The PILOT Services的动态

Out there in a dark corner of the internet are many Facebook Ad "agencies" who are secretly going to Facebook Groups and asking questions about how to run your campaigns. Really simple questions too. That's fine and all - we've all got to learn from somewhere and do something for the first time - but do you really want to risk your ad spend on a newbie who doesn't understand the difference between objectives? You need to make sure you are asking questions of your agencies that show they can handle your account with ease. Show you case studies and examples of work they have done before and get them to talk about it to your verbatim first before you sign. Don't risk it because you want to hire cheap and if you need advice on hiring a an agency, you know where Aunty Vicki is.

The next level exploiting: “Hello, I’m hiring social media manager, please dm your portfolio” and then close their dms so that you follow them and keep waiting for them to review your resume even when they never intended to do it in the first place! Yaar direct hi connection request bhej dou, izzat nahi giregi aapki!

If any of your upcoming content starts with “exciting news!” The next word should be “you.” Not exciting: ? We did this ? We won this ? We’re launching this ? We hired this person Exciting (maybe): ? You have access to this ? You have this problem, we've solved it, and the cost is a steal ? You don't have to stress about ___ anymore ? You can join our team because we're hiring, and the salary range is __[something above average]___ Most of the "exciting news" you have is probably only exciting for your mom, dad, aunts and uncles and best friends, and that's why it probably belongs on Facebook. If you mistake it for marketing material, people will get used to tuning you out.

?? PR PRO TIP: Want more *relevant* LinkedIn followers? Post a damn job. Yesterday I told you guys that Crackle PR is hiring a b2b tech Account Manager. Result: I got 300+ new followers—all public relations professionals—in less than 24 hours ?? (I also got around 250 DMs, but that’s a different story ??) Takeaway: Offering something of value = virtuous cycle for all. Win-win. Post yo jobs! This is the way ? #publicrelations ??

Ready to unlock 8-10x higher conversions and lower hiring costs? ?? By optimizing the candidate experience with our Quick Apply forms on social media, you can turn Facebook into a powerful source for qualified candidates. Watch our CEO break it down! #boostpoint #recruitment #talentacquisition #hiring #recruiting #facebookrecruiting

ReachLabs offers so much! If you’re a business that needs help deal with Social media let us know! Remember this is just one of many services that are available through ReachLabs!!

Want to use Facebook as a source for qualified candidates in a way that will rival Indeed? Optimizing for the candidate experience is essential. We have found that leveraging a quick apply experience on social will increase your conversion rates by 8-10x vs sending a candidate off platform to apply on your career site even when asking for the same qualification questions. This directly correlates to reducing your CPA and CPH by 8-10x. Implementing this candidate experience is the best thing your can do to reduce your hiring cost on social.

In today’s business landscape, social media and marketing are often underestimated by employers. Frequently, entire departments are consolidated into the responsibilities of a single individual, with expectations set to match the output of larger brands that have dedicated teams for each aspect of the strategy. This approach often leads to something being neglected, or worse, results in employee burnout. I’ve experienced this firsthand and believe it underscores the importance of properly resourcing these functions to ensure both quality and sustainability in marketing efforts.

178 clients 51 team members I am racing against time! If you follow me on Instagram, you know what I am talking about. But if you don’t (you should), then here is a summary for you. I need to have 178 clients and 51 team members to scale my agency to $100,000/month. So I made a chart of our requirements and wanted to hire people much before we get clients so that I could train them. For this - I wanted the best folks, so I posted a reel with our vision chart and that reel got around 450k views on Instagram. Not just that, we ended up getting 1800+ applicants over email and our Google forms. What worked with the reel? 1. Simple 2. Realistic 3. Clear CTA of filling forms What were we doing wrong till now? 1. Hiring people and not getting the time to train them 2. Not analysing our future requirements 3. Not hiring via hiring reels! Now I am sure that getting those 30 ninjas would be easy. But what’s more special? Knowing that whenever the boat is sinking, social media has got our backs.

A PR Firm Owner said something to me recently on a call that cracked me up. He said… We hired an outbound agency and they got us ZERO results, I am not even sure if they even sent any emails. ?? To prevent this from happening to you, keep these 3 things in mind before hiring an outbound agency: 1. They NEED to have results, real, tangible results. 2. Their claim should sound realistic and achievable. 3. They should have a guarantee if it doesn’t work out. If the agency checks all the 3 criteria, your chances of failure are reduced by a lot. (Guess who checks all the 3 criteria ??)