. 1️⃣ Leverage Social Media Like Never Before: With social media fueling 1 in 10 hires. 2️⃣ Elevate Trust Through Authenticity: Employees' voices carry weight, three times that of CEOs. 3️⃣ The Cost-Effective Magnet for Top Talent: Video marketing is your 24/7 Consultant. TLDR: Watch The video. Step into the future of recruitment with us. 🔄 Hit that bell, smash that follow, and reshare if you found this valuable. #Recruitment #Tech #Video #Marketing

Are you struggling to find great people for your team? Your recruitment process should combine both proactive and reactive outreach. Proactive - 💥 Create the avatar of your perfect future hires 💥 Connect with these people with purpose 💥 Build an online relationship Reactive 💥 Advertise your vacancy 💥 Write adverts that focus on the candidate offering 💥 Have an easy application process #hiring #jobadverts

How Can I Effectively Market a Candidate with Location Limitations? Answers: https://lnkd.in/gJ7N3E8B #CandidateMarketing #RecruitmentStrategies #JobSeekers Hey everyone! 😊 I’ve got a solid candidate with some impressive skills, but there's a bit of a challenge—his location requirements make it tough to find a fit. I genuinely want to help him out, but I'll admit I’m feeling a bit lost on where to start with Candidate Marketing. Here’s where I need your expertise: Social Media Shoutouts: Would posting his accomplishments on LinkedIn be a good move? I think showcasing his talents could potentially attract employers. But, I wonder, what’s the best way to do this without it feeling too "salesy"? Cold Outreach: How about a cold email campaign? I’ve heard it can be effective if done right. What sort of messaging would grab a hiring manager’s attention, especially in a specific location? Job Boards Check: Should I dive into platforms like Indeed and see who’s hiring in his area? If I find some opportunities, what’s the best way to reach out to those companies and pitch my candidate? These are all valid methods, but I’m worried about not making the m...