Native Teams’ Post

Finding the perfect fit in just 15 minutes? Sounds impossible, right? When Sofie Westlake, Head of Marketing at Quartix UK, was looking to hire freelancers with specialized skills, she was concerned about lengthy interviews that delayed hiring timelines. When she turned to MarketerHire, Sofie was matched with Jose. During our match interview, it only took her 15 minutes to decide to hire José. A veteran of traditional hiring methods, Sofie shared her surprise: ‘'I couldn't believe it. In 15 minutes of talking to José, I knew I wanted to hire him.'’ Our rapid talent matching process allowed Sofie to find and swiftly onboard a skilled freelancer with deep channel expertise into her team’s operations. If you want to read her full story, check out the link in the comments. How long did it take you to find the perfect fit for your team? Share your story in the comments below!

If – hypothetically – you only fill 50% of your jobs directly / in-house… And then this week, you start receiving high-value insights to improve your recruitment to bring in more talent directly… What do you think will happen? Just think about it. Weekly insights sent straight to your inbox… All giving actionable tricks, formulas and ideas aimed to bring in direct talent and fill your roles in-house. What do you think would naturally start happening to your recruitment? That’s why I’ve started my Recruitment Revolution newsletter. *** Hi 👋 I’m Tanya, a Recruiter turned Copywriter. I help recruitment teams fill their roles in-house. Faster, easier and without spending hundreds of thousands a year in agency fees. Even if you’ve struggled to attract the best talent directly in the past.

Happy Monday! Back in Sydney and ready to rumble! SHAZAMME - The Best Recruitment Websites Globally ⭐ ⭐ ⭐ ⭐ ⭐ has embraced this 100%, If we were normal we would be in trouble! 😀 Here are some of the things we have changed for the better, for the Recruitment Website space: 1. No Lock In contracts - NEVER sign 3 year contract as this technology move too quickly 2. 24/7 Human chat support - never feel on your own again when trying to do something 3. No Code editor - anyone can now create, edit, update 4. Amazingly simple yet powerful integrations - you can now do things you could only ever imagine #recruitmentwebsites #recruitment #websites Nicole Clarke Paula Mogg If you use Bullhorn Loxo JobAdder Broadbean Technology idibu TargetRecruit JobDiva Recruiterflow LogicMelon You should be looking at how SHAZAMME - The Best Recruitment Websites Globally ⭐ ⭐ ⭐ ⭐ ⭐ can help you create your recruitment super brand!

Do you think about hiring (whether it's freelancers or full-time) as a pipeline? The biggest companies do, and you should too. Some months ago, I had a call with Paul David Mather💡, who is my go-to for Operations questions. EditorNinja had a challenge on the supply side, meaning that I was not feeling confident that if we sold in new customers, we'd be able to deliver. (Turns out, this was just my anxiety and not any real challenge, but I still needed to talk about it.) He asked me a question: "Do you have a sales pipeline?" I said, "Of course." He then dropped this line: "You need to think about hiring in the same way - you need a pipeline for talent that you can 'close' at any time, when you need them." 🤯 In past companies, when I needed to hire, we used an Applicant Tracking System. These are tools like Greenhouse, Breezy, and others. Basically, they exist to help you create and market your job openings while also centralizing your applicants so you can filter them down through the steps: - Applied - Qualified - Passed test - Virtual interview - etc Just like you have stages in your marketing and sales funnels, you probably need them in your hiring funnel if you're scaling up and need to add bodies to the team. This also helps you avoid qualified people falling through the cracks because they commented "Interested!" on a LinkedIn post or DMd you on Instagram, but you rarely check that inbox. Processes and organization are just as important to hiring or getting work done as "talent." Hope that helps.

Hiring is Tiring! Getting too many responses to a job posting can be overwhelming. My recent attempt to hire freelancers didn’t turn out like I hoped it would. Looking on the bright side, here are some lessons I learned along the way: • Streamline the application process, highlighting exactly how you wish to be approached. • Allocate a certain amount of time each day to go through applications and portfolios. • Scan for specific keywords instead of wasting time on irrelevant details. • Filter out candidates who could potentially be better suited for other roles in the future. • Use a calendar and task management apps to schedule follow-ups and set reminders. What methods have you found most successful in hiring the right candidates?

You’re staffing up a new freelance team. But unless you’re REALLY popular... Your personal connections only get you so far. Where do you turn to next? Postings on job sites take too much effort. Talent marketplaces are exhausting to scroll through. Head hunters are too $$$. This might sound obvious, but have you stopped to think…who your TEAM knows? Sharing resources internally is a great way to find trusted talent who already knows your brand. AND who’s already gone through onboarding. Don’t forget how valuable your internal network can be!

A business is only as good as its employees. That's why it's vital to hire the right people. But how do you find them? 📱 Leverage Your Network: Reach out to mutual connections on LinkedIn for referrals or directly contact potential candidates. 🌎 Think Globally: Remote work expands your talent pool beyond geographical limits. 💻 Team Involvement: Use an interview panel to get diverse feedback and ensure each member asks their own questions. 🚀 Internal Promotions: Sometimes, the best fit is already in your company, ready for a new challenge. 🖊 Craft Inclusive Ads: Write job ads that attract a diverse range of candidates. 💪🏼 Hire Freelancers: For specific tasks, freelancers might be the perfect fit, offering flexibility and expertise. Or, you could streamline the process by partnering with recruitment specialists like WUNDERTALENT. We save our clients on average 50% on recruitment fees and give them access to the best talent.

Digital recruitment is a highly saturated field. There’re hundreds of job sites in the market, each offering access to a large community of developers, writers, managers, and tons of top talents.  With the right platform, you can cut down your workload and hire the ideal candidate faster. In this article, I have shared the 12 […]

I come across so many hiring posts- both for full time as well as freelancers. But what makes me wonder is that how do these employers select the most suitable candidate or how do they shortlist profiles on the basis of 300-500 comments that they get on their posts? Any thoughts anyone? #hiringpost #notahiringpost