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Helping a friend in the PR industry. Who says people within the same industry are competitors? Nah, I don't think so. All the best, Tan May Lee │ Communications Strategist and team. Hipe you guys may hire the best talent. #melpr #melpublicrelation #publicrelations #buildingrelationships

😴 Tired of slide decking without considering the 𝗿𝗲𝗮𝗹 𝗹𝗶𝗳𝗲 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻 of your projects? 🧮 Knack for pricing and looking to 𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝗳𝘆 your scope?   🔍 We are looking for a 𝗣𝗿𝗶𝗰𝗶𝗻𝗴 & 𝗢𝗽𝗲𝗿𝗮𝘁𝗶𝗼𝗻𝘀 𝗔𝘀𝘀𝗼𝗰𝗶𝗮𝘁𝗲. Discover more and apply via the link in comments.   Prefer to have an informal chat about the role and our culture first? Reach out to Julie Maenhout, our Talent Acquisition Lead.

Struggling to Hire Top Talent? Here’s a Surprising Solution When I was hiring sales reps and marketing talent, I discovered something unexpected: Publishing educational and transparent content doesn’t just attract customers—it attracts high-quality candidates too. Here’s why: → Potential employees are vetting you just as much as customers. → They’re looking at how you position yourself and treat your audience. → They’re deciding if your values align with theirs. By consistently sharing honest, helpful content, you’re showing the world who you are and what you stand for. And that makes the best talent want to work with you—not just for you. Next time you’re hiring for THE talent… think about how your content is shaping the perception of your company.  The right content can bring the right people to your door!

Just pre- and post-Olympics, the world is full of interviews related to the cycle of folk moving on, folk moving in, chapters closing, chapters beginning... the process involves selection panels, a few with most folk with the knowledge required to make the right pick; some with a few in that position; others seriously shy of the knowledge and experience required to judge which qualities and which candidate stands out above the rest; and some panels that include selectors lacking the ability to see the integrity red flag flapping in their faces. In the midst are job descriptions that are unrealistic and, frankly, ludicrous in their demands. Here are some good and useful thoughts on the selection process from Wayne Goldsmith...

When hiring new staff, the most important thing is often the intangible. They must be a good human first and foremost, be a team player, and with a commitment to growth. It’s values first, skills second. Skills can be taught, but ethics and values can’t. A lot of this is intuitive. As a business owner, you will make mistakes, too. You won’t always get it right. Get crystal clear on your mission, values and culture. When you do this, everything internal decision and external action can be filtered through this. Everything will be in alignment, and you’ll attract the right people. When you get clear on your vison and values (then embed it into everything you do), your operations and marketing will double as talent-attracting vehicles. You won’t need to place a job ad or have a hiring strategy, because people come to you. P.S. If you’re interested in working with us at Nitschke, DM me.

Want your advertising to work better? Make sure you have terrific people on your team. The importance of having the right people on your team cannot be overstated. Great people make the difference between good work and exceptional work. They bring fresh ideas, challenge the status quo, and push boundaries. When you have a team of talented, passionate, and dedicated individuals, your advertising will work better. But hiring the right people isn’t just about skill. It’s about finding those who align with your company’s values, who are willing to collaborate, and who are driven by the same goals. It’s about creating a culture where creativity thrives and where people are empowered to do their best work. At the end of the day, advertising is a people business. The campaigns, the strategies, the creativity—they all stem from the people behind them. Invest in your people, and you’re investing in your success…including advertising success! How do you approach hiring for your team? What qualities do you value most in new hires? Share your thoughts below! ⬇️ ♻️ Repost to help others with their marketing and advertising. And follow Tom Wanek for more!

At KPI Partners, we’re not just offering a job—we’re building a community where ideas flourish and careers thrive. We value your individuality, encourage bold thinking, and create opportunities for you to grow both personally and professionally. With a focus on innovation, teamwork, and a shared drive for excellence, we ensure every voice is heard, every contribution is valued, and success is celebrated together. Why Join KPI? At KPI, you’ll be part of a culture that inspires creativity and rewards initiative. We’re driven by transparency, trust, and a commitment to making a real impact for our clients and team members alike. Here, your growth is as important as the goals we achieve together. Join a place where your talents are nurtured, your career is elevated, and you’re empowered to shape the future. Learn more about why we’re a great place to work: Explore 18 Reasons to Join KPI here: https://hubs.ly/Q02QVtzW0 Ready to take the next step? Explore our open positions: https://hubs.ly/Q02QVJzg0 Discover how our values fuel our vision: https://hubs.ly/Q02QVK7K0

🚨 Check out this job! Not sure how you fit? Let’s break it down. 🚨 Clever is hiring a Senior Internal Communications Manager, and even if you don’t meet every single qualification, this might still be the role for you. Let’s talk about transferable skills that could make you a great fit. --- Transferable Skills to Highlight 1. Storytelling Superpowers: Simplifying complex ideas into engaging updates is key. If you’ve created newsletters, blog posts, or team updates, that’s the storytelling edge they need. 2. Event Planning Wizardry: Coordinated team-building activities, company events, or all-hands meetings? Highlight your ability to organize impactful gatherings. 3. Cross-Team Collaboration: Worked across teams to align messaging or launch initiatives? For example: “Collaborated with marketing to deliver messaging that boosted adoption by X%.” 4. Project Management Expertise: Juggled multiple deadlines or launched campaigns? Show metrics like: “Managed X projects, meeting deadlines and driving Y% engagement.” 5. Commitment to Equity and Inclusion: Led DEI workshops or created inclusive spaces? Clever values equity—show how you’ve driven measurable impact: “Increased team awareness by X% through DEI initiatives.” --- Tips for Your Application 1. Craft Your Story: Tie your passion to Clever’s mission. For example: “I’m driven to amplify Clever’s impact in connecting students to learning opportunities.” 2. Show Results: Numbers matter. For example: “Improved internal engagement by 30% by redesigning team communications.” 3. Highlight Tools: Familiar with Slack, Asana, or internal CMS platforms? Mention how you quickly adapt: “Mastered [Tool X] in under 3 weeks to improve team workflows.” 4. Mirror the JD: Use their language, like “strategic communication,” to align your resume with their needs. 5. Lean Into Creativity: Share unique approaches, like crafting standout campaigns or improving processes with innovative solutions. --- Why Apply? This is more than a job—it’s a chance to join a mission-driven team creating real impact in education. Let your experience tell the story. --- 💡:If you like posts like this, drop a ⭐️in the comments. Need help identifying your transferable skills or finding roles that fit? Drop a 📝 below, and let’s chat! #JobSearchTips #InternalCommunications #TransferableSkills #CareerGrowth #EducationJobs