Richard Robinson🔥’s Post

It's still tricky business for marketers looking to land roles. I've been reporting on recruitment for a while now at Marketing Week and the issues people are experiencing: low-balled salaries, loooooong interview processes, rubbish communication and a lack of roles compared with how many people are looking. I'm told there are green shoots emerging, but recruitment isn't out of the woods yet and it's still a buyer's market. 🌱 Thanks to Sarah Skinner, Rachel Zaoui (née Bowman) and Adam Nichols for contributing to my latest check in on the market. More to come! Always keen to hear from marketers, hiring managers and headhunters on what's happening in the market - get in touch molly.innes@xeim.com 📩 #marketingjobs #marketingcareers

So, this is usually the part where you might typically start to read words like “different”, “bespoke”, and maybe even “changing the face of…” Well, I won’t bore you, or insult your intelligence with a few cliched one-liners about why you’d consider working with me. We’re all a bit past that, right? Putting it simply, THIS is why you should use Marketing Mix Recruitment. Firstly, I’m a Marketer who became a Recruiter. Does this make me unique? Not sure I’d go that far. But I’m definitely in a small minority in that I’m a Recruiter who has actually been in your shoes, whether you be a Candidate looking for a role, or a Client looking for great marketing talent. I’ve been there. In your shoes. So I know you. I get you. I am you. Secondly, I care. (No, scratch that, it’s my post, so I’ll swear if I want to…) I give a shlt!!! Reputation, in life and in business, really matters. It matters how you treat people. And it matters that you treat people properly. For that reason alone, I always endeavour to not only do my best, but to always do right by people. Sometimes I get it wrong. Who doesn’t? But I will always try my hardest to get it right. And thankfully, she says as she taps her forehead, that’s how it usually plays out. I hold myself accountable. I try my best. I give a shlt. I don’t claim to be reinventing Marketing Recruitment, but I do claim to be doing my utmost to be leaving the Marketing Recruitment landscape in a better condition than I found it. If that’s enough for you, I’d love to work with you. Marketing Mix Recruitment - The Marketer who became a Recruiter. #marketing #marketingrecruitment

Over 58% of marketers are considering changing jobs. 👀 A recent survey of 3,000 marketers by Marketing Week found a high percentage are considering new opportunities, despite a tough market. In fact, it's a surprising number across the board: 🔸 58.4% of Gen X 🔸 61.7% of Gen Y 🔸 58.9% of Gen Z And, it's a tricky time to be hiring. Job adverts receiving high application numbers (or very low) with few suited to the role, top talent being snapped up due to lack of time to interview and making sure you're competitive in a tough market are just a few of the challenges our clients have recently faced. Sound familiar? 🤔 Partnering with a specialist Marketing, Digital & Creative Recruiter, like Co-Founder & Director Michelle, is an invaluable investment. 🔸 Save time to hire by 70% 🔸 Attract the right people, at the right time 🔸 Unparalleled industry insight and market knowledge With Resourcer Chloe supporting, they're the go-to pair for supporting businesses of all shapes and sizes to find their perfect match. Head to our dedicated Marketing, Digital & Creative sector page here to learn more: https://lnkd.in/dkfY2awY #WiltshireRecruitmentAgency #MarketingJobs #MarketingRecruitment #FindYourNiche

My thoughts exactly.

Finding great people a challenge? If you're recruiting as you've always done and you keep getting the same results, it's time to shake things up a bit and try something new 👍 From focusing on skills over education to holding 'open house' events and upping your social media presences, here are some ideas to help you hire in a challenging market 👇 https://lnkd.in/eFrv8aDN And of course, advertising your open vacancies on LoveLocalJobs.com is always a great option 😀 Discover how we can help through our range of cost-effective advertising packages... 💜 https://lnkd.in/dxFVy8v 💜 #lovelocaljobs #recruitment #recruiting #hiring #jobboard #jobadvertising

They say Recruitment ages you. And look, it’s probably too early for me to qualify that observation with an answer… But what I will say is, when I was down the pub last night with the lads, my darts game wasn’t as strong as it used to be when I was an active Marketer. Coincidence? 🎯 Marketing Mix Recruitment - The Marketer who became a Recruiter. #marketing #marketingrecruitment

⬆ Going up a level ⬆ Since starting in this space in the late 1900s (gasp!), I have been studying and activating recruitment marketing strategies for some of the world's biggest brands. I study the candidate conversations, I look at your metrics, I share insights, and I actually do a lot of the work for customers from a strategy and content creation standpoint. I've talked about the recruiting funnel, and the infinity loop (HT Allyn Bailey) for almost three decades now and something has arisen on my radar: 💡 We have a tippy-top of the funnel/loop problem. I've heard this from company after company. Big brands that you would think would have no trouble finding talent saying the same thing: "They're a customer, but they don't really think about working here." Most of our strategies today are designed to drive applicants and hires. This is obviously the goal. But when you think about #recruitmentmarketing , and #recruitmentadvertising, we need to talk more deeply about awareness. I believe I recently heard that the average candidate needs about 14 touchpoints before making a decision to apply. Most of our first touch advertising is job boards, again, makes sense. But what about the passive candidates who are not having a bad day, who are not going to a job board? How are you reaching them. 💡 Maybe it's time we have a small dedicated budget around awareness. Helping job seekers see you as an employer, see your jobs as a possibility. Give them an opportunity to learn about you. You know, like your consumer marketing counterparts. Job boards, social, and search can't be our only avenue to awareness. Because they are more active. What about the people who don't see you like that? How are you reaching them? 🤔 As we start running out of new names to reach on job boards, we need to start looking at alternatives. We need to have a smaller, always-on budget dedicated to awareness. It's how we are going to win, grow, and get people started in that funnel, or loop.

The practice of posting fake job opportunities isn’t new, but today, it pushed me to speak out. I work with teams to develop strategic plans and enhance high performance. Across thousands of one-on-one interviews, two core themes consistently emerge: trust and adherence to core values. So, when I read that 4 in 10 companies have posted a fake job listing this year and 3 in 10 are currently advertising roles that don’t exist—according to a survey of 649 hiring managers by Resume Builder—I was dumbfounded. The article even notes that 7 in 10 hiring managers believe posting fake jobs is morally acceptable. How far have we fallen? Here’s the punchline: Your staff is watching, listening, and talking. If you think you’re building trust, practices like these are shattering it. All your investments in team building and self-care initiatives are wasted if your team believes leadership doesn’t genuinely care. It’s time to do better. The root cause of many organizations failing to meet productivity goals is a breakdown in trust. Why should your team work hard when they see that 7 in 10 leaders are morally bankrupt? What do you think? Are you seeing these issues in your organization? Is your organization posting fake job postings? What’s the level of trust between staff and leadership at your organization? If your survey says it is high, I would challenge the methodology and the way you ask the questions. Let me know your thoughts. #trust #leadership #teambuilding #honesty #fakejobpostings #hivepartners www.hivepartners.com

We're backkkkk with the HOTTEST RECRUITMENT ADVERTISING TRENDS THIS SUMMER!!!!!! 🔥 As summer heats up, so do the latest trends in recruitment advertising! At Swish Advertising, we're always at the forefront, ensuring our clients never miss a beat. Here’s what’s sizzling this season: 1. AI-Powered Recruitment: Utilizing AI to streamline the hiring process, making it faster and more efficient than ever before. 2. Diversity & Inclusion Campaigns: Emphasizing authentic representation to attract a wider, more diverse talent pool. 3. Employer Branding Videos: Captivating short-form videos that showcase company culture and values. 4. Social Media Recruiting: Leveraging platforms like TikTok and Instagram to reach younger, tech-savvy candidates. At Swish Advertising, we pride ourselves on staying on top of these cutting-edge trends. Our commitment ensures you’re always ahead of the curve, attracting the best talent with the latest innovations. Ready to elevate your recruitment game? Contact us today! #RecruitmentTrends #SwishAdvertising #AIRecruitment #DiversityInclusion #EmployerBranding #SocialMediaRecruiting #VROnboarding #SummerTrends #HR #TalentAcquisition #Hiring #RecruitmentMarketing #JobSearch #Career #FutureOfWork #HRTech #WorkplaceCulture #EmployeeEngagement #Innovation #TechSavvy #CompanyCulture #EmployerBrand #Recruiting #Jobs #TopTalent #NewTrends #RecruitmentInnovation

Just had discovery call with a company that's looking to scale their paid media department. We uncovered they are working with 3 other agencies on contingency, local search targeting a limited pool of candidates, tried to get details into the weeds/day to day of the gig, the response we got: we just need resumes, no questions answered. Conversation was cut short, we wished each other good luck, hung up and moved on. Is this what recruiting has come down to in 2024? A race to the bottom? No wonder hiring managers/companies struggle to see the value in a Talent Partner when "competitors" do a shitty job and sign shitty contracts to please their MD's. We can all get agreements signed, but only a few can hit home runs. We need to do better. Thoughts? Atriz Mike Ferguson