Jamie McCann’s Post

As a veteran third-party advertising/marketing recruiter, it's my responsibility to bring out the best attributes in candidates. I also ask my clients for their unique selling proposition. "Why should someone want to work for you?". When I ask candidates to describe the best job they've ever had, the majority tell me about a new product launch, the awards they won, or something that garnered them personal recognition. Indeed, those should be touted. I also encourage them to talk about a supervisor who mentored them to expand their repertoire or hone a new skill that has provided career growth. Companies also need to be able to articulate what makes them stand out. I probe for examples of how they help employees grow. If a company boasts about their "happy hour" on Fridays rather than classes offered to younger associates taught by the senior management I suggest they re-think their stance. Studies have shown that people leave their current roles due to poor management or lack of recognition. Candidates want opportunities that provide growth. Why apply for jobs that match your current skills...if you're looking for a higher salary, stay at your current company and ask for a raise. Share your contributions, if you truly have mastered your role, they may give you a raise. If they don't, well, you know where you stand. It's far easier for companies to acknowledge a proven employee than hire and on-board someone hoping they will "fit in". However, if a company allows you to expand your skills--as well as give you a bump in salary--that's ideal. This last point may sound self-defeating, but I encourage my clients to look internally before they turn to me to fill a job. If there is someone they already employ who has the experience or the aptitude for the vacant position, offer them the job. Doing so will serve two-fold. One, it sends the message to the team that if they do the job well, they will be recognized. And two, it's a selling point that I use when seeking new talent. I explain that internal promotions are made first--before they call me to identify "fresh fish".

This is a Job description I wrote 2 yrs ago... The result wasn't shocking at all ↴ Okay, tell me the result first → We got 38 applicants and from it we hired not 1 but 2 candidates. 1 takeaway from this not so shocking result: I've understood that HRs don't understand the role. They just look for company names, gaps, experience in particular role. In fact, If you had let an HR write a JD for social media, He/She would've blurted out random nonsense on Google Analytics, digital marketing, SEO, email marketing and so on. 🤣 But what I want to say with this? If you're a B2B professional reading this, you will only keep coming across such HRs... 🥲 It's rare to come across people who understand your role. Who understand the pain one goes through in your role Who knows what it's like being a 1-person do it all marketer... If you come across such a JD, competition will be fierce. Hard to stand out. So what's the solution? Instead of trying to change the entire HR industry... Do something that's in your control. ⚡️ ✅ I want you to start working today on building a personal brand. Just 30 mins a day, can make you stand out within 6 months. Companies who want you, will pay a premium to get you. (BECAUSE YOU STAND OUT) → Work remote → Work for companies that value work-life balance → Work where you're valued based on your work, not based on resume gaps Everything's possible, if you have a brand with you. Tell me, do you want to build your brand now? If yes, I'm happy to give you my 30 min brand building routine for FREE. 🕐 lemme know by commenting "30 min" #b2b #personalbranding #storytelling

Recruitment marketing doesn't have to be so serious! You are selling to people, whether that's the hiring manager or the candidate, and people engage with fun, creative content. In the run-up to January, people are looking for new opportunities, businesses are confirming next year's budgets, and recruitment is high on the agenda. Hiring managers and candidates will be flooded with emails from consultants claiming they have the 'perfect candidate' or the 'dream job', so it's your brand that will set you apart in this competitive market. Retail faces the same challenge in the run-up to Christmas; with so many options for shoppers, they spend time creating engaging campaigns and evolving their homepage to target the emotions of their customers. Perhaps our example is a little too much... but you get the idea! Be inspired by our approach for your 2024 campaigns: https://lnkd.in/ebJzUFzi #tistheseasonforhiring #recruitmentmarketing #recruitmentwebsites #webdesign

In today’s competitive job market, effective recruitment strategies are vital for businesses to attract top talent. Job advertising is a significant component of these strategies, but it’s not just about spending money—it’s about spending it wisely.  #jobadvertisement #jobadvertising #expensemanagement #recruitmentadvertising #recruitingagency https://lnkd.in/danNnnGm

Hiring Managers - are your adverts all about you, or all about the reader? 🤔 If you know me, then you'll know that I'm a big fan of adverts (good ones anyway), but my issue with advertising is that most organisations don't know how to make it a competitive advantage for them 🤷♂️ But why? Because, in my view, most organisations write adverts like they're doing the world a favour by simply having a job opening 🤦♂️ So... because I'm so helpful, I've listed some common problems (and solutions) to help make your adverts stronger: 1️⃣ Complexity ❌ Your adverts are overly complex, text-heavy and hard to read (especially on a mobile)... ✅ Make your adverts mobile-first (70% of job adverts are first viewed on a mobile), cut the jargon (aim for a reading age < 10yo) and become friends with spacing! 2️⃣ Shopping Lists ❌ Your adverts contain shopping lists of 10-15 skill requirements, like you're planning your next trip to Aldi... ✅ Include the 4-5 essential skills required and then highlight the fact that you're open to applications if somebody doesn't tick "every single box" (your actively EXCLUDING applicants with shopping lists)... 3️⃣ Diversity ❌ Your adverts are full of language that excludes genders, don't highlight flexibility/salary etc and mention stuff like 'culture fit' without highlighting your own culture... ✅ Talk about your culture, your EVP and actually TELL the reader about the flexibility options, salary, working patterns, benefits etc. (transparency = key)... 4️⃣ Tone ❌ Your adverts are boring, dull, don't engage and just tell your reader how many offices you have, how many awards you've won and how you're a 'market leader' in whatever... ✅ Adverts are sales tools, aimed at attracting, engaging and selling the role, which should persuade the reader to apply (i.e. why would the reader want to work for you?) - SELL then TELL (adverts aren't job descriptions)... 5️⃣ Marketing ❌ Your adverts are on your careers page (the link is buried at the bottom of your website in micro-text), a website nobody visits anyway... ✅ The world is full of awesome things that nobody's ever heard of because the company don't believe in marketing. You need to market your adverts on relevant job boards (e.g. LinkedIn, Indeed), and also think outside the box (e.g. I've placed candidates off the back of advertising a role on Reddit)... -------------------------------- Your Remote Tech Recruiter provides ad-hoc and project-based consulting services, with Copywriting being a big part of that... Slide into my DM's if you have any questions 📥 #jobadvertising #advertisingandmarketing #recruitment #talentacquisition #copywriting

This story illustrates a real issue in the jobs market. Hiring have disproportionate skills expectation versus rate - $16 for Director of Digital Marketing - and under skilled people taking on jobs that are beyond their capabilities - applied for Office Coordinator, offered and took a Director role. Titles aren't giveaway items in lieu of pay, they indicate what level of experience you have and that you'll arrive knowing how to do that job, with a plan for any skills development needed, unless the company is offering on the job training. But it's a mad free for all right now with everyone claiming they can do everything and companies offering well below market rate. It's no surprise that the jobs market is in chaos - highly skilled people are unable to find work, while media message boards are filled with overwhelmed 'producers' without contacts lists, who don't know how to do the basics like check references or put a contract in place with the people they're working with. I feel for Gen Z a lot, it seems no one is willing to teach, guide or mentor them but it benefits all of us to share our knowledge and experience with where we can. #jobsmarket #businessinsider #genz #workplace

$170K+ Director of Marketing offer in 37 days. Most would say it isn’t possible. But our client Sarah is living proof that it is. Sarah was about to give up: - She had spent 2 months searching - Sent 200+ apps sent out - Landed 6 interviews - But 0 job offers Fast forward to 37 days of working with us: - She landed a Director level role - Secured $170K + Stock Options - Got a 30% pay hike from last role Here’s how we helped Sarah land a role in 37 days. 1. Mapped out her North Star role We nailed down exactly where she could add value: → What her superpower is → What she enjoyed doing → What industry she knew best 2. Made her a master of Self-Promotion → Sarah used to hate selling herself → We coached her on interview techniques → Worked with her through mock interviews 3. Negotiated a 30% offer increase → When she got her offer → It was way lower than expected → We crafted a beautiful counter-offer email The end result? → She bumped up her salary by 30% → A plan to grow her salary to $200K+ → Took her bonus from 20% to unlimited If you’re a senior executive looking to land your next high-paying role, Book a 1:1 45-minute call with me (using the link in my featured section). I'll spill the strategy we’ve used to help 280+ executives achieve $150K+ job offers.

"We've always done it this way" How is this harmful to your business when recruiting? No change... - You get stuck in a routine/outdated ways of doing things - You become less relevant - Your ad response can become stagnant - You're not up to date with the rest of the world - You get left behind from the rest of the market - The working environment can become unmotived and uninspired Change... - Allows you to grow and develop - Keeps you more up to date - Keeps you competitive in the market - Allows you to grow with changing consumer demands and behaviours - Opens you up to new markets - Keeps you fresh - Takes you out of your comfort zone - You learn to adapt to change in the world - You stand out from the rest of the market Has your ad response dried up? Been struggling with your recruitment for a while? Using an agency may be just what you need! You can take advantage of our recruitment & market knowledge and expertise to take a fresh perspective on your roles and the way they are advertised to job seekers. How have our clients embraced change and seen instant results? In 2021, we introduced video content into our marketing strategy and experienced a 500% increase in applications to a vacancy our client was struggling with. Since then, we've supported many of our clients with video marketing, you can take a peek at Tom Willimett's work here https://lnkd.in/eNdeF3JQ If you would be interested in a no obligation chat with your local Essential Recruitment office, please either drop me an email at [email protected] or request a call on our website https://lnkd.in/emgEdCFq

The Damaging Practice of Advertising Unconfirmed Job Openings In the ever-competitive landscape of job hunting, candidates invest time and energy into crafting the perfect application, only to encounter a frustrating trend – companies and recruiters advertising positions that are not ready for immediate fill. This practice not only wastes the job seekers' time but also significantly tarnishes the reputation of these entities in the eyes of potential hires. Job seekers often find themselves caught in a cycle of anticipation and disappointment. After diligently submitting applications and successfully securing an interview, they receive an email, text, or phone call bearing the disappointing news – the position has been put on pause until TBD or until months later. This misleading approach leaves candidates feeling disheartened and raises questions about the transparency and professionalism of the hiring process. The impact of advertising unconfirmed job openings extends beyond the initial disappointment. It erodes the trust that job seekers place in companies and recruiters. When a position is promoted without being firmly established, it sends a message that the organization may lack clear communication, planning, or commitment to their hiring needs. This not only discourages the current pool of candidates but also deters potential future applicants. Additionally, the prevalence of such practices can contribute to a negative reputation for the company or recruitment agency. Word of mouth travels fast in the professional world, and job seekers may share their frustrating experiences on social media platforms or professional networks. This negative publicity can harm the employer brand, making it more challenging for the company to attract top talent in the long run. To mitigate these issues, companies and recruiters should adopt a more transparent and considerate approach to job advertising. Providing clear information about the status of the position and communicating any potential delays or uncertainties can build trust with candidates. This approach not only respects the time and efforts of job seekers but also contributes to a positive and reputable employer brand. In conclusion, PLEASE stop doing this. I for one, have had this happen to me too many times recently. Especially when the position is offering an amazing salary, great benefits, great work life balance and or flexibility. Each time, I feel like the rug was swept from under me. I feel cheated out of time, out of the potential to grow out of the hope of no longer struggling to pay to live. People like myself ARE struggling. To pay bills, medicine and everything else we need to survive. We are facing potential homelessness and it's terrifying! I always used to have a job, but now for whatever reason, as I'm actively improving my skills and myself as a person I can't get one! Let's all work together to fix this.

If an offer looks too good to be true, it probably is. In fact it definitely is. Whether it's employer branding, EVP, or recruitment marketing in general, if you want quality and value, I'm sorry to disappoint you, but it ain't free!! It takes time to understand an audience, a sector or a niche. Then you need to produce quality and bespoke content that speaks to that audience, resonates, and makes them take action. That takes time, brains, experience, understanding, and honesty. So if you're being offered free leads, chances are that it's quantity not quality. If you feel like you've paid a premium but get a rubbish cudtomer experience, thats equally unacceptable. And if its a mixture of the two, thats as much use as a teapot made of cocoa based products and sugar. And a bloody expensive one at that. I despair at the number of times I see people who have been taken in by this stuff and then have a horrible experience and no return. It reflects badly on all of us, and it's just not fair. Luckily there is a better way, and RedKnows are part of it, alongside other great agencies in the sector who I'll give a shout out to in the comments. Our recruitment marketing delivers real tangible results, ROI, and perhaps most importantly, a collaborative and honest relationship. Not that any of that should be anything more than you should expect anyway. Bad news. its not free. in fact its not the cheapest either. But its bloody good and it will work. You get what you pay for is one way of looking at it. Paying through the nose and not getting what you paid for is worse. A lot worse. #redknows #recruitmentmarketing