A couple of weeks ago I got a poorly worded, grammatically inept marketing email clearly sent out to thousands of recipients. “Dear Sir/Madam”, gave it away…
Internet marketing allows consumers to find whatever product or service they are interested in. Similarly, employers and recruiters can utilise the same strategies to attract talent to their organisations. This is due to the fact that consumers and job seekers share a common interest and that is the good quality of a brand. To ensure maximum impact, recruitment marketing combines company marketing with powerful recruitment strategies.
This isn’t just specific to the recruitment industry — workplace learnings biggest pain point is training engagement. This is what we class as an employees positive or negative emotional attachment to their training and this profoundly influences their willingness to learn and perform at work.
Regardless of whether you are a part of it or even want to admit it, we live in a world where the majority of people spend an immense amount of time looking at the screens of their mobile devices. One might even say we are turning into zombies who crave the warming glow of our devices, but as Simon Pegg warned us in the best zombie movie ever, we shouldn’t use the Z word, “…because it is ridiculous.”
Recruitment was never an industry to shy away from new technological advancements and tools that would help people do a better job. In fact, you might say that as far as the business world goes, recruiters and other people from the industry have traditionally been among the first to adopt new technologies and aids that made them more efficient and successful.
It is therefore no surprise that a number of recruitment companies and other people who work in the industry have started including big data in their conversations. Some people have already started tapping into the immeasurable pool of information that is big data, while others are still thinking of ways to put it to good use. The important thing is that it is becoming more than just a buzzword of the day.
Social Media has revolutionised the way that communication is being done, professionally and personally. As per some research carried out in 2011, it was found that almost half of the jobseekers in the UK use social media to find and apply for jobs. It was noted that nearly 20% use Facebook and 33% use LinkedIn.
With such stats at hand, after deciding you’re going to take your agency to the world of social media, it then becomes a little difficult for agencies to decide which platform they need to be active on.
Did you know that 90% of news businesses will fail?
Every entrepreneur starts off with the best intent to disrupt the industry, to democratise usage, and to change the world. But it still boils down to dollar and cents to keep your business afloat.
Ultimately, website traffic and Facebook likes can’t pay the bills.
Whether you are a small business owner, solopreneur or a freelancer, you can increase your revenue by implementing the right tools and creating a strategy that has been proven to yield results.
It won’t be easy if you rely on the same tired strategy and methods that everyone else is using.
Fortunately, opportunities are waiting. There are so many tools that can help double your revenue.
So, what types of tools am I talking about here? Here is a rundown of five paid sales automation tools.
It’s 2016, and it’s a high time for all recruiters to be accelerating their social media strategy. Gone are the days of ‘toe dipping’ into the great unknown. Social media needs to be embraced as the fantastic (and essential) recruiting tool that it is. Time, of course, is the big issue. All recruiters are busy people, and many recruiters feel that they simply don’t have the time to invest in a social media strategy. That is why, for some, their social media recruitment activity never really gets beyond the aforementioned ‘toe-dipping stage.’ But, with a coherent strategy, commitment and a bit of patience, the potential returns are well worth the investment of time and effort. Read more
Wasn’t the world of recruitment much simpler before Facebook and LinkedIn came along?
Your laser focus network was your tool of the trade. You knew everybody within your managed sector and clients listened to you for advice.
Now they much prefer to push their questions onto the internet as a status update. Your years of accumulated network and expertise are exchanged for a faster pair of hands to connect with the candidate before your client does.
Recruiters are usually prodigious users of LinkedIn but are they actually using LinkedIn effectively and building credibility and influence?
Many people like to believe they are doing all the right things but how do you really know if you are a LinkedIn super-user or a super loser? (tweet this)