James Hudson的动态

A HIRING LIMERICK There once was a business, y'know. Cool website, nice people, Kitto. Their ambitions are giant, They have lots of great clients But an Account Exec is needed, pronto. Believe it or not that's not Chat GPT ?? Want a job in recruitment marketing where you're actually just doing marketing? Not also arranging for the paper to be shredded, the fridge being filled up or fixing someone's laptop? Working with businesses that are excited about the stuff you're doing instead of asking for MORE POWERPOINTS? Then we've got a role for you. It'll be challenging, exciting and mega busy. But it's been a right laugh so far. Suits someone with probably 12-24 month's experience in a recruitment agency. Ideally in marketing, or as a recruiter who's employed a marketing-led approach. Slide on into my DMs if you're interested. #hiring #recruitmentmarketing #kitto

Opportunity

Hoping my magical network can be of help for a talented good human who is job searching (not in advertising) and running into challenges due to having a career history in more than one category. He has the strong valuable communication/soft skills SO many companies are desperate to find - but with so many applicants for roles, isn’t making it to the first screening call for them to learn this. Do you know of any person or place (Chicago area or remote) that could use someone sharp with these strengths and skills below? With valuable experience in different areas, his next role could leverage any of these: 1 - Experience in recruiting + various HR generalist functions to include fostering inclusivity and building a successful mentorship program from scratch. (He will represent a company’s brand with class and polish.) 2 - A decade of operations management and leadership experience, ranging from staff and facilities oversight to project management, budget responsibility and creative problem solving. (He loves to collaborate with a team and empower them.) 3 - Exposure to environments ranging all the way from manufacturing to a decade+ in performance arts and experiential venues; from behind-the-scenes operations to aspects of customer service-oriented hospitality and support, be it for employees or guests. Added value: Media-trained for on camera appearances ? Values-driven and truly cares about people ? Intuitively looks to improve processes ? A skilled photographer ? (new headshots for everyone’s LinkedIn photos!) ?? **While so many of my contacts are in the specialized ad agency world, I know we all know people outside of advertising too. If you’re able to engage with or repost this post to help broaden reach that would be amazing.** I will be glad to send along his name, contact info and resume to anyone interested in his background. Thanks, all ??

Senior PR and Comms PROS! Here is a BIG Tip to fight Ageism in your LinkedIn job hunt! ?? ?? Did you know that LinkedIn's Recruiter search function has a cleverly disguised filter to weed out senior candidates???!!! One of the filters is "year of graduation"?? With this filter, a recruiter or hiring manager can easily exclude anyone who graduated before (pick a date ex: 2000) from appearing in their searches. ?? ?? ?? ?? It's an obvious "sorry, you're too old" filter, but you can fight this! ? Remove the graduation dates from your Collegiate experience on your LinkedIn page. Boom…now you're back in the game! ?? ?? I'd use the same strategy on your resume, too! ?? Making these quick adjustments can effectively Link you back in instead of being LinkedOUT. ?? BTW, inquire about my resume and LinkedIn optimization services! ?? [email protected] #PublicRelations #PR #PRWeek #OdwyerPR #ageism #LinkedIn #recruiting #recruit #hiring #communications #corporateaffairs

This is why employer brand and reputation is so important. As a team/company, you had better be out in the schools - middle, high school, colleges, tech schools - and in your community. Proactive recruitment is a team sport. Your team members represent your company. Pipelining, networking, community involvement... that's all PR! That's how you win the war for great talent! It's not just the manager's job... or HR's... it's a team effort! :) Hiring/Recruitment = Marketing Hiring/Recruitment = PR Hiring/Recruitment = Communication “70-80% of recruiting happens at the top of the funnel in the pre-applicant stage – it's sourcing, and attracting leads and prospects to consider the organization in the first place. That's sales (sourcing) and marketing (attraction).?It's where the recruiting battle is won.”

There are two kinds of hiring posts you often see here! ?? Type 1: “We’re growing and looking for new talent! Know anyone who’s a good fit? Drop us a message!” ?? Type 2: “You’ve been following us for a while, and you know what we stand for. We’re looking to add passionate individuals to our team. Know someone who would thrive in this culture? Send them our way!” Which one do you think works better? Most company reps (founders, recruiters) only turn to LinkedIn when they have an ask. They post occasionally and mostly only when they need new hires. ?? What follows? ??They get flooded with resumes from all over—relevant or not. ?? The result is endless hours of screening, hoping to find someone who fits the role. But if you’re anything like Type 2, you’ve already built a brand that people admire. You have a community of followers who understand your vision and want to be part of it. And now when you make a hiring post, you attract the right kind of talent—people aligned with your values, and eager to contribute. ??You’ll perhaps get applications where candidates explain why they want to work with you. ?? You’ll get inbound interest even when you’re not actively hiring. Most candidates are already in sync with your vision. Big win! The best talent wants to work with brands that are vocal, consistent, and purposeful. ?? All this to say: founder-led branding >>> traditional corporate branding.

We are hiring for 2 positions! Come be apart of our FABULOUS team! Details below. Please reach out to myself, Virginia Hong, Jenny Park, Matt Hurley or Daphne Ho directly if you are interested in knowing more about the roles. ________________________________________________________________________________ - Development Coordinator (Hiring manager, Jenna White) Full job description here: https://lnkd.in/gGtbARf6 - Development Officer (Hiring manager, Virginia Hong) Full job description here: https://lnkd.in/gzKENb9T

Why does a well written job description matter? Because clarity = connection. It's more than just a list of duties. It's a compelling story that tells candidates what your company is all about, why the role is important, and what it takes to succeed. When crafting a JD for your open role, be specific and detailed in describing what you need. Be upfront about the expectations, and also how the company operates. Let your candidates know from the very beginning whether your company is where they want to be. I'm on the board of AMA Houston – American Marketing Association - for the Job Forward Group. Job Forward is a networking support group for sales, marketing, communications, and design professionals who are in transition. We're more than another job search help group. We support each other through all the ups and downs and share opportunities with each other as a community. If you're a professional marketer and unemployed, ask me about how we can help you land your next role. If you're not already a part of the American Marketing Association, become a member today! #jobforward #amahouston #americanmarketingassociation #jobdescription #hiring

???? Recruitment Done Right: A Professional Approach ???? Are you tired of seeing posts by recruiters moaning about the current state of the market? Bored of endless beach and gym selfies? How about the new trend of sweary posts to be a little edgy? Would you like to speak to a recruiter who focuses on recruitment? That's what I do and what I am good at. You won't see a photo of me sat on a beach, cocktail in hand, discussing my 'new office'. You also won't find a post of mine containing effing and jeffing just to be 'cool'. I recruit. This is what I do. I work hard to ensure I am matching the right candidates to the right roles. I build a rapport with my clients and candidates. I'm becoming quite embarrassed with the posts the recruitment industry are sharing as of late. It's unnecessary and unprofessional. If we want to be taken seriously as an industry, we need to get serious. I have worked in the recruitment industry for almost 8.5 years now. I specialise in the Higher Education, NFP and Regulatory sectors whilst my colleagues also place candidates in a wide range of industries. If you are recruiting for an administrative post, I can help. That may be Operations, Human Resources, Executive Support, Student Support, Comms and Marketing, Admissions, Programme Management, Project Management, Reception cover or Office Management. If you have any recruitment needs at present and want to speak to a serious recruiter, please do drop me a line: [email protected] / 0208 059 1997 #Recruitment #Hiring? #Recruiters

Many of the problems we face we have created ourselves. For example: A company is hiring a product marketer. Part of the recruitment process is a job related task, and final interview includes a presentation. ?? Expert marketers are deterred from applying for such jobs. However appealing the role and compensation package might be. Why: ? Process includes unpaid work. ? Without any guarantee for return on investment. ? Concern the company will use presented ideas without hiring, giving credit. Many companies are seeking senior experts with long track record of achievements. And then create circumstances under which those experts will not apply. ?? Solution: ? Actively read your own job ad as if you were considering to apply. Is the role clear? Is the process burdensome? ? What are you doing today to attract the talent you are seeking to recruit? ----- Hi, I'm Vaida ?? For Finland’s labour market and Human-Centric Hiring, Follow, connect, click ??