Equis Research的动态

?? Proactive outreach isn’t just a buzzword—it’s a career changer. Want to know how reaching out can open doors you never knew existed? Let’s dive into the strategies that get you noticed in the boardroom and beyond. Time to make the first move! ???? #ProactiveOutreach #CareerGrowth #BoardroomOpportunities

Some of my biggest wins have come from randomly DMing interesting people on the internet. Learnings about cold outreach: - Write like you talk - No paragraphs, 2-3 few sentences tops - Reach out across multiple platforms (your ICP probably has 50k followers on Twitter but 200 on IG with a public account) - If there's a reason you're reaching out, include it in your DM - Don't ask for a call without giving them a reason to join it - Don't write a long paragraph berating them for not replying - If you have a ton of mutuals they'll probably reply - Mention social proof if it's not awkwardly name-dropping - If you're reaching out just to sell them something, don't - But if you do, at least personalize the message so it's not obvious you sent it to 100 other people and don't expect a reply if you just send a "How are you" The same goes if you're outreaching for hiring, recruiting, investing, partnerships, etc.

How to overcome being shy about posting on LinkedIn? Instead of posting right away, start by commenting on other people’s posts. Share your thoughts and insights, even if they are brief. This helps you get comfortable with participating in conversations without the pressure of posting. Begin by liking and sharing posts that resonate with you. This can ease you into being active on LinkedIn. Are you ready to connect with anyone?? The time to connect with others is now. #connection #hiring #CEO #Enterprenuers #hiring

I recently shared that I’m starting a Q&A series soliciting questions from my LinkedIn community. Thank you to everyone who submitted your thoughtful responses! Alberto Navarro Velásquez asked: “What qualities do you prioritize when hiring for your marketing team?” I would like to look at this question from an industry-wide perspective, as building and developing talent is what keeps me up at night —it’s our most precious resource. However, there are significant challenges. One that’s becoming more and more relevant is finding candidates who are tech savvy, with the right mix of creative and analytical skills – a team of Leonardo da Vinci marketers, if you will. A marketer's role is evolving rapidly from purely creative to one that’s driven by technology and data and for marketing to survive, we must develop and train marketers who are prepared for a digital future. Technologies like Gen AI are transforming the landscape for creative expression, making it crucial for marketers to understand and embrace the technology—as well as other emerging tech—to stay relevant in the age of quantum marketing. One way our marketing organization continuously invests in our team is by providing educational opportunities, such as guest lectures from professors.

Did you know that employers often check social media when hiring? ?? ???????????? ???????????? ???????????????? can set you apart! Whether you're just starting or a seasoned pro, social media can open new doors for your career??! Here’s how to leverage it for your ???????????? ????????????????! #CareerGrowth #SocialMediaSuccess #UnlockingHumanPotential #Waiser

When you're looking for a new role, you're likely to be very visible and engaged on your social networks, especially Linkedin. But have you thought about your visibility when you're comfortable, loving your job and not even thinking about a move? If you're a hiring manager here's something to think about. One of the first things your potential new team members will do is check you out on Linkedin - how visible are you? And what do you want to be known for?

I mean, why not? I'd love to post a job, but for that, I’d need to have my own business. Indirectly, this reminds me that starting my own firm is a real possibility. However, I strongly suggest LinkedIn enhances its machine learning models to differentiate between employers and employees. This improvement would help optimize ad spend costs by targeting profiles that are actually running businesses. By accurately categorizing profiles, LinkedIn could provide more relevant content and opportunities to its users. This would not only benefit advertisers but also create a more personalized and efficient experience for all members, ultimately driving better engagement and results. #jobs #hiring #machinelearning

How often do you save posts? I don't save often, but when I do, they must be: 1) Insight I want to reference or re-read 2) An asset I may want to use later 3) Funny, and I want to go back for a laugh Here's my top 10 posts I've saved over the years: 1. Gary Travis on how to find your ideal career. https://lnkd.in/gcNuMhWz 2. Dave Gerhardt on "demand gen" https://lnkd.in/gWbhNvNr 3. Nick Bennett on his equipment and set up. https://lnkd.in/grfzqX36 4. Hanna Larsson on what culture is. https://lnkd.in/gcWBBnHg 5. Jeff Hatten ?? making fun of free disco calls. https://lnkd.in/g9U5bbGn 6. Gaetano Nino DiNardi on the actual cost to rank. https://lnkd.in/gbvG9UeJ 7. Elena Verna on how social media sucks https://lnkd.in/gDZseM9N 8. Niall Cleaver on what to focus on when hiring. https://lnkd.in/gM2gdTz3 9. Chris Donnelly on questions to ask about culture. https://lnkd.in/gAMQYA_R 10. Jay Schwedelson on how to get more webinar registrants. https://lnkd.in/gDiNTzRD What are your favorite LinkedIn posts? Drop one of your "saves" below. ??

If I am hiring for my own team, there's a chance that I'll look at all your social media channels. If hiring for a client, it is more likely that I will only look at your LinkedIn presence. Either way, what am I hoping to see? Like most people, I start with where my values are. My goal is to be open-minded. Are you? I lean towards people who are kind and curious. Does your social media show a similar bend? Nobody likes bullies, including me. Does it appear you are one? Helpfulness, empathetic and service are ways I wish to be described. Does your online presence indicate any of those traits? Eagerness to learn, grow and be curious. To the degree your online presence can show that - does it? Does it matter if every one of these things is present and stands out? No. It would just be nice to see them and it definitely matters if I see the exact opposite. People tend to want to be around others who share their values and a lot can be learned from someone's social media presence. Don't change who you are, but also understand that who you are and decide to share with the world, might not align with a future hiring manager. Not only is that ok, but it saves everyone time and possible pain down the road. You may disagree with part or all of this and that is ok. I would love to hear from you either way. #LookingToBeBetter #SocialMediaPresence

"Are companies really living up to their promise of adopting skills-first hiring?" Skills-first hiring is something we talk about a lot at LinkedIn, as it allows companies to keep pace with the changing nature of work, allowing companies to target candidates based on dynamic skills requirements rather than a static job title. But, is this trend making a real impact? Researchers from The Burning Glass Institute and Harvard's Project on Managing the Future of Work have investigated this question. They found that while some companies are indeed adopting skills-first hiring, there is more to lasting change than simply dropping degree requirements. In their report, you can discover more about how companies are winning when fully embracing skills-based hiring, including higher retention and salary increases for non-degree hires. Take a look at the report on https://lnkd.in/eFaGnHqv and I'd love to hear your thoughts on transformative hiring practices! #SkillsFirstHiring #FutureOfWork #HiringTrends