But, not so fast! Before you leave your desk and turn off your phone, consider how a little bit of planning can set you up to nail your talent strategy in 2021.

December is a key decision-making time, even for businesses who close down over the Christmas holiday break. This is time for you to relax but to also contemplate what the year ahead will look like. As an employer, planning for 2021 means understanding what you want your employer brand strategy to look like and how this is a key time for potential candidates to consider career or role changes. (I know I get my best ideas after a glass of wine by the pool, especially when I’ve had a good break!)

Having a strategy for the Christmas period is not just for retailers and other industries that need to hire Christmas casuals. This is prime time for recruiters, because as January rolls around, many people have a new job on their New Year’s resolutions list. So, it is up to you to capitalise on it.

What should you be considering?

Don’t turn off fully

If you’ve set up ad campaigns prior to going on leave, then ensure you have automations to respond to applications. Include information about in the advertisements itself. If someone is available to monitor and respond to enquiries over the break, even better.

Candidates can lose track of applications they submit, only to get crickets in response. It’s not a great experience of your brand and it certainly doesn’t inspire candidates to want to work in your organisation.

You’ve just spent a small fortune on ads to get me to submit an application? What The Facebook! Talk about wasting money…

Build that list

Use the break and take advantage of the fact that “change of year” means “change of jobs” for many (yes even in the year of COVID).

Focus on building your talent pool. Prioritise your owned, not rented channels. Consider what you need to put in place to make this work. This could be something as simple as a candidate video series. Your lead magnet should be all about your candidates, NOT YOU!

Schedule content

While you’re sipping pina coladas and getting caught in the rain (or perhaps just binging on Netflix), your content can be working for you. Remember the other important C word – CONSISTENCY. With the many free tools available you have no excuse to not stay visible. Use a scheduler look Publer, Buffer or Hootsuite to schedule social content. Automate your email marketing in whatever cloud-based platform or ATS you’re using. Schedule blogs to be shared on your website. Many things can be automated, which means they’re working while you’re not.

Where to start with your Christmas employer branding content?

Before-Christmas planning

• Get in early to create your Christmas expression of interest forms, employer branding content and campaigns. (That means you should’ve probably started a month ago, but better late than never.) Get creative and think about how you can tie in your employer brand with the festive season.
• Schedule your content using scheduling tools like Buffer as mentioned above. Potential candidates are online even more over a holiday period so put your employer brand in front of them.
• Segment your database – try not to blast your entire talent pool with the same content. Break it into smaller relevant segments so you can share highly relevant content with him. That is what will convert higher. The more relevant, the more likely they are to open and engage with your content.
• Plan your marketing campaigns across all channels – take a holistic approach and consider what traditional and digital channels you need to include in it your marketing.
• Context of content is so important. Make the content seasonal and highly relevant. Think about what people are doing during December and January and create content to suit. Provide value by offering seasonal advice based on your industry.
• Do it now!!! Don’t leave it until 24^th December and do half a job.

During your break

• Determine who or how to respond to candidate applications during the holiday period – this is a period when people are relaxing, applying for jobs and planning for the year ahead. Don’t miss opportunities by not responding to DMs.
• If you’re running social media or other ads, RESPOND to candidates’ direct messages and enquiries in a timely manner (for the record, 3 weeks later when you are back from holidays is NOT OK)
• Respond to candidates, even if it is with an autoresponder. Common courtesy doesn’t have a Christmas holiday. Provide candidates with a timeline to establish expectations about when they might get a response from you.

After your holiday

• Candidate enquiries should be responded to quickly – make it a priority
• Review your campaigns and assess metrics so you can analyse the results
• Consider what you can change to make your efforts even more successful next year.

Other Considerations

• Use Christmas hashtags
• Use relevant keywords to be found
• Use humour in your employer branding to stand out
• Use an expression of interest form to capture candidate details if they don’t see an opportunity they’re interested in
• Share your love of your employees and promote them in your employer branding content. A bit of gratitude can go a long way.

Christmas and New Year is the best time of the year for you to capitalise on the emotional changes that bring a surge in new candidates to the market.  Consider how you can leverage this festive season to boost your employer branding and recruitment marketing efforts.

Tanya Williams is the pink-loving, sparkly Chief of Everything at Digital Conversations. She wears many hats; entrepreneur, best-selling author, digital trainer, and she is a Social Amplification Specialist with over 20 years’ marketing experience. She works with recruiters to uncover the hidden gold in their existing assets, find ways to leverage every moment of your digital marketing without increasing your marketing budget and amplify your internal champions to increase your visibility. Her goal is to make the hero in your industry sector.  She has a simple, no-tech-talk approach and thrives working with established recruitment companies to tap into the opportunities they might miss, using practical & relevant tactics to drive business outcomes.

The post The holidays are not the time to go silent with your employer branding appeared first on Recruitment Marketing.

Eighty-three per cent of casual workers in Australia prefer working for companies offering automated workplace technologies, research from Humanforce, a Sydney-based global provider of workforce management solutions, has found.

A further 22% of casual workers also said they would consider leaving a company if it did not offer technology that helped them to manage their work.

“Offering casual workers the technological tools that they clearly want, and that will help them to succeed in their roles, will show them that they are valued employees that a company is willing to invest in,” said Clayton Pyne, CEO of Humanforce. “On top of feeling valued, use of technology will make the day-to-day working lives of casual workers much easier and increase the chances of them wanting to stay in a role longer.”

Casual worker respondents said the work tasks that they thought held the most value in being automated by technology included accepting and swapping shifts (48%), communication around work availability (46%), easier and faster app-based communication (45%) and online rosters and timesheets (43%).

“There is a common misconception out there that casual workers don’t stay in one job or at one company for very long, and therefore they don’t require the same access to technology or supports as full-time employees do. Flying in the face of this, our research actually found that the majority of casual workers stayed in their casual jobs for longer time periods.”

The largest group of casual workers – 29% – said they had stayed in the one job for over five years, while a further 20% had stayed two to five years, followed by another 18% for over 12 months. At the shorter-term end of the scale, only 2.5% of casual workers had only stayed at one job for less than a month, 5.7% for less than three months and 13% less than six months.

“Casual workers are at the front-line of customer service, acting as the face of an organisation to the public. Engaged, long-term casual employees can better serve the public through a greater company, product and service knowledge. Having the right workplace technologies in place to support the work of casual employees should be a focus for all companies across Australia, especially now at a time when customer loyalty is challenged and positive customer service interactions have never been more important.”

Using apps and digital tools, advanced workplace management solutions automate a range of tasks that are commonly required of casual workers. These include employee availability, shift management, communication with management and teams, online rosters and timesheets, leave management and onboarding.

Casual workers said that they would gain most benefit from these automated technologies if they received training from their company (51%) or online (46%).

Methodology

Humanforce surveyed 503 Australian part-time and casual workers in April 2020 using a research platform.

Humanforce is a global provider of workforce management solutions for companies who need flexibility to manage complex workforces. Companies use Humanforce to manage everything from time and attendance, employee rostering, onboarding and availability. Humanforce has strong partnerships with industry leading payroll providers, with over 100 integrations and enable customer employees in over 9000 locations globally. Humanforce was founded in Sydney in 2002, and today has offices across Australia, New Zealand, Singapore and the UK. 

The post Workplace technology critical in attracting casual talent, research shows appeared first on Recruitment Marketing.

Office managers and CEOs around the country are receiving increasing numbers of applications to allow pets into the workplace. And with the findings of the latest Job Seeker Study revealing that workplace culture is still very important to more than a third of employees, employers need to be taking notice of the growing body of research into the ways allowing dogs into the workplace can benefit productivity and healthy, positive office culture.

What skills can they bring to your workplace?

“I believe my non-verbal communication skills, friendly and approachable demeanour, and ability to really listen and empathise with people will make me an excellent asset to your team…”– Bella’s cover letter reads. 

Despite the wet tongue lolling out of her mouth, Bella’s profile image brings out her warm and intelligent eyes.

Although the trend of bringing pets to work seems may seem like a fad, dogs have been working side-by-side with humans for thousands of years. Canines have undeniable skills in outdoor occupations such as shepherding or hunting, and their instincts for detection have been utilised for uncovering drugs, explosives, cancer, epilepsy, and even forensic tracking. Dogs are capable of learning new skills, of conveying information, and like humans they possess individual personalities and temperaments. So how can these skills transfer to your workplace?

What other factors do you need to take into consideration?

Much like making any new hire, there are many factors to bear in mind when bringing a dog into the workplace.

Research conducted by the Animal Behaviour, Cognition and Welfare Group of the University of Lincoln, identified not only the size and breed of the dog as important factors to consider, but that the size and type of your organisation also play significant roles in the success of bringing a dog into your workplace.

But while not-for-profit organisations were more likely to have employees bringing their dogs to work than educational organisations, all employees who brought their dog to work often had higher rates of vigour, dedication and engagement at work than those who brought their dogs only sometimes or never.

“I have obtained training certificates in obedience, and hold myself to exemplary hygiene and behavioural standards for which the provided references below will attest.” – Bella’s cover letter continues. 

But there’s a glitch. As your eyes flick down to see the details for a puppy preschool completion certificate, you also note the lack of accreditation as an Assistance Animal.

Certain pets with Assistance Animal certifications are required by the Disability Discrimination Act of 1992 to be reasonably considered within a workplace when requested by an employee with a physical or mental disability. However, even those of sound body and mind can reap the benefits from the unconditional love and companionship of an animal.

The Emotional Support Co is a team of specialists that advocate the physical and mental benefits of emotional support animals such as lower levels of stress, increased activity and reduced blood pressure and cholesterol levels. Further experimental studies detailed last year in the Journal of Human Relations found that the presence of dogs within a group has a positive effect on the positive emotions and prosocial behaviours of the group, even increasing creativity and the effectiveness of collaboration.

However, while their benefits are undeniable, emotional support animals are not recognised to be carrying out any specific tasks to assist their owners, and as such are not protected by Australian Law in the way an Assistance Animals are. This means the decision to allow Miss Bella into your organisation lays completely in the hands of your organisation’s leadership team.

While the possible health and safety implications of any employees with allergies or phobias need to be considered, so too must the potential improvements to employee engagement, productivity and retention.

Like any potential hire, there needs to be a consideration for not only workplace culture-fit, but culture-add, and Miss Bella may just be the good girl your organisation needs.

Jacynta Clayton puts her degrees in psychology and professional writing to good use at Lightbox Communications, Brisbane. As the Content & Projects Co-ordinator, she helps give organisations a resounding voice to their recruitment marketing and employer branding content.

The post Could your next best hire be… a dog? appeared first on Recruitment Marketing.

“Switching from transactional to emotional. From functional to experiential.”

As Accor states, “Over the past 6 years, Accor has carried out a major shift and achieved a tremendous transformation. In 2019, we wrote a new page in the Group’s history as we brought Augmented Hospitality to life through the guest-engaging promise ALL – Accor Live Limitless.”

This video is a powerful example of inspriring both current and future talent, and consumers alike.

The post Accor’s new identity: Bringing augmented hospitality to life appeared first on Recruitment Marketing.

Gympie is at the heart of a rapidly expanding region in Queensland that stretches from rural valleys in the west, to the Cooloola Coast gateway, to spectacular Fraser Island. The community enjoys rural delights of the picturesque Mary Valley, the history of Gympie and the broad western area, which is home to country festivals and a strong agricultural base. For candidates seeking a good quality of life, the region offers unique opportunities.

Gympie Regional Council is a local government serving the Gympie region. The organisation employs 516 staff who all share a commitment to continuously improving the services it provides to its 50,000 residents, in one of the most diverse locations in Queensland.

With more than fifteen years in the Council, Ros McVicar is currently one of their Advisors – Human Resources.

“I love working in local government; in particular, I enjoy the structure, procedures, policies, complexity and diversity that local government offers. I love the fact that we work with our community at the grassroots level; it’s a more personal level of government.”

Making the switch from the medical industry to local government more than 15 years ago, McVicar joined the Council as an entry-level administration officer, where the HR department was herself and the Manager. Since then, their HR team has grown to 14 strong, and includes Payroll, Workplace Health & Safety, and Organisational Development.

“I was offered an opportunity by Council to become a HR Officer, and Council supported me in undertaking a Bachelor of Business in HR, to further my career direction.  I moved into a Recruitment Advisor role while I was studying, supporting our line managers with their recruitment needs across the whole of Council.”

McVicar completed her degree in 2016 and has since progressed to become the HR business partner for a number of departments including Planning and Development, and Council’s Water Business Unit.

“It has broadened my experience, because I’m not just managing recruitment, but the broader spectrum of HR functions, including performance management, industrial relations advice, the disciplinary process and more.”

Implementing best practice

McVicar has seen the Council’s recruitment processes evolve extensively. In the beginning, their processes required further transparency, so the team needed to implement best practice. They worked alongside their Work Health & Safety team to streamline pre-employment checks such as medical and health checks for candidates.

“That was a massive improvement. We’ve also worked with Organisational Development partners, aligning our training requirements with position requirements; and we’ve identified the qualifications and licenses we need in a more streamlined, efficient way.”

Because of the processes they have put in place, the Council can quickly identify the best people for their roles.

However, they still face a number of challenges. Gympie sits at the top end of the Sunshine Coast and the lower end of Fraser Coast, and from a recruitment perspective, candidates have the choice of lifestyle options across the regions.

“A percentage of our employees choose to live at the Sunshine Coast and commute. Often, it’s not a problem. But for some of our people, the commute can grow tiresome.”

The Council also struggles to compete, in terms of remuneration, against larger metro councils, private enterprises, and the mining industry.

“We can lose qualified and experienced staff to the mines, particularly positions that are difficult to recruit for, such as plant operators or project managers. Other fields that we have difficulty attracting include Planners, Engineers and senior business managers.”

As such, they have to advertise and promote their roles based on Gympie’s rural and coastal locations.

“The Gympie Region has so much to offer, including a welcoming and warm community.  We try to recruit locally, but we also want the best candidate, and that can sometimes mean having to look and advertise outside the region.”

Skills-based recruitment

One of the things McVicar is proud of is their skills-based recruitment, which they adopted at the same time they restructured their recruitment process and partnered with Scout Talent, their Candidate Management System software provider.

“Skills-based recruitment, we find, is a better way of conducting interviews over standard panel interviews, which were not an effective way to recruit field positions in particular. Our skills-based model involves assessing candidates against practical tasks they would undertake in the role. We’ve applied skills-based recruitment across the board for almost every position. Our line managers have found it really effective because it shows us exactly what candidates can do. It’s been really successful.”

The right Candidate Management System (CMS)

The Council has been using their Candidate Management System for a number of years now, and this helps the HR team to work with hiring managers

“Previously, it was a completely manual process. We advertised positions in the newspaper and to our website, and received hard-copy applications at the front counter or via email. Not to mention, we acknowledged every application manually via email!

“Our CMS has revolutionised the way we recruit. We use automation so that when candidates apply online, they receive automatic acknowledgement. It also centralises our shortlisting process.  It’s freed up more time for our HR officers and hiring managers to better spend elsewhere.”

McVicar and the team have done a lot of work behind the scenes to implement improved policies, procedures, guidelines and documentation. They will continue with this work, and are looking forward to refining their strategy to continue to improve attraction and retention.

“Having the right policies and procedures in place means we can offer flexibility to our current and future talent, and we hope this will improve attraction. We also look forward to working on and building our employer brand in the future.”

McVicar is very active in the community and her appreciation for the region extends outside of work. In addition to working for the Council fulltime, she is secretary for the local hockey club and her local hall committee, as well as a support member of the local fire brigade. She also learns guitar.

“I’m a musical person, I like playing the piano and guitar although can’t profess to being very talented at either! My family and I have a property south of Gympie where we raise beef cattle, which can be challenging to maintain during the drought season, but recent rains have helped.”

Does your organisation use skills-based recruitment? Share a comment below. 

Interested in contributing an article or having your organisation featured in Recruitment Marketing Magazine? Contact Susanne Mather at editor@www.rmm.onenazmul.dev

The post How Gympie Regional Council uses skills-based recruitment appeared first on Recruitment Marketing.

In today’s competitive market, candidates are savvy, resourceful and in high demand. The best way to ensure you secure top talent, as Checkster recommends, is by scheduling interviews in an easy, efficient manner. In prioritising the candidate experience, this goes a long way in earning their respect. Smooth interview experiences and good communication are great ways to set their expectations for what it’s like working in your organisation. 

“Many a candidate has been lost due to gaps in scheduling or miscommunications.The faster and more structured your interview process, the better your odds of landing that perfect new hire.” 

Here are the best tips for scheduling interviews with candidates. 

Use technology to your advantage 

Candidate Management Systems, scheduling tools and other technology make it easy for you to build branded email templates from your hiring manager or shortlister, inviting candidates to an interview and book online. Block out time blocks in your schedule to reserve for interviews, and give present these as options to candidates. 

This makes things really easy for candidates to self-select a time that suits them, as well as some choice and flexibility…without the hassle of back-and-forth phone calls. 

(Tip: millennials comprise the majority of the workforce, so they may form the bulk of your candidate pool. As a number of insights suggest, millennials dislike phone calls. So consider tailoring your communication strategy with this in mind.) 

Use batching and scheduling

“After you’ve assessed their resume and cover letter, or after the initial phone screening, it’s imperative that you schedule the candidate’s next interview immediately. Candidates are likely interviewing with multiple companies at the same time. Ask during your initial conversation whether this is the case and how far along in the interview process they are with other organisations. This will allow you to determine your competition and the candidate’s potential timeline for receiving offers from other employers.” 

If you feel positively after your first interaction, schedule a follow up conversation (or the next phase in your recruitment process) as soon as possible. Keep the momentum going by securing time in their schedule. For top candidates, time is important. 

“This is a common tactic of successful salespeople. There is a saying in sales, “time kills all deals.” Don’t let time be the reason you lose your next “A” player.” 

Establish good communication and be responsive

Communication is the crux of candidate care. Keep candidates informed about how long the process is going to take. 

Again, technology can be a major time-saver, allowing you to bulk-send personalised, branded emails to groups of candidates in your pool. It can also enable you to create triggers and automated messages, for example, when candidates submit applications or choose an interview time. (Are your automated recruitment messages up to scratch? Personalise where you can and bring out your brand personality.)  

“When scheduling interviews, it’s common for candidates to have questions or even reschedule several times. Being flexible and responding immediately is essential in securing their time and creating a great experience for them.” 

Establish a process for collecting interviewer feedback

“After each interview, make sure to compile the interviewers’ feedback on each candidate quickly so as not to lose any extra time in the hiring process. It can be challenging to chase down interviewers and find time to somehow consolidate their various comments and notes. How do you keep it consistent and organised?” 

You can even use technology and automations for gathering feedback, for example, sending an email to relevant stakeholders when a candidate profile has been update, or their interview has been marked as complete. 

Using these tips for scheduling interviews with candidates will make life easier for you, your hiring managers and your candidates. Secure them quickly, and impress them with great communication and easy processes to set the pace for what they can expect working in your organisation. 

Source 

Tips for scheduling interviews with candidates 

Checkster 

The post Top tips for scheduling interviews with candidates  appeared first on Recruitment Marketing.

Her Majesty is looking for someone to help with the £369million ‘digital’ refurbishment of her palace, posting a job vacancy at Buckingham Palace on her LinkedIn account. The salary,  £38,000, (approximately $74 000 AUD).

According to Glassdoor UK, the average rates for similar roles sit around the £30,000 mark (up to £76,000 at the top end), making this role above average. 

The Daily Star reports, “Her Majesty has advertised for a planner on LinkedIn to join the palace’s major refurbishment programme as it undergoes a £369million facelift. The 10-year programme is the first overhaul of the ageing palace since the 1950s, with new electric cabling, plumbing and heating being installed throughout.”

Her Majesty is looking for a new member of staff to help with the refurbishment, and is seeking someone with “excellent written communication skills and a keen eye for detail”.

According to the recruitment advertisement, the desired candidate will have previous planning experience in construction, ideally with historic buildings, and be “looking to take the next step in you [their] career”.

So far, the advertisement has attracted hundreds of application. The permanent position is advertised with the salary “dependent on experience, plus benefits”. The role involves 37.5 hours’ work a week, Monday to Friday, and travel is required.

The advertisement reads: 

“Buckingham Palace is currently undergoing a ten-year programme of works to overhaul its infrastructure – including electrical cabling, plumbing and heating – for the first time since the 1950s.

“A dedicated in-house Programme Management Office (PMO) oversees delivery to ensure the building is fit for purpose for the next 50 years.

“With the early planning and preparation works complete, you’ll join an established controls function at a key stage of the programme.

“Supporting the Strategic Planner, you’ll act as the key interface between the PMO and the contractors and consultants to analyse and feed their programmes into the wider Reservicing programme.

“This is a large scale programme in terms of duration and complexity, so your analysis, challenge and reports will be essential. Monitoring interfaces and interdependencies, you’ll identify conflicts and variances in order to keep the programme on track.

“Digital programming software is integral to our activities. As an experienced user of Asta, you’ll be a key member of the team, reporting on milestone movements to ensure deliverables are achieved and operational hand backs maintained.

“In a role that is truly collaborative, you’ll work closely with colleagues across the cost, control and change disciplines. And you’ll use planning workshops to identify and manage risks; aligning them with the wider programme.

“No two days will be the same and the variety and pace will challenge you. But as you support others, you’ll have exceptional opportunities to grow your own career in a great team environment.

“And knowing you’re contributing to the future of an iconic building will inspire you to deliver every day.”

The chosen candidate will also be rewarded with a winning benefits package including a 15% employer contribution pension scheme and access to a range of catering and recreational facilities.

The renovations, which are already underway, involve 200 specialist staff tackling the work, wing by wing, over ten years.

The planner’s role will be to support the team preserving the palace for years to come and keep the ten-year refurbishment programme on track.

The advertisement speaks to the prestige of the position, in “working with a shared and unique purpose”, and that “contributing to the future of an iconic building will inspire you to deliver every day,” distinguishes what makes working for the Royal Household different. 

“The Queen will move out of her private rooms to elsewhere in the palace during the 10-year phased renovations, but her apartments will be tackled last so as to minimise disruption for the monarch.” 

“Much of the palace, including the wiring and plumbing, has not been updated since the 1940s and 1950s, leaving it at severe risk of fire or flooding.” 

The Queen has recently advertised a number of other roles, including a social media director and personal assistant. 

Would an ad like this encourage you to apply? Why, why not? Tell us in the comments. 

Source 

Queen posts £38,000 job vacancy at Buckingham Palace on her LinkedIn account

Daily Star UK 

The post How to write a recruitment advertisement fit for a Queen: literally   appeared first on Recruitment Marketing.

Until one day, someone mentioned storytelling to them. That’s when the lightbulb went on and things started to change.

Does this sound familiar?

Recruitment is competitive and standing out is very difficult if you don’t have a clear point of difference.

When it comes to content and marketing your services, you need to think beyond a blog post. The old ‘jobs & blogs’ syndrome simply doesn’t cut it anymore and is unlikely to attract the top candidates you’re looking for.

In short, candidates will be attracted to recruiters who they can relate to in some way. Social media is coming around full circle. Candidates want to get to know you first. Remember that thing called building a relationship? Well, it includes online relationships too.

It’s just like in real life when they’re meeting new friends or partners. The process is about getting to know someone before they commit. You may have heard the analogy about ‘not marrying someone on the first date’ and it’s true in many scenarios, including during the recruitment process.

So, where do you start?

It’s simple: tell me your story. 

Storytelling has been around since the beginning of time and fosters connection between people. The act of storytelling stimulates the brain and emotion, creating an impact and making your organisation more memorable and relatable.

As a potential candidate or client, I want to know who you are, what you are about and what your company culture is like.

You might respond with, “but I already have an About Us page on our website”. Well, here’s the thing. Even though About Us pages are typically the 2^nd most visited page on a website (that should tell you how important story is in itself), so many recruiters still don’t have an About Us page that shares anything meaningful, and many of the ones that do are stuffy and lack personality.

I have literally just been on 20 different recruitment websites this morning looking for examples. Some didn’t even have an About Us page and the most of the ones that did, put me to sleep. Hit the snooze button please!

Many careers sites are way too corporate and share professional experience; but what about the people personally in your organisation? After all, I’m buying YOU, not just your service.

Have I convinced you yet?

Here are some practical applications to incorporate more storytelling into your recruitment strategy: 

• Incorporate stories in your job ads – make me interested in the company and want to know more
• Incorporate stories into your talent communities
•  Share the real-life stories of your team
• Share stories of your candidates (don’t share a resume, tell me about that candidate – what drives them, what they are passionate about, something unique they have done)
• Share stories in the videos you create – these can be real life experiences about the day to day.

The two key words to remember with storytelling are personality and authenticity. Think outside the square, think beyond recruitment and remember, you’re dealing with people and they want to be able to relate to you, your organisation and your team.

Tanya Williams is the pink-loving, sparkly Chief of Everything at Digital Conversations. She wears many hats; entrepreneur, best-selling author, digital trainer, and she is a Social Amplification Specialist with over 20 years’ marketing experience. She works with recruiters to uncover the hidden gold in their existing assets, find ways to leverage every moment of your digital marketing without increasing your marketing budget and amplify your internal champions to increase your visibility. Her goal is to make the hero in your industry sector.  She has a simple, no-tech-talk approach and thrives working with established recruitment companies to tap into the opportunities they might miss, using practical & relevant tactics to drive business outcomes.

The post The single, most powerful way to engage candidates appeared first on Recruitment Marketing.

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