Nick Cafferky’s Post

Alright, LinkedIn,   It's been 2 years since I started with SLSBMB, and I've got some things to say... In this time, I've: - Connected with roughly 2,000 candidates, - Interviewed over 300 folks, - Brought on 50+ team members through outbound recruiting, - Tried my hand at both manual and automated outreach. And I'm tired of reaching out blindly without candidates knowing what we stand for! P.S.: Bet I had you going there for a sec, huh? :)) I've watched some incredibly talented recruiters here spotlight their companies, and let's be real, it works wonders: - Candidates know who they're talking to before hopping on a call. - Job listings get way more traction when you spruce up your LinkedIn game (just slapping a "hiring" tag ain't cutting it). - The company's employer brand only gets stronger when we share our latest news (because hey, a little PR never hurt). Starting now, I'll be sharing news from our latest projects, giving you a peek inside our agency, and sharing the highs (and lows) of my recruiting journey. Got something you're itching to hear about first? Drop it in the comments. Cheers! 

📣 🚨 Scrolling through LinkedIn today, I stumbled upon a thought-provoking post from a respected career coach/recruiter. It highlighted something many of us feel but seldom discuss openly: as candidates, our resumes might only get a quick 5-second glance. I totally get the pressure recruiters are under, with stacks of applications for every posting. It’s a tough job trying to find the right match in such a limited time. But, from a candidate’s side, it can sometimes feel like we’re reduced to just a few keywords or bullet points, which barely scratch the surface of our experiences and aspirations. Wouldn’t it be amazing if there was a way to bridge this gap? Maybe finding a middle ground where recruiters can efficiently sift through applications while still getting a real sense of who we are beyond the paper. I believe both sides have so much to gain from a richer understanding of each other. Imagine the possibilities if we could share a bit more of our stories and recruiters had the time or tools to quickly grasp the essence of our journeys. It could lead to matches that are not just good on paper but truly great in practice, benefiting everyone involved. Let’s start a conversation on how we can make this happen. After all, we’re all aiming for the same goal here: to find the perfect fit for every role, in a way that respects and values everyone’s time and effort.

The controversy over the Green Banner is just craY! (WITH A CAPITAL Y) It depends on your strategy. Do you want to : A: let recruiters FIND YOU. or B: Be proactive and go get the attention of the company/ hiring manager you want to work for? There is no 'right or wrong', there is only the strategy that is going to work for YOU. #opentowork When you are strategic: ✔️ You plan your activities ✔️ Take action and EXECUTE ✔️Win better job offers because you are prepared

I've been quiet around here the last 6 weeks while ramping up at Spring Health, but wanted send a note to those of you searching for work - especially if you've reached out for help landing your next role. Thanks to the incredible people that have reached out. I'm getting 10-15 messages each day from people seeking help landing a new job. I wish I could help each of you, but I'm hitting capacity. So, below are a few tips and resources I can offer async. 👉 I've hit capacity and can't take a lot of 1:1 meetings. My new team is my priority right now. However, I'm happy to host a weekly group virtual session for those of you searching. If you're interested, message me. 👉 Follow Carly Agar for next level advice and resources for landing your next role in CS. 👉 Focus on your network - I know that sounds cliche, but your network is your best opportunity to get your foot in the door. For context, I'm seeing CS roles get thousands of applicants. Recruiting teams need an efficient way to sift through applicants and referrals are key. 👉 Use video - a few candidates I've seen get through did so by creating internal referrals. How? They sent a 1-minute, high-impact video to CS leaders. Result? The CS leaders pinged their recruiting team to flag the applicant. Is it guaranteed? No, but it may give you an edge. 👉 Take the time to align your resume with the job posting. Hitting "easy apply" on 500 job postings rarely (never?) works. Spend time surfacing the roles you really want. Then, tailor your resume to the skills and experience in the resume. 👉 Adjust your expectations. The market is hyper-competitive and it may take a while to land your next role. If you can stay where you are, try to do so. I anticipate the market will be like this for another 12-18 months. 👉 Talk to someone. A lot of us begin to isolate when we're discouraged with a job search. Please, have someone you can chat with regularly. They don't need to have all the answers; they just need to listen and support you.

💡 Wednesday Wisdom 💡 Insightful Forbes article for my fellow job seekers and anyone else always networking and looking for a better job opportunity. Here are the 3 takeaways. 1️⃣ Use the ‘Open To Work’ Banner if you're currently seeking a new role. It helps increase your chances of being found by others looking to hire new talent. 2️⃣ Apply to a role despite seeing 100 + applicants because the only tracks how many clicked on apply vs how many actually completed the entire application process. Also for every 100 completed applications only 25% meet some of the jobs requirements. 3️⃣ Optimize your LI profile by making sure all sections of your profile is complete and up to date Good luck 🤞and let's stay in touch to help each other with our job landing journey. 🤝 #wednesdaywisdom #jobsearch #Linkedin #newopportunities

You getting promoted is a recruiter’s CTA to present you with a juicy offer 🤑: This clip from Morning Brew sums it up best- if someone was recently promoted, they’re much more likely to entertain new tempting offers from different companies. -Making them a recruiter’s biggest dream and warmest lead. One question remains- how can an agency with thousands of candidates possibly know all of their whereabouts and when they’re promoted to even reach out to them? It might surprise you, but typically not by asking the candidates themselves about their relevance to hear new jobs, but rather to have platforms like Woo continuously update their database for them so that they can know exactly when to reach out and hit the iron while it’s hot. As a firsthand witness, the response rate of outreach based off that kind of data is unheard of. Do you have another way you manage to keep tabs on your candidates? Share with me in a PM!

Something I shared on Facebook on 5/2 worth posting here. And for others in the same boat, you got this and I’ve got your back if there’s anything I can do to help. My first day out of a job. When you're out of a job, your job is to find a job. To quote Jocko Willink, how do you get started? You start. Setting daily goals. Work your network. Fill your calendar with catch ups with your contacts, do meaningful, mindful applications with targeted intent and purpose. Share your resume with people not with the intent that there are immediate openings, but that they may share either internally in their organizations or recommend additional contacts to reach out to. Embrace and enjoy the process, let it unfold organically. Doesn't need to be 8+ hours a day, but continuous moving of the needle to make inroads.

Incoming social marketer advice 👏💫 We sat down with real social pros to talk about pay, career progression, challenges, and what it’s really like to work in social media. Here's the founder of Clark Media & Author of Social Files, Tommy Clark's best piece of advice 👇 Get more in our 2023 Social Media Career Report: https://ow.ly/K2OP50POu9G