Hanson Search’s Post

This one skill helped me convert more leads into scheduled calls: Personalized communication. Let's unpack it though. Recruiters are known to reach out to talent through multiple communication channels. We do this to bring awareness around the roles we’re supporting. With the intention of getting our message in front of the right person, at the right time. And what can make all the difference between a lead and an engaged lead – is the approach itself. 📚 Quick story: I was working on a specialized role that needed someone with niche experience. After a few days, I found someone who was a great fit for the opening. But I knew if he’s a great fit for our role, he could be a great fit for the same role with other companies as well. So I assumed that other employers have reached out, or would plan to. This helped me realize that I needed to step up my game by improving my outreach strategy. There are only so many ways reach out (i.e. call, text, email, DM) I chose personalized email — but I wanted to be different from all the others, so I focused on packaging. I made the headline relevant and interesting. I kept the “meat” of the email short and simple. I highlighted the person and the benefits they would receive. And finished the email with a simple call–to–action. The result? We connected. We set up the call. We identified the position as a great fit. And we hired them into a job that is meaningful to them. Want to know the reason they told me they responded to the email? Because my email was different from all the others they received. This was a reminder of how powerful personalized communication is and how it can make the difference in a candidate’s experience. All the best. [KG] #communication #recruiting

I say Easter, you say... egg hunt? 🥚🐥 A recruitment consultant says Easter... I say job hunt! 🤩 As we approach Easter weekend, maybe it's time to consider your career or your hiring processes 💭. If you are looking for new opportunities within #communications or #marketing, do have a look at VMA GROUP's postings. On the reverse, if you are struggling to recruit for your #marcomms functions, have a look at some of our case studies on our website, we might be the ideal partners for you 🤝 Maybe this Easter weekend will bring you more than you bargained for! #recruitment #hiring #commsjobs

🔎 7 challenges when it comes to engaging candidates and clients: 1️⃣ High volume of communication 📧 Every week you reach out to hundreds of prospects, it's a lot to manage effectively! 2️⃣ Competition for attention 💪 Now you compete against every other brand and business on the planet in the fight for attention. 3️⃣ Lack of response 👻 Need we say more? 4️⃣ Mismatched communication preferences 🤳 Everyone is different. If you're not using a multichannel approach and solely relying on email or LinkedIn, you'll miss opportunities. 5️⃣ Limited information ℹ️ Personalizing content for each target individual is time-consuming and it can be tough to find the right information to add value. 6️⃣ Building trust and rapport 🙌 Without that face-to-face time, it's hard to establish genuine connections. 7️⃣ Maintaining consistency 🔄 Consistency + persistency = results. But this requires structure, water-tight processes and discipline. For tips on how to overcome these common challenges and generate more responses from your outreach, head to our blog: https://hubs.li/Q02r1HNm0 #Recruitment #Outreach

Are you are hiring manager currently looking for marketing folk? Is your current job advert performing as well as this tea pot would if it was used for it's purpose? As a hiring manager it can be frustrating to see either... ➡ No candidates coming through the pipeline ➡ Low quality candidates coming through the pipeline ➡ Not realising there was a pipeline ➡ Investing time interviewing, when candidates haven't been qualified ➡ Candidates CV's not aligning with their in person experience If you'd like to receive a qualified panel of candidates, that closely align with your brief within the next 10 days then give me a nudge and we can talk through your requirements. #marketingrecruitment #marketingjobs #marketingheadhunter #headhunting

Effective communication is a driving factor when it comes to creating a positive candidate experience. Applicants are looking for respectful engagement and feedback when going through the hiring process, regardless of whether they’re successful. Without efficient communication, it’s difficult to build solid talent pools and leverage brand power. Today, we are exploring how to build an effective candidate communication strategy. Tips include: 📌 Ensuring there’s strong communication between Hiring Managers and Curators 📌 Make sure your messaging (including emails and texts) matches the position and industry you’re targeting 📌 Making use of your internal network To learn more, check out our blog here and get your copy of our top messaging tips. https://hubs.li/Q02mnhKg0 #EffectiveCommunication #Engagement #Branding #CandidateCommunication #DirectSourcing

“Recruitment IS marketing" … …If you’re a recruiter today and you don’t see yourself as a marketer, you’re in the wrong profession.” 🔸 Branding, marketing, and recruiting go hand in hand. Strong recruiters should think like marketers. Your company’s reputation is important, and the portrayal and perception of your company’s brand heavily influences job seekers. 🔸 If you want to stay on top you need to attract and hire the best and the brightest, and it starts with the candidate experience. This isn’t (or shouldn't) just be a popular buzzword, a candidate’s first human interaction with any organization begins with a recruiter – 👉        They ARE your brand ambassadors! 🔸 How you treat candidates matters, it says a lot about your company and is a direct reflection on what your brand stands for. 🔸 Messaging is important, and every candidate interaction can potentially impact your brand. A knowledgeable and invested recruiter should be able to provide clear, honest, and consistent communication throughout the entire interview process – from start to finish. 👉 It’s our job as recruiters to engage, inspire and align candidates through a positive candidate experience, it’s powerful, and it could be the difference between a great hire and a lost candidate. 💥 Your brand reputation may depend on it.

Golden rule: NEVER hard sell to cold audiences. Yet what we see in recruitment? 👉 icy cold InMails to new connections selling a role in an organisation your ‘top talent’ knows nothing about 👉 job ads dumped on personal LinkedIn feeds as an Exciting Opportunity but it’s really dull, vague, seen one thousand times before (= your primary sales brochure is not the LEAST bit enticing) 👉 copy pasted job ads dumped on job boards that lack context for job seekers who have never heard of you before (and even if they have heard of you, they may not have ever heard of you from an employment sense! WIIFM?) Basically, everything recruiters do when promoting open roles is… hard selling to cold audiences. And then when they fail to connect with their desired candidates, they bemoan, ‘no one’s looking!’ when really, it’s more likely that you haven’t done enough to warm your ideal candidates up to the idea that - a) you exist as an organisation, and b) you’re a desirable employer worth applying to   ☝ Before your knickers get twisty - all of these ‘selling’ activities have a role in the recruitment marketing process. BUT, (big but) you’ll find more success with them if you spend the time nurturing brand awareness before advertising so then the selling effortlessly piggybacks off the pre-work. And in the interim? While you wait for your big, beautiful brand to sashay into the hearts and minds of your dream-fit talent community, you can at least do this – 💡 Write effective sales messaging so that when you do your cold pitch, you’re presenting the right information in a way that compels your cold audience to find out more about you. Copy:paste this is not. If you want to know how it’s done, I teach TAs and small business owners how to write compelling employer-branded job ads and social posts in my course, Job Ad Generator. Find more info by my profile link or in the comments. #RecruitmentMarketing #Recruitment #BrandBeforeBland

Developing Marketing Teams For The Better Is your marketing team equipped to drive growth? While we're not a recruitment agency, our extensive experience with marketing departments enables us to identify missing skills and assist in hiring the right candidates, saving time and money. If you're a business without a senior marketer, it can be very challenging to make the right marketing hire. Our Expertise Includes: 🔹 Marketing Team Structure 🔹 Recruitment 🔹 Writing Job Specs 🔹 Interviewing Candidates 🔹 Management 🔹 Skills Assessment and Gap Analysis Ready to elevate your marketing efforts with the right team? We can advise you on what you need in your marketing team. Get in touch to find out more. #Marketing #TeamBuilding #Hiring #Recruitment #Management

Attracting top talent isn't just about posting job ads. It's about building relationships with potential candidates, even when they're not actively job hunting. Here's how you can use content to engage passive candidates and turn them into future star employees: 1. Provide value first, recruit second - Share industry insights: Become a go-to source for the latest trends and news in your field. - Offer career development tips: Help professionals grow, regardless of where they work. - Showcase your culture: Let your company's personality shine through authentic stories. Why it works: By focusing on the candidate's interests, you build trust and credibility before ever mentioning a job opening. 2. Let your team do the talking - Employee testimonials: Real stories from real people resonate deeply. - Career journey spotlights: Show how individuals have grown within your company. - Day-in-the-life content: Give a genuine peek into what working at your company is really like. Why it works: Peer experiences are powerful. They provide social proof and help candidates envision their own potential future with you. 3. Make it personal - Segment your audience: Tailor content to specific roles, experience levels, or interests. - Personalized outreach: Use data to deliver the right content to the right person at the right time. - Thought leadership: Connect candidates with your company's experts and leaders. Why it works: Relevance is key. When content speaks directly to a candidate's situation, they're more likely to engage. 4. Keep the conversation going - Consistent publishing: Maintain a steady flow of valuable content across channels. - Diverse content types: Mix it up with blog posts, videos, podcasts, and infographics. - Gentle nurturing: Build a relationship over time without the pressure of immediate job offers. Why it works: Staying top-of-mind in a positive way means you'll be the first choice when they're ready for a change. Remember, engaging passive candidates is a marathon, not a sprint. By consistently delivering value through content, you're not just filling positions—you're building a community of engaged professionals eager to be part of your company's future. #recruitcrm #recruitment #recruiting #recruitingtips #recruitmenttips #sourcingcandidates

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