Mediacom Communications’ Post

There's a lot of discussion on the numbers of senior marketers between jobs right now, or 'The Inbetweeners' as I prefer to call them. Nobody's disputing it's tough at the top, but the answer needed most is whether the big roles will come, or has something changed? So, to help I've pulled a bunch of fuzzy-data to get a sense of the numbers of hires at "Head of..." or above over the past four weeks to see how things are shaping up in Brandland UK. What this shows is a current minimum number of hires per week of 11 (or 43 in total over four weeks, excluding internal promotions). So, the jobs are there to be had - but the market is ugly. And, as hopefully everyone knows by now I'd be useless at recruitment, but feel free to come in for a cup of mint tea if you're a senior marketer who's also temporarily an Inbetweener. There's much to chat. #connectingthemarketingworld

"Expression of Interest" or "Open Applications" Adverts that are posted on company LI pages, seeing more and more of this. I'm pretty sceptical about the value of having these running, everything I know about EVP suggests this isn't a good way of attracting the right talent. Love to hear others' thoughts? #jobadverts #expressionofinterest #openapplications

With this recruitment ad now running for Pearison, Inc., we thought it was time to share the work we produced for them last fall. In one day of production, we were able to produce 7 pieces of recruitment video to use in different stages of the recruitment journey. This video is a recruitment ad that helps capture potential new team members' attentions during the Awareness Stage. We also produce a longer culture video, 2 other position specific ads, and 3 shorter position specific culture/testimonial spots. The goal is to captivate potential future employees wherever they are in their recruitment journey. If a team member is looking to see if your company is a good fit, then the culture pieces will work better. If they are researching potential jobs, then the ads with benefits will help capture their attention. See the other parts of their campaign at https://lnkd.in/e9ndVtp6

How do you get the most out of your recruitment process? We work with businesses to provide them a different way to move potential team members along the recruitment funnel. We use a mixture of high energy recruitment ads and emotionally-driven culture videos to connect with future team members in whichever stage they are during their recruitment journey. The goal isn't to talk to the masses, but to talk to those who will fit your culture and team you have in place. What's even better? We can sit with you to discover the different types of content that will work for your organization, create lots of it, and start building awareness and a following for your great culture. Check out the 7 videos we produced for Pearison Inc., in a half day video shoot last fall - https://lnkd.in/evKbWX7s

We are so proud to share this article with you today! If your station is having trouble finding talented folks to fill open roles...and if that's increasing the burden on your current employees...we've got a few thoughts to share and a few tips to offer, too. Thanks to Ellen Guettler and Greater Public for letting us share some thoughts about this troublesome #publicmedia issue. Whisper Speak Roar Media is here to help. We LOVE talking about these issues and brainstorming possible solutions, too. #publicmedia #hiring #fractional #radio #broadcasting

Say Goodbye to time-consuming advertising! Our partners crunched the numbers, and choosing our Smart Advertising service was a no-brainer. The cost? Less than half a month’s salary! For smaller companies, building an internal talent acquisition team can be economically impractical, especially given the unpredictable nature of hiring. That's where our Smart Advertising steps in. We seamlessly integrate with your hiring process to ensure: 𝗣𝗲𝗿𝗺𝗮𝗻𝗲𝗻𝘁 𝗠𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗼𝗳 𝗔𝗱𝘀 We handle all your advertising needs, managing both paid and unpaid channels continuously. 𝗧𝗮𝗹𝗲𝗻𝘁 𝗕𝗿𝗮𝗻𝗱𝗶𝗻𝗴 We elevate your employer brand to attract top talent and ensure consistent communication with all applicants, providing feedback and maintaining a positive candidate experience, even with rejections. 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗣𝗿𝗲-𝗜𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀 We shortlist and pre-interview candidates, saving you valuable time and resources. Let us streamline your recruitment so you can focus on what you do best. #SmartAdvertising #TalentAcquisition #RecruitmentSolutions #EmployerBranding

Looking for ways to attract a diverse pool of candidates? It's time to break down barriers and reach out to new audiences. Think outside the box and consider people who wouldn't typically work in your industry. Can you open up new opportunities for them? A direction in life they have never considered? Check out this article to learn more – including a case study on how one company successfully reached out to young people for unconventional roles.  #DiversityandInclusion #RecruitmentMarketing 

Did you know that a staggering 70% of employers turn to social media to screen potential hires before sealing the deal? Your future boss might be scrolling through your posts, checking your dance moves at your cousin's wedding, or that infamous karaoke night. 🎤🕺 🔹 According to a 2018 survey by CareerBuilder, 57% of employers have found content on social media that caused them NOT to hire a candidate. 🔹 The Society for Human Resource Management (SHRM) highlights that employers are increasingly looking for cultural fit, and social media helps them gauge a candidate's alignment with company values. 🔹 85% of recruiters say a positive online reputation significantly influences hiring decisions. Cross-Tab Marketing survey commissioned by Microsoft. 🔑 So, how can you ensure your digital brand shines bright? 1️⃣ **Polish Your Profile**: Make sure your LinkedIn, Twitter, and other profiles are up-to-date, professional, and reflect your skills and experience. 2️⃣ **Content is King**: Share your expertise by posting insightful content related to your field. Share articles, tips, and engage in conversations. Show that you're passionate and knowledgeable about your industry. 3️⃣ **Reputation Matters**: Be mindful of what you post and comment on. All posts and comments on LinkedIn are visible. Negative or controversial rants can raise eyebrows. Showcase your professionalism and respect for diverse perspectives. #SocialMediaScreening #DigitalFootprint #ProfessionalBranding #LinkedInTips

Just finished listening to The Assignment with Audie Cornish pod on who Trump might pick for veep (if he wins the nomination), and it brought up an interesting principle of job searching.. Not to give platform or validation to the Trump regime, but I think Audie Cornish’s analysis highlights an important fact about the job market within late stage capitalism: who you know (and who likes you) *truly* matters. After analysing the various candidates who could boost Trump within differing demographics, it became clear that it will probably just come down to whoever Trump likes best. Audie and her guest, Alyssa Farah, even quipped that one of the potential female candidates didn’t “look the part” according to Trump, (insinuating he didn’t find her attractive enough) and therefore probably wouldn’t be picked… I see this *all the time* within hiring. We genuinely don’t live in a meritocracy in the US, and the further we dive into latent capitalism, the truer and truer that will become. Even though this shift in culture is sickening, and should never become our norm, the facts are the facts when you’re job searching in 2024 Some tips to cope with these unfortunate facts? 1. NETWORK, reach out to people on LinkedIn, regardless of if you actually know them.. get to know them! 2. POST ON LINKEDIN, become a thought leader in your space, it goes a long way for your credibility. 3. USE WHO YOU KNOW, ask friends, family, friends of friends, friends of family for worthwhile connections. You never know where it might lead. 4. BE PUSHY, don’t be scared to email a second, third, fourth time if you aren’t getting a response. Persistence is key. 5. THINK OUTSIDE THE JD, most of the time job descriptions are not set in stone, and often they’re acting as a catch all net for a role within that general JD; Ask for what you want. TL;DR, use every resource you have at your disposal, and be vicious when it comes to your career. It’s the only way to win in 2024. #hiring #jobsearching #creativestrategy #marketing101 #marketing2024 #careergrowth #careeradvice #2024election

❓ How to start building an Employer Brand? Begin by answering the question: "What do you need it for?" =>DON'T proceed if the answers are: ❌ I dream that I'll be at a conference, and everybody will know the company. ❌ We have a famous product brand, so the employer brand must be famous as well. ❌ Last week, a candidate told me that they've never heard about our company. Literally, stop thinking about the Employer Brand immediately when you hear such responses. Otherwise, you will never know who you should attract, how to measure the results, and what strategy to choose. =>DO proceed if the answers are: ✅ We need to hire XX employees during the next year, and recruitment needs additional support. ✅ We should increase the quality of candidates by Y%. ✅ We should decrease the time it takes to fill vacancies by YZ%. And you know, it's not just about measurable results. It's also about making sense. Everything in business should bring value, and the Employer Brand direction is no exception. Do you agree?  #EmployerBrand #hiring #HRcommunity