heimo’s Post

If your agency is posting adverts starting with "my client" you're not getting the best candidates. We've been guilty of it in the past. But in this market, your agency needs to be an extension of you, and that means switching up how you partner with external suppliers to make sure they're representing you in the best way. #EngagingTalent #HiringinTech #TechJobs #BeBetter

Grateful to have contributed to this article, though disheartened by recent layoffs in the media industry. It's critical for PR professionals to rally behind journalists facing unprecedented newsroom cuts. Matthew Goodman and I outlined five actionable ways that PR pros can support reporters, along with insights on adapting our client communication strategies accordingly. Across the media spectrum, let's work together in navigating these challenges. #Media #Communications #PRStrategy

The interesting stat for me is 50% Higher Quality traffic (that of course goes hand in hand with lower CPA). Ad creative relevant to your target audience drives higher-quality traffic. At the scale of 750,000 Job Listings, relevant ad creative wouldn't be possible without automating through Smartly.. 🤯

Most recruiters still send copy-paste messages. You should stop it. It typically creates harm to your employer brand (whether you are doing it yourself or your agency is doing it for you) Ditch the generic messages for a tailored approach. But what personalization means in recruitment outreach: ✅ Research the candidate's background ✅ Tailor your message based on that. A good test for your messaging: Can you copy the same message and just change their name and some past company name --> If yes --> It's not a personalized message. Ps. Videos work extremely as well and we have been testing them lately at TalentBee. Loom + Calendly is a nice combo for that.

Must get back to every candidate who applies to adverts, right? Not if you DON'T advertise Are you like the recruiter I spoke to last week? Too nice and wanting to be kind of 'politically correct' (gotta get back to every candidate) Here's what happened to him He's a good guy, considerate and professional Over 100 advertising responses and he got back to every single one of them personally Multiple 5 minute/10 minute conversations Lots of free advice Lots of candidates saying thank you and what a nice guy he was No money!!!! So he stopped advertising. Now he only headhunts. He still gets back to people, but he's in control because he's only targeting candidates that are relevant. Don't be too nice Be professional and make money Book a meeting with me if you'd like to improve billings in your recruitment, company - https://lnkd.in/eqSMZmDr Or for free recruitment training visit RecruitmentTraining.com and sign up for 820 recruiter and manager videos, 100% free

Dear Employers... Can we stop: ↳ Advertising 'remote' jobs which are 4 days p/week in the office ↳ Offering someone £10k less than they were asking for ↳ Running 7 stage interview processes. Lol really wtf? Instead, let's aim to: ↳ Be honest and genuine throughout the hiring process ↳ Pay people fairly what they deserve and review this often ↳ Respect and value candidates time Anything I missed? 👇 -- Follow me (Alfie Whattam) for more like this

Using images and GIFs to personalize candidate outreach can increase engagement rates by up to 50%! Our response rate has doubled thanks to this approach! Imagine sending personalized messages with captivating GIFs that resonate deeply. It's more than outreach—it's about forging meaningful connections. Here's why this approach stands out: → Capture Attention: Stand out with visually compelling, personalized content. → Enhance Engagement: Show candidates they're valued, driving higher response rates. → Highlight Innovation: Showcase your cutting-edge candidate communication. Ready to take your recruiting to new heights? Get started with image/gif personalization today and experience the difference firsthand! P.S: Stay tuned for more updates and tips on how to maximize the power of personalized Candidate outreach. #recruitment #candidateengagement #personalization #gifs

Are you hiring the best person from your advert response, or the best person for the role? Not just a shameless plug to use a Recruiter (partly a shameless plug to use a Recruiter), but a reminder that a one route hiring strategy is fundamentally flawed. Don't let high application volume create the illusion you have market coverage, you simply have coverage across the limited reach of where you are advertising & who happens to see that advert at any given time. This isn't to say advertising doesn't work, it can & does. It's a useful tool as part of your hiring armoury, but you'll only ever see a small snapshot of the potential candidate pool. My point here is not that you should always use a Recruiter as an additional route to your advertising, but you should absolutely ensure you have additional routes, whatever you decide these are. I'll leave you with this question. Would finding the best person in the market, rather than the best person from a small snapshot of the market, add additional value to the team? If your answer is yes, the additional time and resource in the hiring process is likely well worth the effort.

The irony is that while I'll mock the dimfluencer posts for their copypasta messaging - their hooks are noteworthy. If the substance of their posts showed how an accessible and inclusive approach to recruitment leads to a wider pool of candidates, I'd applaud them. Instead they speak to entitlement with messages that essentially only say "employers - do better". Indeed all these posts do is highlight flaws in their understanding of recruitment practice. Accessibility and inclusion are pillars of my approach, and in the past couple of months, I've filled more vacancies than I've worked on. This is a consequence of consulting with new clients to get to the truth of their vacancy, working urgently to present fully vetted candidate shortlists, and giving them a problem of which great candidates to appoint. All the vacancies were deemed key hires, either through the impact they can bring, or how they enable the wider business. The candidates placed have been: - out of work for more than a year - overqualified - someone who needs to WORK from HOME - someone who immigrated to the UK in 2020 - people in employment for whom this was a natural move, because diversity includes everyone Their status isn't noteworthy - their candidacy is. If you've done your job properly, status doesn't matter, only capability. The feedback has been fantastic, from these new clients who trusted me to get the job done properly, the 'successful' candidates, and the ones I had to say no to. If you focus on better accessibility and inclusion, you'll access a better pool of candidates, one which leads to diversity that reflects society. It's a commercial reason to do the right thing, and all it needs is the right philosophy to build your strategy and process. If you'd benefit from a process that has led to a greater than 100% fill rate (which sadly drops every time I fill a new vacancy, such is the way of mathematics), which gives your candidates a better experience, while giving you better outcomes. And if you're a UK employer who treats their people decently despite being naffed off by dimfluencer content. Maybe we should talk.

What are your top tips for advertising for new Team members? 👊 We've just recruited for a new superstar to join our Team and we couldn't be more stoked with who we've wound up with, the lovely Mikayla who will be joining us in January 💖 After making tons of mistakes in the past, I've had a few people get in touch recently to ask about our process, so I thought I'd share a few of my top tips for getting the right fit for your new role 💪 (by no means exhaustive, nor am I an expert!) 1️⃣ Be super clear about the existing culture and whether the new person will fit into that culture. Paint a picture of how their day will look and the things they'll be doing. This is a big one and something we have failed big at in the past. In our world, it's all about flexibility, but also about owning problems and personal responsibility, too. We write about this in our job ads and actually have a list of who isn't the right fit for us 🙌 2️⃣ Create some barriers which mean people HAVE to engage with your business in order to apply. By this I mean they can't farm out a CV and cover letter and still be worth your time... having to sift through 40 applications for a role and none of them being the right fit is a waste of time for everyone involved. We do this by asking them to fill out a "thinking" questionnaire, which aren't related to the role but mean they need to do some research on our business 👌 3️⃣ Don't be afraid to shake up the traditional "CV + cover letter" approach. We ask for a 1 pager CV (more because we just want to see where they have worked, rather than qualifications) and a 1-2 minute video about them and what's important to them as people. We need to know if they are the right fit, and because everyone in our business spends time on the phone, they need to be able to speak relatively well. It's also another deliberate barrier which means people have to put in specific effort, so they only apply if they really want to! 😄 Two years ago, we advertised for a very similar role to the one we just recruited for 🙋♀️ We had 40 applications, and 8-10 were people who might be a good fit. It took a lot of time to sift through! 👩💼 This year, we had 10 applications, we interviewed 3, and employed our person from there 🙌 A huge time saver for everyone involved - and a great result all round 😍 This is definitely not a process that would work for every business but I thought I'd share in case it's helpful for smaller businesses without the big recruitment or HR divisions 🤝 Feel free to message me if you'd like the link to the questionnaire we use - which we have tweaked a bit over the years after chatting to other business owners we work with 👌 #business #smallbusiness #recruitment #employees