Radu Somesfalean的动态

Hiring Managers! I love a visual post, let's do it. I think you see the problem here. That ideal candidate... ? Will never see your career page. ? Will never see your post. ? Will never be shared the opportunity. Why? Because they are a passive candidate, who are not actively looking and are out of your network. So, the question is? How do we reach out there and get them to consider your job? Just a few ways... ? I will help you amplify your job through outbound messaging and social reach. ? I will directly present the opportunity with my engaged "hot list" candidates. ? I will go find them for you. And... ? I will present the opportunity, the company values, and the growth potential. ? You and the team will interview them. ? Don't worry, I will keep them engaged and be your partner in the whole process. Are you ready to hire? DM me. hashtag #media #recruiterlife #tvjobs #agency #hiring #realgoodtalent

Imagine finding the ideal candidate for a company, only to have it all fall apart because of one thing: A lack of clear communication. As a client rep, I wear many hats. Strategist, problem-solver, matchmaker. But sometimes, it feels like I'm also a mind reader. I want to find you the perfect candidate. But, if your job descriptions are ambiguous and feedback is a mystery? It's like searching for a specific shade of blue in a paint store... blindfolded! Clear communication is a two-way street. It's frustrating for both of us when expectations aren't set, needs aren't clearly defined, and feedback is left unsaid. Here's how we can build a dream team: - Be open and honest about your hiring needs. Don't sugarcoat anything. - Provide clear and detailed job descriptions. - Give us specific feedback on candidates. "Not a good fit" doesn't tell me enough. Let's have open conversations! Ask questions, share concerns – we're here to listen. #staffing #communication #hiring #dreamteam Unity Search

The Hiring Games: Strategies for Success Overview: "The Hiring Games: Strategies for Success" is a series of fictional, light-hearted articles that explore the amusing and creative strategies used by both job candidates and hiring managers during the hiring process. Each article presents a unique story from either the perspective of someone seeking a job or a manager looking to fill a position. From candidates using quirky cover letters to hiring managers testing nerves with awkward silences, these tales highlight how individuals can stand out in the high-stakes game of getting hired or hiring the right person. Whether it’s a trick involving a tropical green screen or a well-placed pop culture reference, each story humorously emphasizes that creativity, preparation, and sometimes, a little bit of boldness, can make all the difference. Wednescay: The Social Media Sneak Attack Perspective: Candidate - Leo Martinez Leo was prepping for an interview with a marketing agency and decided to do a little background research. He wasn't just going to skim LinkedIn profiles; no, he was going deep. After finding the hiring manager's Instagram and seeing their passion for obscure 1980s horror films, Leo had an idea. During the interview, after the usual questions about his marketing experience, Leo subtly slipped in, “You know, this reminds me of that scene in ‘Chopping Mall.’ It's just like handling multiple clients—intense, fast-paced, but worth the reward.” The hiring manager's eyes lit up. “You’ve seen ‘Chopping Mall’? That’s a classic!” From there, the conversation took a hard turn into cult movies and obscure film references, and by the end of the interview, Leo had bonded with the hiring manager over their shared love of campy horror. Leo later found out that he'd been neck-and-neck with another candidate, but his knowledge of cheesy 80s movies had sealed the deal. #hiringprocess #jobsearch #career #careeradvice #careercoach #careerchange #careertransition #letsconnect #personaldevelopment

Whenever I post about my company & our culture, I always receive CVs and portfolios from talented marketers. I tell them about the salaries transparently. I conduct all the interviews personally. I don’t ask them for a motivational letter, I ask them about their motivations in person. If I extend an offer to you, you’ll be treated on the basis of “I trust you until you give me a reason not to”. It’s not that hard. I run a small business and I can manage this. I can’t believe that so many companies hire people they don’t respect. Don’t allow any company to treat you like you’re not worth basic decency. A workplace that doesn’t respect its people, creates people who don’t respect others either.? To hire is to take people higher. ?? PS: Yes, I’m open to hiring incredible marketers at any point of time. If you’re right for us, DM me ?? #hiring #marketing #digitalagency #entrepreneurship

Fuck the generic #hiring post. Do this instead?? Make it personal. Grab a person that's directly involved in that hire. Could be a - Hiring manager - Colleague - Direct leader Let them tell the story. What's the current situation like? Why are you hiring? What will the person be doing? Why will that matter? And most importantly Why should the person you're trying to hire care? Simply writing "We're hiring" doesn't cater to anyone. Attaching a relevant person will make it relatable, interesting, and concrete. That will boost reach, engagement, and the quality of applicants. Simple stuff that very few take advantage of. Try it out??

I have a growing concern about the flood of popular topics on LinkedIn that seem more about gaining likes and shares than providing real value. It feels like every day, I see the same topics regurgitated by different voices, often without adding new insights or solutions. The post that recently caught my eye was one about "phantom jobs" — positions posted by companies with no real intention of hiring. While it’s true that some job postings might remain open due to strategic reasons or recruitment processes, it’s hard to believe that a majority are purely fictitious. Let’s be more authentic people. I would love to see content that stems from genuine experiences and expertise, not just trending topics. Engagement is great, but let’s prioritize adding value to our networks over simply racking up likes and comments. Let’s not dilute LinkedIn with posts that merely chase the latest bandwagon.

When it comes to hiring, it’s the little things that make a big difference. One of the best ways candidates can stand out? Personalisation. Franchesca Mansour one of our senior creatives, personally messaged me during the hiring process. And just doing something as simple as that really made her stand out. We get hundreds of applicants who just click "Apply Now" on LinkedIn. But in such a competitive hiring landscape, those who take the time to be more thoughtful are the ones who catch our attention. We often have to take job ads down within 24 hours due to the volume of applicants. (So we have to be super cutthroat.) But just taking the time to make your application a little more personal can make all the difference. ...whether it’s for Vagabond, or any company.

We all know that a more buoyant hiring market is otw. And you know that the luxury of having more of the top talent available than normal will be gone. Competion for the best people will become FEROCIOUS ?? The people you want have become seasoned pros at the personal branding and LinkedIn content game and i guarantee you they are very much being earmarked by the ALL THE HEADHUNTERS and COMPETING HIRING MANAGERS. As soon as things get going into full swing they will being RAVAGED WITH OTHER OPPORTUNITIES and whilst in your interview pipeline will have at least 3 or 4 opportunities they’re interviewing for too ?? So if you’re hiring, here’s a word to the wise. ?? Stop with the 5 stage interview processes ?? Stop taking ages to give feedback ?? Stop giving the same role to multiple agencies INSTEAD... ? Streamline your interview process ? Feedback quickly (hours not days) ? Pick one agency and give them exclusivity If you’re not fast you’re last. #nomorewagmi - - - - - - - - Hit me up if you want a no BS chat about how I can help. #web3jobs #hiring #founders

Job titles can mislead! Titles alone often tell us little about a candidate's abilities. In today's complex job market, titles vary so wildly that they often don't reflect real skills or responsibilities. When reviewing CVs, we should focus on achievements rather than titles. Look for evidence of what a candidate has accomplished. Did they boost sales by 30% last quarter? Did they lead a successful marketing campaign that generated significant buzz? These achievements paint a far clearer picture of their capabilities and potential impact. At Marketing Moves, we've found this approach delivers the best results for our clients. By focusing on real, tangible achievements, you can uncover the true potential of your candidates. Need more insights on hiring the best talent? Visit our website www.marketingmoves.com. Ignore titles Focus on achievements Discover true potential

Want to be a ?????? ?????????????????? in Public & Communications? It's all about your personal brand here on LinkedIn, and in person. Does your personal brand match the resume you are using to apply for roles? Your brand is how others perceive you. It's not just about your skills, experience and qualifications. It's about how people feel when they encounter you. That's why it's important to: - Be ?????????????????? - share your uniqueness - Have a ???????????? ?????????? - your opinion matters - ?????????? ???????? ???????????? ?????????????????????? by sharing stories and experiences - ???????????? with your network - commenting on posts, and other's comments By crafting an intentional and authentic personal brand, you'll stand out in the industry and ?????????????? ?????? ???????? ?????? ??????????????????????????. ++++++++ ??Hi, I’m Joanne ???Career Strategist to PR and Communications Professionals ? Follow for insider strategies to land your dream job in PR and Comms ?? Ring the bell at the top of my profile to get the latest in the job market and how to land interviews and job offers!