Podcasts about Recruitment marketing

Key Takeaways From This Post In this episode of The Recruitment Marketing and Sales Podcast, Sharon Newey explores why imposter syndrome disproportionately affects the most capable recruitment business owners, what it actually costs commercially, and three practical actions you can take this week to start showing up with the authority you have already earned. You are on a call with a client you have worked with for a while. Good relationship. The conversation is going well. And then, almost as an aside, they say: “We had a really useful piece come through this week from another agency. A benchmarking report on salaries in our sector. Really timely.” They are not threatening to leave. They are not complaining. It is a throwaway comment. But something shifts. Because you know that topic. You have lived it. You have had the exact same conversation about salary expectations with four clients this month. You know what is happening in that market, why it is happening, and what businesses should be doing about it. You could have written that report. You should have written that report. But you did not. And someone else did. And now your client is talking about them on a call with you. That feeling is not a content problem. It is not a time problem. It is imposter syndrome. And it is costing your business more than you realise. The Statistic That Changes how you see This Research suggests that up to 85% of high-achieving professionals experience imposter syndrome at some point in their careers. Eighty-five per cent. That is not a niche phenomenon. That is not something that happens to people who lack confidence or ability. That is a pattern that affects the majority of people who are genuinely very good at what they do. Imposter syndrome is not evidence that you are not ready. It is frequently a signal that you are more capable than you give yourself credit for. The doubt is not a warning sign. It is a side effect of expertise. What Imposter Syndrome Actually Looks Like in Recruitment In a recruitment business, imposter syndrome rarely announces itself as imposter syndrome. It disguises itself as something far more practical. It looks like waiting until the website is ready. You know the marketing needs to happen. But the website is not quite right, so you will start once that is sorted. The website gets sorted. Then it is something else. It looks like not posting because it is not good enough. You draft something, read it back, and think: this is obvious. Everyone in my sector already knows this. So you delete it, and nothing goes out. It looks like avoiding video, permanently. You know video works. You have seen the data. But something about pressing record feels impossible, so the video conversation gets shelved for another quarter. It looks like undercharging and struggling to defend your fees. When you do not fully believe in your own authority, you drop your rate before the client has even pushed back. You discount as a reflex, not as a strategy. And it looks like watching competitors win work you know you could do better. They are not better than you. They are simply louder. They are showing up. They are saying the things you are thinking. Recognise any of that? Most recruitment directors and founders will recognise at least three of those patterns immediately. And they will have filed them under time, or priorities, or just not my thing. But that is not really what they are. Why High-Achievers are Most at Risk The people most susceptible to imposter syndrome are not the least competent. It is the opposite. The more expert you become, the more likely you are to experience it. And there is a name for this: the paradox of competence. When you are a junior recruiter, you know what you do not know. The gaps are visible and that feels appropriate. But as you become genuinely expert, your awareness of the field’s complexity increases at the same rate as your knowledge. You can see further. Which means you can also see further ahead of where you currently are. You know more, and so you are more aware of the things you do not yet know. And that awareness can feel, incorrectly, like inadequacy. There is a specific version of this that we see consistently. Many of our clients built their career inside a corporate agency. They were brilliant at what they did, and the brand gave them a platform. Candidates and clients trusted them, but some of that trust was borrowed from the institution. And then they went out on their own. Courageous, commercially smart. But it came with a hidden tax. Because now the brand is them. The credibility is theirs to build, not to borrow. And a voice surfaces that says: was it ever really me? The answer is yes. Thirty years of sector expertise does not evaporate when you hand back a corporate email address. But the voice does not always believe that, and the voice is loud. The Commercial Cost you are not Counting Imposter syndrome is not just an internal discomfort. It has a real, measurable commercial cost. And most recruitment business owners have not fully calculated it. The first cost is visibility. When you are not showing up consistently, not posting, not putting your expertise into the public domain, you are invisible to people who are actively looking for someone exactly like you. Your ideal client is on LinkedIn right now, forming opinions about who they trust. If you are not there, you are not in the conversation. Visible competitors win the work you should be winning. Not because they are better. Because they are present, and you are not. The second cost is fee pressure. Authority and pricing power are directly linked. When a client already knows who you are, has read your posts, has seen that you understand their market in a way that other recruiters do not, the fee conversation starts from a completely different position. They have already bought your expertise before you pick up the phone. When you are invisible, you are just another recruiter. And just another recruiter competes on price. We saw this play out clearly with a client who had close to thirty years in her sector. Before she started showing up consistently, she was competing on contingency terms like everyone else. Within months of building a visible presence, she was having completely different conversations. Fee negotiations became almost secondary, because clients had already bought into her expertise before terms were discussed. She went on to secure her first ever retained projects after decades of contingency work. The third cost is referrals. Referrals are generated not just by the quality of your work but by how front of mind you are. If your network has not heard from you in six months, they will refer someone else. Not because your work was not good. Because the other person was more visible at the moment the referral conversation happened. Three Things You Can do This Week These are low-risk, practical actions that genuinely move the needle. Post one piece of content about what you know, not who you are. The best content from a recruitment leader is about the market. What are you seeing in your sector right now? What are clients getting wrong? What do candidates need to understand about the current hiring picture? That is expertise sharing, not self-promotion. Start there. One post. This week. Share a client or candidate outcome. Not a polished case study. Just a moment. “We helped a client hire a head of finance last month, and here is what made the difference in the search.” Two paragraphs. It demonstrates your expertise and is built entirely from something that already happened. You are not inventing content. You are making your existing work visible. Say the thing you think is too obvious to say. Your market hears these things all the time and still makes the same mistakes. Obvious to you is not obvious to them. The insight that feels like basic knowledge inside your industry is exactly what your ideal client is waiting to read. Say it. None of these require a content strategy, a copywriter, or a professional photoshoot. They require you to decide that your knowledge is worth sharing. That is the only prerequisite. Something to Sit With Before you move on, one question worth sitting with honestly. What is the one thing you know you should be saying publicly that you have been holding back? And what is the real reason? Not the practical reason. Not the time, or the website, or the platform. The real reason. In thirty years of coaching, I have rarely met a business owner who lacked something worth saying. What I have met, time and again, are people who had everything they needed and were waiting for permission that was never going to come from anywhere external. You already have the expertise. You have earned it. The only question is whether you are going to let it stay invisible. Thanks, Sharon How We Can Help Working on your marketing consistently is one of the most important things you can do for the long-term health of your recruitment business. Visibility builds authority. Authority builds better fee conversations. And better fee conversations build the kind of business you actually want to run. We have just updated our Superfast Circle programme with new resources and support designed specifically for recruitment business owners who are ready to show up consistently and with confidence. If you would like the full details, email us at support@superfastrecruitment.co.uk and we will send everything across. The post Imposter Syndrome Is Keeping Your Recruitment Business Small appeared first on Superfast Recruitment.

Student Recruitment, Marketing, and the Future of Podiatric MedicineFeaturing Dr. Gene Pascarella and Dr. Jane AndersenDrs. Jeffrey Jensen and Johanna Richey welcome Dr. Gene Pascarella, Executive Director of The Podiatry Foundation, and Dr. Jane Andersen, Chair of the Foundation for Podiatric Education, for an important and timely discussion on the future of student recruitment in podiatric medicine.As healthcare education faces increasing competition for talented students, the profession is taking a coordinated and strategic approach to attracting highly qualified undergraduate students into podiatric medicine. This episode explores the current landscape of recruitment, national marketing initiatives, and the collaborative efforts underway to strengthen awareness and interest in the profession.Topics include:• The mission and evolving role of The Podiatry Foundation• Current recruitment trends across colleges of podiatric medicine• National marketing strategies aimed at increasing awareness of podiatric medicine among undergraduate and pre-health students• Challenges facing the profession in today's competitive healthcare education environment• Messaging strategies that resonate with prospective students and families• The importance of storytelling, mentorship, and visibility in attracting future podiatrists• The role of social media, digital campaigns, and student ambassadors in modern recruitment effortsThe conversation also highlights the upcoming June 9 stakeholder meeting, where leaders from across podiatric medicine—including educational institutions, professional organizations, residency leadership, and industry stakeholders—will gather to discuss coordinated next steps and long-term strategies for recruiting the next generation of podiatric physicians.Drs. Pascarella and Anderson share their perspectives on collaboration, innovation, and why this moment represents a critical opportunity for podiatry to redefine and strengthen its national recruitment efforts.This episode is essential listening for educators, students, practitioners, and anyone invested in the future growth and sustainability of podiatric medicine.About Our GuestsDr. Gene PascarellaDr. Gene Pascarella serves as Executive Director of The Podiatry Foundation and has long been recognized for his leadership in podiatric medical education, organized medicine, and student recruitment initiatives. He continues to play a key role in advancing collaborative efforts focused on strengthening the future of the profession.Dr. Jane AndersenDr. Jane Andersen is Chair of the Foundation for Podiatric Education and a respected leader in podiatric medical education and professional development. Her work has focused extensively on educational advancement, mentorship, and supporting initiatives that enhance the visibility and future of podiatric medicine.

Episode Notes Measuring the impact of recruitment marketing has never been more complex or more consequential. In this episode of Talent Experience Live, Grant Smith, Global Recruitment Marketing Specialist at TD SYNNEX, breaks down the metrics that actually matter: from the numbers talent marketers track daily to the ROI story executives need to see. We also dig into what it takes to connect marketing activity to hire quality, enter new markets without an established brand footprint, and meet the personalization bar candidates expect today — including where most teams fall short.

You post on LinkedIn. A few people like it. Maybe someone leaves a comment. And then nothing happens. No client call. No new brief. No obvious return. So, you shelve it and get back to billing. Sound familiar? The problem is rarely that you chose the wrong platform or posted at the wrong time. The problem is that nobody ever showed you how the dots connect between a piece of content and a client in the door. That is what the Visibility-to-Revenue Framework is designed to fix. What You Will Learn in This Post: Why most recruitment business owners cannot see a return from their marketing The three-stage framework that connects visibility to revenue Why LinkedIn alone is not enough in today’s market How to stay in front of your pipeline without it taking over your working week The Chain Most Recruitment Business Owners Are Missing Marketing does not fail because it is a bad idea. It fails because the chain of causation is invisible. You post on LinkedIn, and a client signs with you six weeks later. But there is no obvious line between those two events, so the post gets no credit, and the billing gets all the credit. The result? Marketing gets treated as a cost. Billing gets treated as the real work. And the cycle repeats. The Visibility-to-Revenue Framework makes that chain visible. It has three stages, and each one feeds the next. Stage One: Visibility in the Right Place with the Right People The first stage is about being seen. Not by everyone. By the right people, consistently, in the places they actually spend time. For most recruitment businesses, that means two channels working together: LinkedIn and email. LinkedIn builds your profile in real time. It positions you as someone who understands the sector, shares a point of view, and knows what is happening in the market your ideal clients operate in. Done consistently, it means that when a hiring manager scrolls past your name, they already know who you are before you ever reach out. But LinkedIn alone is not enough in today’s marketplace. Email is what keeps you in the inbox of the people already in your world. The clients you have worked with before. The prospects who downloaded something. The connections who engaged with your content last month. Those people are already warm, and a well-timed, relevant email to that database is one of the most underused tools in a small recruitment business. Together, LinkedIn and email give you reach and depth. One builds the audience. The other deepens the relationship. The mistake most people make at this stage is posting content that feels comfortable rather than demonstrating genuine expertise. Expertise is the currency that gets you into conversations. Comfortable content keeps you invisible. Stage Two: Converting Visibility into Conversations This is the stage that separates businesses that see a return from those that do not. And it is the most misunderstood part of the whole process. Most recruitment business owners behave as though visibility automatically leads to inbound. As though posting good content will prompt a hiring manager to pick up the phone. Sometimes that happens. You cannot build a business on sometimes. Visibility warms people up. Conversations are what convert that warmth into something real. And the bridge between the two is intentional outreach. When someone has been seeing your content for a few weeks, knows your name, and has seen you talk about the exact challenges they are dealing with. Then you reach out with a relevant, personalised message, the dynamic of that conversation is completely different from a cold call to a stranger. You are not interrupting them. You are continuing a conversation they have already been having with you, in their head, while reading your posts. One of our members committed to a consistent content strategy and, within months, had secured eight new clients. What struck him was that fee negotiations became almost secondary. By the time a client got on a call with him, they had already bought into his expertise through his content. They knew his value before the conversation even started. The practical mechanics here include connection requests with personalised notes, follow-up messages to people who have engaged with your content, and a proactive approach to starting conversations rather than waiting for them to come to you. The content gives you a reason to reach out. That is what makes it so powerful. Stage Three: Moving Conversations into Client Relationships This is where the revenue actually lands. And it requires understanding something many recruitment business owners find uncomfortable. Not everyone you speak to is ready to buy today. Most of them are not. If your only move is to have a conversation, get a no, and then move on, you are leaving significant revenue on the table. Your pipeline is full of not yet, not no. The difference between the two is whether you have a system to stay in front of those people until the timing is right for them. This is where your email marketing earns its keep. Not newsletters that shout into the void, but a considered sequence of content that keeps you relevant and useful to the people already in your orbit. One of our clients had a company ring her out of the blue, unprompted, to say they had been using another recruiter for two years, but her content had been so consistently useful that they wanted to switch. That client never saw a pitch. They saw value repeatedly until the timing aligned. Stage three is your nurture system. It keeps your name in the room even when you are not in it. It works when you are billing. It works at the weekend. It works while you are at a client meeting on the other side of the country. And when someone in your pipeline moves from not yet to yes, you are already the name they think of first. Your marketing has held that position for you. The Framework at a Glance Stage one is visibility. Consistent, expert-led content across LinkedIn and email, in front of the right people in your market. Stage two is conversion. Using that visibility as a warm platform to start intentional conversations with the people you want to work with. Stage three is nurture. Staying in front of your pipeline so that when someone is ready to move, you are the obvious choice. Each stage feeds the next. The whole thing runs on consistency, not brilliance. You do not need to be a marketing expert. You need a system that follows through. Thanks, Denise and Sharon How We Can Help If you want to put this framework to work in your recruitment business, that is exactly what Superfast Circle is designed to do. We have just completely rebuilt the programme, so if you looked at it before and it was not quite the right fit for where you were, it is worth another look. Email us at Support@superfastrecruitment.co.uk, and we will send you the details. The post Recruitment Marketing: The Visibility to Revenue Framework™ appeared first on Superfast Recruitment.

Forget the "walled gardens" of enterprise tech; it's time to talk about what happens when the walls finally come down. In this episode of Mallorca Talks, Chad Sowash and SmartRecruiters CEO Rebecca Carr strip away the corporate ego to reveal a future of radical connectivity. Backed by a fleet of 120 SAP engineers, they're ditching rigid job descriptions for a world where AI agents handle the grind and humans are free to create. It's bold, it's transparent, and it's changing everything. Chapters: 0:00:24 — The Vision of Connected Ecosystems 0:04:46 — Agentic Workflows and Messaging Connectivity 0:06:26 — Case Study: Real-Time Behavioral Feedback 0:08:43 — The New Model of Partnerships and Pricing 0:12:27 — SAP's Commitment: The Engineering "Fleet" 0:21:12 — Fixing the "Leaky Bucket" of Recruitment Marketing 0:25:46 — From "Jobs" to "Tasks-to-be-Done" 0:37:06 — Creativity Unleashed: The Future of Work

“We've tried social media. It didn't work.”It's something Julie South hears often from clinics that have already put time and effort into posting, sharing, and trying to build some form of presence online.In this episode of Veterinary Voices, she continues the Where Vet Clinics Get Stuck series by looking at why social media so often disappoints — even when clinics are doing what they've been told to do.Posting regularly.Sharing updates.Trying to show a bit of team life.Because the issue isn't usually effort.It's what that effort is being asked to do.A vet or nurse doesn't decide to apply because of a post in isolation.They're trying to answer a bigger question.And when they go looking for that answer, what they find — or don't find — matters far more than the post that first caught their attention.This episode looks at four distinct reasons social media keeps falling short — from what candidates actually see, to how algorithms filter content, to why disconnected posts don't build trust over time, and why many clinics are investing effort into the wrong platform entirely.Stay to the end for a question about what your social media activity is really being asked to do.In This Episode00:57 – “We've tried social media. It didn't work”01:57 – The first problem: what vets and nurses actually find03:54 – The second problem: algorithm filtering and reach05:43 – The third problem: sound bites vs serial stories06:26 – The fourth problem: platform (Facebook vs LinkedIn)07:34 – What clinics can and can't control08:20 – A question about what people find when they look you upStruggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

“We'll just update our careers page.”It's a common response when recruitment isn't working.It feels like progress.It's visible.It can be done in an afternoon.BUT! A careers page sits inside a website built for a completely different audience.Pet owners.Not vets or nurses who are trying to decide whether your clinic is worth the risk of leaving where they are now.That's a different decision.They're not looking for polished claims.They're trying to work out:What's the team really like?What happens on a hard day?Are these my kind of people?If they don't find that, they don't stay.They keep scrolling. Looking.In this episode Julie South looks at why updating a careers page rarely changes that — and what's missing when someone lands there.In This Episode01:32 – “We'll just update our careers page”02:26 – Who your website is actually built for05:03 – What vets and nurses are trying to work out06:00 – What happens when there's nothing to stay for06:56 – Why updating a careers page feels like progress09:45 – The difference between a door and a destination10:41 – Two questions about what your careers page is really saying Struggling to get results from your job advertisements?  If so, then shining online as a good employer is essential to attracting the types of veterinary professionals who're a perfect cultural fit for your clinic.   The VetClinicJobs job board is the place to post your next job vacancy - to find out more get in touch with Lizzie at VetClinicJobs

Join Laura Burger, Global Head of Employer Brand and Recruitment Marketing, Rachel Laycock, Thoughtworks CTO and former Chief Talent Officer Joanna Parke for a discussion on why AI success fundamentally depends on people, not just tools. Together, they debunk the "job theft" myth, highlight why junior talent remains a vital engine for innovation and explore how to shift the executive conversation from mere cost-cutting to long-term value creation.

This is episode 500 of the Superfast Recruitment podcast. When I say that out loud, it still surprises me a little. Thirteen years ago I had an idea. We work with recruitment businesses every day, we understand their world, and there is so much we could share that would genuinely help them. What if we did a podcast? That was the idea. But an idea on its own is nothing. What made 500 episodes happen is that we built a system around it. A process, a schedule, a commitment to showing up every single week, whether we felt inspired or not, whether the market was busy or quiet, whether it felt like anyone was listening or not. And the reason I am sharing that is because this post is about exactly that. The gap between having an idea and making it happen. Between knowing you should be doing something with your recruitment marketing and building a system that means it gets done. If you have been around a while, you will know that is a topic close to my heart. The Recruitment Marketing Problem Most Business Owners Won’t Admit Let me tell you about a conversation I had recently with a recruitment business owner. We will call her Emma. Emma runs a six-person agency specialising in manufacturing recruitment. Brilliant at her job. Knows her market inside out. But when we got on our call, she pulled up her notes app and showed me her marketing to-do list. Eight items. Start posting regularly on LinkedIn. Get some client testimonials. Update the website content. Send emails to the database. Maybe do some case studies. Create a downloadable guide. Be more visible. Do something about personal branding. And do you know how many of those eight things she had done? None. Well, one half-done website content update that never got finished. When I asked her which of those eight things she should do first, she said: “I honestly don’t know. That’s the problem. I know I need to do something, but I don’t know where to start, and I definitely don’t know how to make it stick.” She was not drowning in ideas. She was stuck between knowing she needed to market better and having no clear plan to do it. And if I am honest, she is not alone. This is the conversation we have with eight out of ten recruitment business owners. I call this the Implementation Gap. Why Recruitment Business Owners Struggle to Turn Marketing Ideas into Action Here is what I have learned after eighteen years working exclusively with recruitment businesses: the problem is rarely a lack of ideas. Most of you have plenty. The problem is that those ideas never get turned into action. They stay as vague intentions. “I should be more active on LinkedIn.” “I need to do something with my database.” “We should probably have better content on the website.” “I know I should be asking for testimonials.” And there is something else worth saying here. A lot of the ideas recruitment business owners pick up are not right for them. You are reading general business content, seeing what big brands do, or trying to copy what a competitor seems to be doing. Much of it simply does not translate. It is not built for a six or eight person recruitment firm trying to win retained clients in a niche sector. So you end up pursuing things that are disjointed, hard to sustain at your size, or just not the right fit for where you are right now. That is not a motivation problem. That is a starting-point problem. So before we even get to implementation, the gap has three parts. You do not know which thing to do first, everything feels equally important and equally overwhelming. Even when you pick something, you do not know how to turn it into a sustainable system. And you try to figure all of this out on your own, while running a business, and it just does not happen. To close that gap, you need three things: clarity on what matters for a recruitment business your size and what order to do it in, a system that makes it sustainable rather than just possible, and support and accountability when things get hard or busy. Without those three things, even your best intentions will fail. Not because you are not capable, but because you are trying to do something genuinely difficult, on your own, without a roadmap built for you. 5 Reasons Recruitment Marketing Dies Before It Even Starts The idea is too vague and there is no clear first step Take “I should be more active on LinkedIn” as an example. What does that mean? Post daily? Three times a week? What topics? Long-form or quick insights? “Be more active on LinkedIn” is not a plan. It is a vague intention. What you need is something like: “I am going to post twice a week on Tuesdays and Thursdays about the hiring challenges my clients face. I will write three posts on Monday evening and schedule them. I will do this for three months and track connection requests.” That is specific. That is doable. That has a system. But most recruitment business owners never get to that level of clarity. You do not know what to prioritise You have a list of things you think you should be doing LinkedIn, website content, email campaigns, case studies, testimonials, networking, maybe video. But which one matters most? Which one will move your business forward? Without a clear framework, you either try to do everything at once and get overwhelmed, or you pick the wrong thing and spend three months on something that does not generate a single lead. Guessing while you are time-poor is a recipe for wasted effort. You have underestimated the time and skill required “Right, I am going to create video content.” Brilliant, video works. But between scripting, lighting, editing, captions and posting consistently, your first video will take three hours minimum. People see the polished one-minute result on LinkedIn. They do not see the three hours of work behind it. So they try it once, realise how long it takes, and never do it again. There is no system to sustain it This is the killer. You might start something and even be consistent for a few weeks. But if there is no repeatable process, it falls apart the moment life gets busy. Let’s say you decide to send a monthly email to your database. But where is the content coming from? Who is writing it? When? What happens if billing is mental and you just do not have time? Without a system, it relies entirely on you having time and mental energy every single month. One missed month becomes two. Two becomes three. And before you know it, you have not sent anything in six months. You are trying to figure it out alone You are a recruitment expert. But marketing is not your expertise. So you are Googling “how to write LinkedIn posts,” second-guessing every piece of content, and making a hundred micro-decisions every time you try to do anything. There is no one to tell you: that idea is a distraction, focus here instead. Or: this is good enough, just publish it. Or: here is the proven structure, just follow this. All of that takes enormous mental energy you simply do not have when you are running a business. 4 Questions to Ask Before You Implement Any Recruitment Marketing Activity Does this solve a problem I have right now? Not a problem you might have one day. Not a problem your competitor has. A problem you have right now. If you want to redesign your website, ask yourself why. Is your current website actively losing you business, or do you just think it looks a bit tired? If the real problem is that you are not getting enough leads, a new website probably will not solve it. Be honest about what problem you are trying to solve. Do I have the resources to sustain this, not just start it? Starting is easy. Sustaining is hard. If you are going to launch a newsletter, can you commit to sending it every month for twelve months? Not just the first three. If the answer is no, do not start. Build the system that makes the answer yes. What am I prepared to stop doing to make room for this? Every new thing you add means something else gets less attention. Your calendar is already full. Your to-do list is already overwhelming. Something has to give. Decide what that is before you start, or the new activity will quietly die within weeks. Is this going to generate leads and billings, or just make me look busy? Be brutally honest. Is this activity going to bring candidates or clients closer to you, or is it just visible activity that makes you feel productive? You can test an idea small before going all in: a handful of videos, a modest ad budget. Data helps you decide whether something is worth continuing without wasting months finding out. Activity is not the same as progress. How to Actually Implement Recruitment Marketing That Sticks Step one: define what done looks like Get specific. Not “improve our LinkedIn presence”, for example: “Post twice a week for the next three months. Track connection requests and inbound messages. Review data at 90 days.” Not “send more emails to our database”, for example: “Send a monthly email on the first Wednesday of every month. Include one client insight, one candidate tip and one relevant industry update.” You need to know exactly what success looks like and when you will evaluate whether it is working. Step two: identify the smallest possible first action What is the very first thing you need to do? Not the whole project. Just the first step. If you want to create case studies, that first step is emailing three clients this week asking if they would be willing to chat. That is it. The mistake is looking at the whole mountain. “I need to create case studies” feels overwhelming. “I need to email three people” is doable. Step three: build the system around it How are you going to make this repeatable? If it is LinkedIn posts: when will you write them, where will you store ideas, how will you batch them? If it is a monthly newsletter: what is the content structure, what is the deadline, who reviews it before it goes out? The system is what keeps things going when motivation fades. And the system needs to be realistic, one that works with your actual life, not your ideal life. Step four: get accountability Tell someone what you are doing and when you will have it done. Your business partner, your team, a mentor, a membership group. One of our Superfast Circle members told me recently: “I show up to the group calls because I don’t want to be the person who said they’d do something and didn’t. That accountability has kept me going more than motivation ever did.” That is the truth of it. Accountability works when motivation does not. Step five: review and adjust Set a checkpoint at thirty, sixty and ninety days. Look at the data. What is working? What is not? Maybe you realise three LinkedIn posts a week is too much. Drop to two. Two consistent posts are infinitely better than three inconsistent ones. Review, adjust and keep going. Thanks Denise How We Can Help You Close the Implementation Gap Superfast Circle gives recruitment business owners the clarity, content resources and accountability to make marketing happen. Everything is built specifically for the recruitment and search sector, so you are never starting from scratch or guessing what to do next. If you would like to find out more, book a call with us at superfastrecruitment.co.uk/call. The post Recruitment Marketing: Why Great Ideas Never Get Done appeared first on Superfast Recruitment.

For years, recruitment marketing strategies have been built around a familiar set of rules: optimize your career site, rank well in search results, and ensure candidates can find you. But those rules were written for a world where Google was the gateway. That world is changing. Candidates are increasingly turning to LLMs like ChatGPT and Claude to research potential employers, asking detailed, conversational questions about culture, benefits, and working environment. And the way those tools surface information is fundamentally different from traditional search. The content that performs well in Google often doesn't translate, and organizations that have invested heavily in their employer brand discovery may be largely invisible in this new landscape. So what does it take to show up when candidates are searching in LLMs? My guest this week is Graham Thornton, President of Consulting and Growth at Talivity. In our conversation, he explains how candidate discovery is changing, why existing SEO thinking doesn't apply, and what organizations need to do differently. In the interview, we discuss: How AI is disrupting recruitment marketing The new uneven playing field Content and context The importance of structure and specificity How third-party content is influencing discovery How are job seekers now searching? New ways of measuring ROI What will the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

At Pfizer, the employer brand is an experiment in progress where hypotheses are constantly tested to improve activation. We learn how they measure their progress as they go and weave employer brand concepts into the recruitment process. Anne Kennedy Dotson is the Global Head of Employer Brand, Recruitment Marketing & University Relations at Pfizer. Anne Kennedy Dotson on LinkedIn: https://www.linkedin.com/in/anne-kennedy-dotson-8362128/ Careers at Pfizer: https://www.pfizer.com/about/careers Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

In this episode of Future Fuzz, host Vince Quinn talks with Heidi Howell, Director of Marketing at Core Medical Group, about building marketing departments from the ground up — especially in an industry like staffing, where marketing has historically been under‑developed. Heidi shares her unique journey from early beginnings in recruitment and staffing marketing to leading teams, her philosophy on personal grounding and growth, and how she structures training and skill‑building to create high‑performing teams. This conversation explores balancing B2B and B2C marketing needs, prioritizing hires, and cultivating an adaptive, learning‑first culture.Guest BioHeidi Howell is the Director of Marketing at Core Medical Group, bringing over a decade of experience in staffing marketing. She has built marketing functions from scratch across multiple organizations and holds deep expertise in both client acquisition and recruitment (B2B and B2C) strategies. Heidi's passion lies in continuous learning, team development, and building marketing operations that generate revenue and empower people to grow professionally.Key TakeawaysMarketing in staffing — especially recruitment marketing — is a relatively new discipline that's rapidly growing.Balancing B2B (clients) and B2C (candidates) requires clear prioritization and flexibility.Knowing who you are — both as a person and as a marketer — helps ground you amid fast‑changing demands.Training isn't optional — Heidi embeds ongoing learning into weekly routines to upskill her team.Strong collaborative team structures — where the leader works with the team — unlock sustained performance and growth.Empowering team members to learn, present, and implement new skills drives both individual careers and organizational success.Chapters 00:00 — Intro + Welcome to Heidi 00:27 — What is Core Medical Group & Heidi's Role 01:02 — Evolution of Marketing in Staffing 02:28 — B2B vs. B2C Marketing Challenges 02:53 — Starting a Marketing Department from Scratch 04:11 — Chaos + Adaptability in Marketing 04:48 — Grounding Strategies for Marketers 07:09 — Knowing Yourself + Personal Development 08:50 — Hiring First Roles in a New Team 10:05 — Training & Upskilling Culture 12:32 — Friday Learning + Tuesday Sharing Routine 14:44 — Why Structured Training Matters 16:56 — Recruitment Marketing Origins 18:24 — Early Work in Recruitment Marketing 19:20 — Team Success Outcomes 21:36 — How to Connect with HeidiLinkedInFollow Heidi HowellFollow Vince Quinn

Welcome to episode 497 of the Recruitment Marketing and Sales podcast, and I am your host, Denise Oyston. Today, we are wrapping up our kick-off series for 2026 about the what and how of Standing Out this year. Over the past few weeks, we have covered mindset, visibility, and re-engaging your database. If you missed any of those episodes, go back and listen; they build on one another. This week, we are discussing something that can completely change how you approach your marketing: creating longer-form content that works harder for you. Now, before you switch off because you think this is going to be about writing 5,000-word essays, hear us out. This is actually about working smarter, not harder. It is about creating a single, substantial piece of content and getting maximum value from it. Whether that is a podcast, a report, a webinar, or a detailed blog post, the principle is the same. Create once, repurpose many times. So let’s get into it. The Pillar Content Approach Let us start by explaining what we mean by pillar content. A pillar piece is a substantial, detailed piece of content that demonstrates your expertise in your niche. It could be a comprehensive blog post or series. A thorough market report. A webinar where you go deep on a specific topic. Or a podcast episode where you really explore something properly. The keyword here is substantial. This is not a quick LinkedIn post or a two-paragraph update. This is something meaty that shows you really know your stuff. Why does this matter? Short-form content is brilliant at getting attention, but it is your longer-form content that builds trust. When someone engages with your quick posts and wants to know whether you actually understand what you are talking about, they will look for something more substantial. They want to confirm that you understand their sector and its challenges. Think about it from your own experience. When considering working with someone, do you look at their social media posts? Or do you dig a bit deeper? Do you read their blog? Listen to their podcast? Download their report? Of course you do. We all do. The research backs this up. 71 per cent of B2B buyers consume blog content before making a purchase decision. They want depth. They want evidence. They want to feel confident that you know what you are talking about. The Repurposing Model Here is where it gets exciting, especially if you are running a small team and do not have endless hours for content creation. The smartest recruitment companies we work with follow a simple principle: create one substantial piece of content, then repurpose it into multiple shorter pieces. Let us give you a concrete example. Say you record a 45-minute podcast episode about hiring trends in your sector. From that single recording, you could create six LinkedIn posts pulling out key insights. Two blog articles going deeper on specific points. A dozen short videos or audio clips for social media. An email to your database summarising the main takeaways. Content for your newsletter. And quotes and statistics you can use in proposals and pitches. That one piece of content has now given you weeks’ worth of material. And the beautiful thing is, it all came from the same source, so your messaging stays consistent. This approach ensures quality and depth before brevity. You are not scrambling to come up with something to post every day. You have already thought. Now you are just packaging it in different ways for different platforms. Why Podcasts Work So Well We would like to discuss podcasts, as they are particularly effective for recruitment businesses. Podcasts continue to grow in popularity, particularly with executives and founders, which is exactly the audience most of you are trying to reach. Decision-makers listen to podcasts during their commute, at the gym, or while walking the dog. It is a way to reach them when they are not at their desks, ignoring emails. But here is the bit that makes podcasts especially clever for recruitment businesses: they serve a dual purpose. First, they are relationship-building and positioning tools. When you invite someone onto your podcast as a guest, you are building a relationship with them while positioning yourself as the go-to person in your niche. And who might make a good guest? Often, your potential clients. Think about it. You reach out to a hiring manager or business owner in your niche and invite them to share their expertise on your show. That is a much warmer conversation than a cold sales call. You are offering them something valuable: a platform to share their knowledge and raise their profile. Second, podcasts are content engines. As we just discussed, one episode gives you material for weeks. The conversation generates ideas, insights, and quotes that you can use across all your other channels. And niche podcasts can reach very specific audiences. A show about scaling health tech companies. A podcast for legal practice managers. A series on finance recruitment trends. When you narrow your focus, you become the go-to voice for that specific audience. Other Forms of Pillar Content Podcasts are not the only option, of course. Let’s discuss other formats that work well. Market reports and salary guides are brilliant for recruitment businesses. You have access to data and insights that your clients and candidates find genuinely valuable. A well-researched report on salary trends or hiring challenges in your sector positions you as the expert. It also makes a great lead magnet: people will happily give you their email address in exchange for useful data. Webinars let you go deep on a topic while building your email list. You can invite guests, share screens, and answer questions live. The recording becomes an asset you can use long after the live event ends. A detailed blog series lets you explore a topic in depth across multiple posts. Titles such as “The complete guide to hiring fintech sales leaders” or “Everything you need to know about legal recruitment in 2026” demonstrate genuine expertise and attract readers seeking that specific information. The format matters less than the substance. What matters is that you create something substantial enough to demonstrate your expertise and generate enough material for repurposing. Quality Beats Perfection Now, we know what some of you are thinking. “This sounds great, but I do not have the time or resources to create professional-quality content.” Here is the truth: you do not need professional production values. What you need is valuable, consistent content. A podcast recorded on a decent microphone in your office is absolutely fine. A report created in Word or Canva will suffice. A webinar run through Zoom works perfectly well. The key is consistency and specificity, not production value. Your audience cares far more about whether your content is useful and relevant than whether it looks like a big agency made it. In fact, overly polished content can feel less authentic. People want to hear from real experts sharing real insights, not a slick marketing production. So do not let perfectionism stop you from starting. Good enough, published consistently, beats perfect, but never finished. Using AI Smartly We cannot talk about content creation in 2026 without mentioning AI. Yes, AI can help you create more content more efficiently. But here is the important bit: AI works best when you give it good raw material to work with. The companies that get AI right use it to increase output without sacrificing quality. They do not publish AI-generated content as-is. They use AI as a starting point, then make the content specific, opinionated, and genuinely useful. This is where your pillar content becomes so valuable. Record a podcast where you share your genuine expertise and opinions. Now you have rich source material that AI can help you repurpose into other formats. The insights are yours. The expertise is yours. AI helps you package it more efficiently. The human element, your knowledge, your opinions, your specific experience in your niche, that is what makes your content valuable. AI cannot replicate that. But it can help you get more value from it. Getting Started Without Overwhelm If you are new to creating longer-form content, the prospect can feel daunting. So let us make it simple. Start with what you know deeply. What questions do clients ask you all the time? What mistakes do you see companies making when they hire? What do candidates always want to know about your sector? You already have expertise. You need to capture it. Choose one format to start with. Do not try to launch a podcast, write a report, and run webinars all at once. Pick one. Get good at it. Build the habit. Then expand. If you want to start a podcast, the minimum setup is simpler than you think. A decent USB microphone, free recording software, and a hosting platform. You could be publishing your first episode within a week. If a podcast feels like too much, start with a detailed blog post. Write the definitive guide to something in your niche. Make it thorough. Make it useful. Then break it down into shorter pieces for your social channels. The most important thing is to start. Your first piece of content will not be your best. That is fine. You will get better with practice. But you cannot improve on something you have not created. Closing Let us conclude this series with a final thought. Over these four episodes, we have talked about mindset, visibility, re-engaging your database, and creating content that works harder for you. And if there is one thread that runs through all of it, it is this: the recruitment businesses that will stand out in 2026 are the ones that commit to consistently delivering valuable content. Not perfect content. Not content with massive production budgets. Just useful, relevant, consistent content that demonstrates your expertise and keeps you front of mind. Creating pillar content and repurposing it is one of the smartest ways to do this without burning out. One substantial piece becomes the engine that powers your marketing for weeks. So here is our challenge for you. Choose one pillar content format that appeals to you. Maybe it is a podcast. Perhaps it is a quarterly market report. Maybe it is a detailed blog series. Whatever it is, commit to creating your first piece in the next month. Then repurpose it. Get maximum value from the work you have done. And watch how much easier your content marketing becomes when you have a solid foundation to build on. That is, it’s for today’s episode, and that wraps up our Standing Out in 2026 series. Thank you so much for listening. If you have found this series useful, we would love it if you could share it with another recruitment business owner who might benefit. If you haven’t already, please subscribe to avoid missing future episodes. Until next time, keep creating, keep showing up, and keep recruiting brilliantly. See you next time. Thanks, Denise and Sharon How We Can Help If you want help building a content strategy that actually works for a small recruitment business, that is exactly what we do inside Superfast Circle. Our members receive done-for-you content they can use and adapt, frameworks for creating their own pillar content, and support from a community that understands the specific challenges of marketing a recruitment business. If you would like to learn more about how we can help you stand out in your market, book a call at superfastrecruitment.co.uk/call. We would love to chat about where you are right now and where you want to be. The post Standing Out in 2026: Creating Content That Works Harder appeared first on Superfast Recruitment.

Welcome to Inside Talent – Special Edition powered by Match2, hosted by Craig Fisher with co-host Doug Berg. In this debut episode, we sit down with one of the sharpest, most outspoken, and most respected minds in recruiting and HR tech media — Matt Charney.Matt has built and shaped global recruiting conversations for more than a decade. From leadership roles at Recruitment Marketing platforms and global RPOs, to his latest work disrupting talent media strategy, Matt brings an unmatched blend of humor, honesty, and clarity about what really matters in hiring today.This is a candid, long-form conversation the industry rarely gets to hear — no hype, no buzzword bingo, just the truth about:The real state of HR tech (beyond vendor hype)What employers are still getting wrong about hiringWhy recruiting storytelling matters more than everHow media is reshaping the talent landscapeWhere the talent industry is headed next…and plenty of smart commentary and fun along the way.

In this episode of the Co-Created Series, Erik Rivas, Head of Employer Brand and Recruitment Marketing at Police Now, reveals how building an efficient employee content engine - balanced with high-production content - drives authenticity, agility, and measurable ROI for their employer branding and recruitment marketing.The Core Message:It's not either/or - it's about balance. High-production content fills your campaigns and website with polish, while employee-generated content gives you the agility to experiment, pivot quickly, and capture authentic day-to-day realities. Together, they create an efficient content engine that maximises return on investment.Key Topics Covered:⚖️ The 50/50 balance: When to use high-production vs employee-generated content

Last week, we talked about why strategic prioritisation matters and how it creates your unfair competitive advantage. We looked at how the spray-and-pray approach is costing you 5 times as much to acquire clients, resulting in 52% lower marketing ROI and 40% higher client churn. More importantly, we discussed how strategic prioritisation transforms your business: marketing spend decreases whilst results increase, you grow 30% faster, and you build sustainable competitive advantages that can’t be easily replicated. So now the question becomes: where exactly should you focus your limited resources for maximum impact as you plan for late 2025 and into 2026? Today, I’m going to walk you through the critical areas that research shows demand attention. Let’s dive in. What You’ll Learn in This Episode Identify your true business driver by analysing conversion data—discover which activities actually close deals versus those that just create awareness (one agency increased conversions 40% using this method) Niche specialisation delivers 300% higher profitability than generalist approaches, with specialist agencies filling roles 2.3x faster and commanding 20-30% premium fees Client retention strategies that boost profitability by 25-95% with just a 5% improvement, including proactive communication frameworks and multi-stakeholder engagement tactics The Lead Generation Triad framework for building predictable sales pipelines using current connections, content marketing, and systematic cold outreach 2026 recruitment marketing priorities, including AI-driven solutions (81% of agencies investing), social sourcing strategies, and authentic employer branding approaches Technology stack essentials that reduce time-to-fill by 60% and help agencies close 40% more deals through integrated CRM-ATS systems Identify Your Key Business Drivers Before you dive into any of these priority areas, there’s one critical step that far too many recruitment business owners skip: identifying your key business driver by reviewing actual conversion data. Here’s what I mean. I was speaking with an MD recently who was convinced that their time should be split equally across all their marketing activities. They were doing a bit of LinkedIn, a bit of email, some cold calling, and attending the occasional networking event. But when we sat down and analysed where their converted clients came from over the last two years, you know, the ones who signed terms and generated revenue, we discovered something fascinating. Their LinkedIn content was absolutely working. It was creating awareness, generating engagement, and booking initial meetings. But here’s the thing: those LinkedIn connections only converted into actual clients when they transitioned to messaging, face-to-face meetings, or structured follow-up calls. The pattern was clear: LinkedIn opened the door and built credibility, but it was the in-person meeting or the strategic phone conversation that closed the deal. Without that crucial next step, the LinkedIn engagement rarely converted to revenue. This revelation completely changed their strategic priorities. They didn’t stop posting on LinkedIn; it was a vital awareness tool. But they realised their true business driver was the face-to-face meeting. So, they restructured everything around getting more of those meetings and making them count. They used LinkedIn to create awareness and credibility, then systematically moved prospects toward booking virtual coffee meetings or office visits. The result? A 40% increase in client conversions over the next quarter. So, before you commit to any strategy for 2026, I want you to do this simple exercise: Look at your converted clients over the last two years. Trace back through the entire journey. What created the initial awareness? What built the credibility? And critically, what was the final touchpoint that actually converted them into a client? Was it a face-to-face meeting after connecting on LinkedIn? A follow-up call after they downloaded your content. A presentation at their office that you arranged through email outreach. Whatever that conversion moment was, that’s your key business driver. Everything else is supporting that driver. Once you’ve identified this, you can build your entire priority framework around creating more of those conversion moments, whilst using your other channels strategically to feed that pipeline.  Market Positioning and Niche Specialisation One of the most fundamental strategic decisions you face is whether to operate as a generalist or specialist agency. The evidence overwhelmingly favours niche specialisation for agencies seeking competitive advantage. Listen to these numbers: • Niche recruitment agencies fill roles 2.3 times faster than generalists because they know the industry inside and out. • They earn 3.2 times more referrals due to the trust and credibility that comes with deep industry expertise. • They command 20 to 30% higher fees thanks to demonstrated specialisation. • They achieve 89% client retention rates, far above the 62% average for generalists. • And they see a 300% boost in revenue and profitability compared to generalist counterparts. The qualification rates tell the story: niche recruiters achieve 20-25% qualification rates, compared to just 5-8% for generalists. With 72% of hiring managers struggling to fill specialised roles, niche agencies are uniquely positioned to meet this challenge. Client Relationship Management and Retention Though new client acquisition often dominates business development discussions, client retention represents one of the most profitable priorities. Here’s a stat that should make you sit up: increasing client retention by just 5% can boost profitability by 25-95%. Let me share some priority actions: Exceptional service delivery: The temps and contractors you place are your frontline ambassadors, but this principle applies equally to permanent placements. The care you show the people you’ve placed directly impacts on your client relationships. Research indicates that highly engaged placements are 59% more productive and 87% less likely to experience premature departure. When you invest in looking after the candidates you’ve placed, checking in regularly, and ensuring they’re settled and supported, this directly impacts client perception and repeat business. Your client views you as someone who prioritises the long-term success of placements, not just someone who fills roles and then disappears. Proactive communication: The best partnerships are built on regular, strategic conversations, not just transactional job orders. Quarterly hiring roadmap sessions keep you close to client businesses, even when they’re not actively hiring, transforming you from a vendor to a strategic partner. Value-added services: Agencies providing strategic insights into workforce management achieve 33% higher revenue growth than those focused solely on transactional recruitment. Sharing data-driven insights, market trends, and salary benchmarks positions your agency as indispensable. Multi-stakeholder engagement: Use LinkedIn Sales Navigator to identify key decision-makers beyond your primary contact. Companies increasingly want relationships at the strategic level where budget allocation decisions are made, not just where job orders are placed. Business Development and Lead Generation A robust, predictable sales pipeline separates recruitment companies that thrive from those that merely survive. We teach the Lead Generation Triad, which provides a framework for balanced business development: Current Connections: Your existing network of clients, candidates, and industry contacts represents your most valuable lead source. Regular re-engagement of your database through targeted campaigns can generate hundreds of downloads and follow-up opportunities. Content as a Convincer: Strategic content marketing establishes your agency as a trusted industry resource. Recruitment agencies with active blogs generate 126% more leads than those without consistent content publication. Cold Outreach: Whilst uncomfortable for many, systematic cold outreach, when done consistently across multiple channels (phone, direct messages, texts, video messages, emails), revolutionises business development over the long term. The key is integration: all three components working together create momentum across short, medium, and long-term horizons. Recruitment Marketing and Employer Branding As we look towards 2026, recruitment marketing capabilities have become essential competitive differentiators. Successful companies are prioritising: • Media diversification: Reducing dependency on just LinkedIn posts by using images, polls and videos on multiple platforms. • Employee advocacy programmes: Leveraging authentic employee-generated content to showcase company culture. • Candidate quality focus: Moving beyond volume metrics to emphasise quality of placements and long-term retention. If you haven’t listed/watched Sandra’s post on candidate care click here. • Content marketing: 45% of agencies plan to use content generation as a main tool for candidate and client attraction. • Social sourcing: 75% of agencies plan to utilise social sourcing strategies for candidate attraction. The shift is clear: recruitment marketing in 2025 and beyond requires authenticity, strategic channel selection, and consistent value delivery. Technology Investment and Automation An integrated tech stack that powers both growth and operational efficiency is potentially transformative for recruitment agencies in 2026. By the end of 2024, 81% of agencies were investing in AI-driven recruitment solutions, and 67% of recruiters believed that increased AI usage would be a top trend in 2025. Strategic technology priorities include: Integrated CRM and ATS systems: Disjointed systems cause inefficiencies, outdated data, slower sourcing, and missed opportunities. Research indicates that automation can reduce time to fill a position by up to 60%, whilst integrated ATS-CRM solutions help agencies close 40% more deals than those using standalone systems. Workflow automation: Automation eliminates manual, repetitive tasks, from candidate engagement workflows to AI-driven CV formatting and chatbot-powered lead capture. This enables recruiters to focus on high-value activities, such as building relationships and nurturing talent pipelines. The key insight: technology investment should drive efficiency and enhance human capabilities, not replace the relationship-building that remains central to recruitment success. Performance Measurement and KPIs Strategic prioritisation requires measurement. You can’t manage what you don’t measure, as they say. Essential recruitment KPIs include: • Financial metrics: Cost per hire, revenue per recruiter, gross profit margin. • Efficiency metrics: Time to fill, time to hire, candidate pipeline health. • Quality metrics: Quality of hire, first-year attrition, offer acceptance rate. • Relationship metrics: Candidate satisfaction, hiring manager satisfaction, client retention rates. • Activity metrics: Conversion rates by acquisition channel, source of hire effectiveness, and recruiter performance dashboards. The most successful agencies use applicant tracking systems and recruitment CRMs to automate tracking, pull reports, and monitor pipeline health. Here’s the key: define your objectives first, then identify the questions metrics will help answer, and finally determine which KPIs to track. Avoid tracking metrics simply because you can. Every KPI should inform strategic decisions. Putting It All Into Action Your Strategic Planning Process For broader strategic planning, follow these essential steps: 1. Conduct a Year-End Review: Reflect on what worked and what didn’t in 2024 to 2025. Assess financial performance, operational efficiency, and alignment with your broader vision. 2. Define Clear Goals: Avoid vague aspirations. Instead of “grow revenue,” set specific outcomes, such as “increase contract placements by 25% in Q1 2026” or “expand into healthcare recruitment niche by June 2026.” 3. Prioritise ruthlessly: Focus on just a handful of well-defined goals. Prioritisation isn’t about deciding which goals are most important; it’s about understanding what needs to be done now to enable progress later. 4. Build a Detailed Roadmap: Break down each goal into smaller steps or milestones. Assign clear responsibilities and set realistic timelines. Connect long-term objectives to everyday actions. 5. Establish Measurement Systems: Define success metrics for each priority. Ensure you have tools and processes in place to track progress. 6. Create a Decision-Making Framework: Use your strategic priorities as a filter. When new opportunities arise, ask: “Does this align with our strategic priorities?” If not, the answer should be no. Avoiding the Common Pitfalls Strategic implementation fails when companies: • Try to do too much at once, spreading resources too thin. • Set goals without clear measurement criteria. • Fail to communicate strategy throughout the organisation. • Don’t review and adjust plans regularly based on results. • Allow short-term pressures to override strategic priorities constantly. The most successful companies view strategic planning as an ongoing process, rather than a one-time exercise. They hold regular review sessions, celebrate progress, and adjust course when evidence indicates change is needed. Wrapping Up: Your Competitive Advantage Starts Here So, as you plan for 2026, the choice is clear. You can continue with scattered “spray and pray” activities that feel productive but deliver mediocre results. Or you can embrace strategic prioritisation that focuses your limited resources on high-impact areas. The evidence is compelling. Companies that set real priorities and execute with discipline consistently outperform those that don’t, whether measured by revenue growth, client retention, placement quality, or recruiter productivity. They’re not just busier; they’re more effective, more profitable, and more resilient when market conditions change. Strategic prioritisation transforms recruitment businesses from reactive order-takers into proactive strategic partners. It allows smaller agencies to compete with larger competitors by dominating specific niches rather than being mediocre generalists. It creates sustainable competitive advantages that can’t be easily replicated. Warren Buffett wisely observed: “The difference between successful people and really successful people is that really successful people say no to almost everything.” For recruitment business owners, success in 2026 begins with having the courage to say no to scattered activities and yes to strategic focus. The question isn’t whether you can afford to prioritise strategically. It’s whether you can afford not to. Thanks, Denise How We Can Help If you’re sitting there thinking, “This all makes sense, Denise, but I don’t know where to start,” I completely understand. That’s exactly why Sharon and I created Superfast Circle. We work with recruitment, search, and staffing companies just like yours to help you set the marketing and sales priorities that drive growth. If you’d like to discuss how we can support you, book a call with us here. The post Setting Priorities for Your Recruitment Business – Episode 2 appeared first on Superfast Recruitment.

As a global company, HPE's talent challenges are at the top of the funnel. We learn how they utilize unconventional channels and smart targeting to reach people where they already are. Rachel Duran is the Head of Global Employer Brand and Recruitment Marketing at Hewlett Packard Enterprise. Rachel Duran on LinkedIn: https://www.linkedin.com/in/rachelduran/ HPE Careers: https://careers.hpe.com/us/en Subscribe to this podcast: https://employerbrandingpodcast.com Measure your employer brand: https://employerbrandindex.co Thanks for tuning in!

Thanks for listening, and please follow us on Insta @NHPTalent and www.youtube.com/thePOZcastFor all episodes, please check out www.thePOZcast.com  Chapter Breakdown00:00 – Welcome to RecFest Nashville 2025Adam sets the scene at the Juicebox.ai booth and kicks off #thePOZcast live from the field.00:28 – Guest 1: Omar Khateeb – The Power of Authentic Video ContentCEO of JobPixel on why “vibe is everything,” how authenticity wins in 2025, and why creators should stop chasing algorithms.02:24 – Survival Tips for RecFestHydrate, eat before noon, and network smarter — Omar's pro tips for surviving outdoor conferences.03:45 – Guest 2: Allyn Bailey – The Heart of Brand Experience at SmartRecruitersAlynn breaks down how storytelling and connection drive talent strategy post-acquisition — and why she proudly calls herself “the class mom” of HR tech.06:54 – Guest 3: Jamie Leonard – The RecFest Origin & Future VisionThe founder himself on why RecFest feels like summer camp for recruiters, the UK vs. US vibes, and what's next (spoiler: Ferris wheel?).10:50 – Guest 4: Vicky Lou – Inside Juicebox.ai's Series A RocketshipThe founding marketer shares what makes Juicebox's AI sourcing platform different, how startup life fuels creativity, and her secret to building high-performing teams.14:49 – Sticker Drop & Shoutout to Juicebox.aiAdam and Vicky unveil the ultra-rare holographic POZcast sticker and talk sponsor love.16:11 – Guest Panel: Nikki Russell, Dan Lockhart & Chantelle LubingerReal-world TA leaders on quality of slate, giving rejection with empathy, and why “we're humans first.”21:44 – Guest 7: John Ruffini – Old School Recruiting Wisdom Meets New TechThe VP of Professional Development at HealthTrust Workforce Solutions explains why recruiters have gotten lazy, how to bring back urgency, and the lost art of the phone call.28:16 – The AI Debate & Juicebox Agents in ActionAdam and John discuss how to use AI as a tool — not a crutch — and how it frees recruiters for the human side of the job.29:09 – Closing Thoughts: Stay Human, Stay HungryAdam wraps from the field with gratitude, laughter, and the promise that wisdom is forever.

In this episode of Co-Created, I sit down with my Employer Content Club co-host Chris Murdoch to debrief the Recruitment Marketing Awards (RMAs).Fresh from a night of celebrating great work, rubbing shoulders with the EB community, and yes, a decent-sized dance floor, we dive into the conversations that matter.We cover the real challenges facing the industry right now, explore the role of co-creating authentic content with employees, and deep dive into some of the award-winning work that's pushing boundaries.From intimate MS Teams calls to big production moments, we discuss what it really takes to capture authenticity at scale.Note: While we attended and discuss the Recruitment Marketing Awards in this episode, this content is not affiliated with or sponsored by the Recruitment Marketing Awards.About Co-CreatedCo-Created is a podcast and vlog series from Employer Content Club, supported by Vouch. Hosted by myself and Chris Murdoch, we're exploring how EB and TA teams can capture authentic workplace culture with their employees—proving you don't need huge budgets to create content that resonates. Shot entirely on iPhones and mics, we're keeping it real.About Employer Content ClubEmployer Content Club is a community for employer branding and talent acquisition professionals who want to create authentic content with their employees. We share practical insights, host events, and connect in-house practitioners who are doing the work.Become a Founding MemberWe're looking for founding members to join Employer Content Club! Sign up to contribute your opinions and experience during this series, and be the first to know about upcoming Employer Content Club events: https://www.employercontent.club/co-createdSupported by VouchThis series is supported by Vouch, a platform that makes it easy to capture and share authentic employee stories through video. ➡️ https://vouchfor.com

Something fundamental has shifted in how people find work. Job boards that dominated for decades are losing their effectiveness. Candidates are overwhelmed and skeptical. Employers are drowning in applications that are all the same. The old playbook simply isn't working anymore. Meanwhile, the TikTokification of communication and the rise of the creator economy are reshaping the marketing landscape. People trust other people more than corporate messaging and want to hear authentic voices, not polished PR. So could this approach work for hiring? My guests this week are Tracey Parsons, CEO of Flockity, and J.T. O'Donnell, founder of Work It Daily. In our conversation, they explain how the influencer model not only has the potential to transform talent attraction but could also fundamentally change the way recruiting works. In the interview, we discuss: What's gone wrong with job boards and the job search The loss of trust The reality of interest-based algorithms The growth of the knowledge creator economy Using influencers to promote jobs How job seekers and employers feel about influencer marketing Why the recruiting process needs radical updating Inserting the right friction points in a seamless experience What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Recruitment marketing is undergoing a fundamental shift as AI transforms the way work is done and who does it. Marketing automation is evolving at a rapid pace and will drive significant, efficient gains, but what is the impact of originality, creativity, and strategic thinking? So how are recruitment marketers evolving, and what should employers now expect from their recruitment marketing teams and agencies?  My guest this week is James Whitelock, Managing Director at ThinkinCircles Recruitment Marketing. In our conversation, James reveals what employers should demand from modern recruitment marketers, which skills remain irreplaceable, and how to build teams that leverage AI without losing human creativity. In the interview, we discuss: How AI is democratising recruitment marketing The ever-growing scale and scope of automation Strategy and creativity How can employers stand out from the AI-generated "slop" Brand building, story telling and tech orchestration What skills are now needed in recruitment marketing Building out capability Can AI help recruitment marketing to be properly strategic? What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Jobseeker behavior is changing with Gen AI and social media becoming ever stronger forces of influencers in career choices. However, a lot of recruitment marketing activity is failing to keep up with employers stuck in a rut and not casting the net wide enough or in the right way. Shockingly, many TA teams still lack basic visibility into their recruitment marketing metrics and can't prove ROI to their CFOs. While candidates increasingly use ChatGPT for job searches, few employers have optimized their content for AI discovery, and many career sites still remain conversion killers. So what should employers be doing, and how can they prepare for 2026? My guest this week is Neil Costa, Founder and CEO of HireClicks. In our conversation, Neil reveals the stark reality of where most organizations actually are with their recruitment marketing efforts and offers some valuable advice on how they should be moving forward. In the interview, we discuss: The current challenges in recruitment marketing How employers need to stand out and appeal to a multigenerational audience Overreliance on Indeed and LinkedIn The role of search and social AI optimisation Getting a competitive talent advantage Keeping marketing momentum with reduced budgets The vital importance of metrics and ROI The importance of authenticity Dynamic personalization and the role of career sites What does the future look like Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

The Shred is a weekly roundup of what's making headlines in the world of employment. The Shred is brought to you today by Jobcase.

TOPICS What's the landscape look like for Recruitment Marketing vendors? Is it over? Who out there has a chance ? Why? It's New Years Day, 2030 - where is TA/HR Tech? Paint the picture.  Learn more at https://vitalfew.io/https://vitalfew.io/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Recruiting Future helps Talent Acquisition teams drive measurable impact by developing strategic capability in Foresight, Influence, Talent, and Technology. If you're interested in finding out how your TA function measures up in these four critical areas, I've created the free FITT for the Future Assessment. It'll give you personalised insights to help you build strategic clarity and drive greater impact immediately. Just head to mattalder.me/podcast to complete the assessment—it only takes a few minutes. This episode is about Talent and Technology. The recruitment marketing landscape has been about more than just job advertising for a long time. However, many employers are still missing out on the unique benefits search and social bring to the marketing mix by approaching these channels in the same way they approach job boards.  As AI reshapes these platforms and candidate behavior evolves rapidly, there's a widening gap between companies seeing dramatic results and those struggling with failed campaigns and wasted investment. The difference isn't budget—it's about building long-term strategies based on data and a strong understanding of each channel's unique strengths and differences.  So what can employers do to ensure they are getting full value from their recruitment marketing budgets? My guests this week are Kelsey Krater, Chief Platform Officer at Appcast, and Appcast's Director of Digital Media, Alexandra Horwitt Anema. In our conversation, we talk about the unique strengths of search and social, how they are evolving and the critical importance of data in recruitment marketing.  In the interview, we discuss: Driving quality hires from recruitment marketing Why search and social aren't job boards Search and intent Filling funnel gaps and building diversity A layered media approach Telling stories with social The danger of prioritising quick wins over long-term strategy Recent developments in search and social The critical importance of data Nurturing and remarketing Pipeline building over transactional thinking What does the future look like? Follow this podcast on Apple Podcasts. Follow this podcast on Spotify.

Hi there, this is Denise. I hope you and yours are well. This week's post and podcast are about systems—specifically, why marketing systems are essential for recruitment businesses and how they can transform your day-to-day operations. Many recruiters excel at having specific systems for working with candidates and managing placements. However, they're not as strong […] The post From Chaos To Control: Recruitment Marketing Systems appeared first on Superfast Recruitment.

Hi there, everyone. This is Denise. As we move through July, it's the perfect time for a six-month review of your recruitment business. This year has been anything but predictable, and if you're wondering what's happened over the past six months, you're in the right place. The landscape has been challenging. We've got new governments […] The post Your Mid-Year Recruitment Marketing Reality Check: What's Working in 2025 appeared first on Superfast Recruitment.

Your firm's site greets visitors long before a proposal or a handshake. In this episode of the PSM Show, co-hosts Damion Morris and Deirdre Booth sit down with content strategist and copywriter Ben Culbreath to unpack what your homepage is really saying—and why that message may be turning prospects or future hires away.   Ben shares field-tested ways to move a reader from “nice photos” to “let's talk,” beginning with a simple litmus test—searching for the word you—and a copy layout known as the F pattern. He explains how clear headlines, client-focused language, and specific calls to action guide visitors through services, culture, and career paths without forcing them to hunt for key details.   The conversation covers: • Positioning your firm through story instead of slogans • Using client interviews to surface authentic phrases that spark attention • Showing the how behind your work to add value and context to price discussions • Turning the careers page into a true recruiting tool that filters fit and boosts retention • Fresh alternatives to the tired “contact us” button that invite low-pressure conversations   Whether your goal is stronger pursuit support, a more magnetic talent funnel, or copy that simply reads like a human wrote it, Ben's advice will help your website start better conversations.   Listen now, then run his quick audits to spot exactly where small edits will create a major impact.

This week's post and podcast are about the power of social proof in recruitment marketing. In today's competitive marketplace, candidates and clients check you out before deciding to work with you. I want to share why social proof matters, the data behind it, and practical ways to leverage testimonials and reviews to grow your recruitment […] The post The Power of Social Proof in Recruitment Marketing appeared first on Superfast Recruitment.

Hi there, everyone. This is Denise. I hope you and yours are well. Since our mini-series on content, a few questions about channels, posting frequency, LinkedIn Creator Mode, and other related topics have cropped up. I wanted to make sure I answered everyone's questions properly. If you're new here, welcome! The Superfast Recruitment blog and […] The post Your Recruitment Marketing Content Questions Answered appeared first on Superfast Recruitment.

Today, we're going to talk more tactically. In our first episode, we discussed the challenges that recruiters face. In our second episode, we covered creating content for two distinct groups. Whether you're in a candidate-rich market, a candidate-short market, a client-rich market, or a client-short market, you need content that speaks to both groups. Content […] The post Content that Converts: Recruitment Marketing Content Assets appeared first on Superfast Recruitment.

Become an FBP Insider! Learn more on Patreon. Online Live Event - Learn More! Are you a fitness leader, manager, or gym owner searching for actionable strategies to revolutionize your staff recruitment and retention? This episode of the Fitness Business Podcast, hosted by JT Tamsett, is a must-listen for anyone serious about building a high-performing fitness business in today's competitive market. Discover how to wear your sales and marketing hat when hiring, ensuring your recruitment process is as dynamic and creative as your member acquisition campaigns. You'll learn how applying marketing principles to staff acquisition can transform the quality and consistency of your hires. The episode dives deep into the power of crafting compelling job ads that resonate with potential candidates, making your gym stand out on job boards and attracting top-tier talent. The episode also unpacks the critical role of referrals, explaining why embedding a culture of referrals - where team members are rewarded for recommending candidates, not just successful hires - can create a self-sustaining pipeline of passionate, values-driven staff. Also hear from Dr Patrick Porter about what should really be in all our morning routines, plus why that 2pm slump gets to all of us - and what you can do about it. Key highlights from the episode: - Innovative Use of AI in Recruitment: Learn how artificial intelligence is streamlining everything from candidate screening to interview scheduling, making your hiring process faster, smarter, and more efficient. - Building a Referral-Driven Culture: Discover proven tactics to make daily referral requests a habit, and how to incentivize your team to help you build a robust bench of future staff, ensuring you're never caught off guard by sudden vacancies. - Prioritizing Integrity and Attitude: Find out why focusing on these core traits - rather than just technical skills - leads to stronger teams and a more positive workplace culture, ultimately boosting member satisfaction and retention. Leave us a voicemail! Leave a rating on Spotify or Apple Podcasts. Quotes: “Your sleep cycle starts in the morning.” - Dr Patrick Porter “Never drink coffee first thing in the morning. I know a lot of people do that. Get up in the morning and drink a glass of water.” - Dr Patrick Porter “Don't post a boring job description. You got to make this exciting." - Fletcher Wimbush “Reward the referral, not the outcome.” - Fletcher Wimbush Resources: Be an FBP Insider on Patreon Fitness Business Podcast's LinkedIn CommunityMystery Shopping for Fitness Businesses - Website Fletcher Wimbush - LinkedIn, Website, Facebook FACT Driven Hire System - Use code: hirebetter Hiring Expert GPT - Watch how it works here Unlock your coaching potential with DISC Fletcher's Book Recommendation - Who by Geoff Smart Indeed - Website ZipRecruiter - Website Lindsay Vastola Live Event: Own the Role, Achieve the Goal: How EQ Drives Performance & Accountability - Watch now on Patreon Wise Words: Dr Patrick Porter - Website, LinkedIn, Facebook, Instagram Dr Patrick Porter's Book - Thrive in Overdrive Buy Your Headset Using our Link! Merch Sponsor: Be a Merch Sponsor - Here REXer in the Trenches: Mark Harrington - Website, LinkedIn, Instagram Mark's Book Recommendation - The Advantage by Patrick Lencioni The Table Group - Website Website - www.REXRoundtables.com Email - Eddie@REXRoundtables.com Leadership Academy – www.REXLeadershipAcademy.com Trusted Suppliers: Reinig Insurance Power Plate ROR Partners HR Network Referrizer About Your Host: Justin "JT" Tamsett is a fitness industry veteran with over 30 years of experience who aims to reduce global healthcare costs by promoting physical activity. Through his company Active Management, he provides business coaching to fitness entrepreneurs, leads 8 REX Roundtables in the US and Australia, and has spoken at over 40 conferences across 23 countries. His ultimate goal is to create a world of opportunity for his daughter Zoe by helping more people move and stay healthy, while empowering gym owners to build successful businesses that contribute to a healthier society Related: Fitness business growth strategies, gym staff retention tips, hiring personal trainers, fitness industry recruitment, employee onboarding best practices, fitness leadership development, gym management podcast, fitness industry trends 2025, recruitment marketing for gyms, fitness business success stories. Please note: We only recommend products we care about (affiliate links support our free content). Thank you for your support!

HOW TO BUILD CAREER PAGES WHICH ACTUALLY WORK   One of the biggest mistakes in Talent Attraction is failure to maximise conversion from attention you've already captured! The people who visit your career page are ALREADY declaring interesting in working for your business and you need to have a digital property there that underlines your EVP, helps both self select in/out and makes it easy for the right candidates to enter into the recruiting process.   What do know today about building a career page that does all of these things?   - What does a great career page look like - can we have examples? - 2025: what basic elements must a career page today? - What are some basic errors to avoid on career pages? - Images: how to use this - stock, real, AI generated - what are the pros and cons? - How do we communicate EVP? - What do we do when company brand vs employer brand are divergent? - What do we do if we want to create an inclusive message, even though we might not be demographically diverse? - How AI is too much AI - on copy, image, video? - Humour: do we use this? - What is the right degree of friction on apply? - How does this thing look on mobile? - Integration with CRM / ATS - Who is control of this - Recruitment Marketing if it exists, but TA vs Marketing if it does not? - What are the most common pitfalls in career page design? - How to handle it when your audience is multiplication?   All this and more as we talk brainfood live. We are on Thursday 15th May, 2pm BST with Bas van de Haterd, Author (Talent Acquisition Excellence), Charu Malhotra, Head of Talent Attraction (ex-PA Consulting, McKinsey & Co, Koos Wurzer, Global Director Talent Acquisition and Employer Branding (Danone)   Register by clicking the green button and follow the channel here (recommended)       Ep308 is sponsored by our friends at Teamtailor     Great teams start with great hiring — and that's exactly what Teamtailor is built for.   Loved by companies like Happy Socks, OneFlow, Oatly, and Five Guys, Teamtailor is the all-in-one recruitment platform trusted by over 10,000 businesses and 150,000 recruiters worldwide. It combines a powerful ATS with fully customizable, AI-powered tools to elevate your employer brand and deliver a standout candidate experience.   From career sites to collaboration workflows, Teamtailor helps talent teams move faster, work smarter, and create hiring journeys that people actually enjoy — candidates and hiring managers alike.   → See how top teams are hiring better with Teamtailor: Experience the magic today!

Welcome to another episode of our Recruitment Marketing podcast. I'm Denise, and today, I want to discuss something that can really transform your recruitment, search, or staffing business in 2025. We've been working with recruitment business owners for nearly two decades and consistently seen that marketing can be a real challenge for many of them. […] The post Transform The Way You Market Your Recruitment or Search Company With This Scorecard appeared first on Superfast Recruitment.

As part of our International Women's Day 2025 celebrations, we're delighted to feature Sarah Bishop (known to many as “Bish”), founder of Recruit Recruit and one of our valued clients. In this special edition of the Recruitment Marketing and Sales Podcast, Sarah shares her remarkable journey from car sales to building a successful recruitment business. Her candid reflections on navigating industry […] The post From Car Sales to Recuitment Empire Bish's Story For International Womens Day 2025 appeared first on Superfast Recruitment.

Recruitment marketing strategies are varied and many! Here is one most people forget: handling objections ahead of time. Are you tired of hearing the same objections from potential clients? “We use our own team,” “You're too expensive,” or “We've had bad experiences with recruiters before.” These familiar phrases can feel like roadblocks in your sales […] The post Recruitment Marketing Strategies: Handling Objections Ahead of Time appeared first on Superfast Recruitment.

In this Episode: The Achieve Results NOW! podcast, hosted by Mark Cardone and Theron Feidt, focuses on actionable strategies for personal and professional growth. In this episode, they welcome Jody Frawley from the Dale Carnegie organization, who discusses the timeless principles of Dale Carnegie's teachings, particularly from the book "How to Win Friends and Influence People." Jody emphasizes the importance of continuous training and development, especially for small businesses. She highlights the concept of servant leadership, where leaders prioritize the needs of their team to foster better communication and relationships. The discussion also touches on the significance of emotional and behavioral changes in achieving performance improvements. Jody encourages listeners to apply these principles in all areas of life, including social media interactions, and stresses the value of taking notes and engaging with others to build connections. The episode concludes with an invitation to participate in free workshops and to share the podcast with others. Jody's Bio: Jody Frawley spent the past 30+ years in marketing - with a specialty in Recruitment Marketing, so the next step of her career to Dale Carnegie is a natural progression. She advised many organizations on how to become an 'employer of choice' to recruit more qualified employees through targeted marketing campaigns. Now she helps them RETAIN and grow their employees through training and professional development with Dale Carnegie of CNY! In 2018, she found the Dale Carnegie Skills for Success program transformational for her as a participant! Her relationships with co-workers improved tremendously with greater communication and client outcomes. As a result, she became a Certified Trainer in 2020 and now trains the participants across the CNY area in addition to her business development responsibilities. She believes Employee Engagement, Increased Revenue, Improved Productivity, Culture and Efficiency are key to building a strong organization!  During her free time, she enjoys spending time with her grandson, mentoring a young man with autism, hiking, kayaking, volunteering at her church and across the region with many non-profits. She's been married 30+ years and has one son. Action Steps: 1-  Download the Golden Book: Dale Carnegie's Secrets of Success | Dale Carnegie 2-  Register for the FREE workshop: https://www.eventbrite.com/o/dale-carnegie-17565240973 3-  Buy/Read the book: “How to Win Friends… and Influence People.” Other Links from Jody: Jody Frawley Performance Consultant & Trainer Dale Carnegie of CNY Certified Dale Carnegie Trainer 315.251.1819 Jody.Frawley@dalecarnegie.com Ask about our In-Person training in Rochester, February 2025: https://www.dalecarnegie.com/en/courses/190?franchise_id=234  Ask about our In-Person training in Buffalo, March 2025: https://www.dalecarnegie.com/en/courses/190?franchise_id=228   Join our FREE, Friday Workshops: https://www.eventbrite.com/o/dale-carnegie-17565240973 ARN Suggested Reading: Blessings In the Bullshit: A Guided Journal for Finding the BEST In Every Day – by Mark Cardone & Theron Feidt https://www.amazon.com/Blessings-Bullshit-Guided-Journal-Finding/dp/B09FP35ZXX/ref=sr_1_1?dchild=1&keywords=blessings+in+the+bullshit&qid=1632233840&sr=8-1 Full List of Recommended Books: https://www.achieveresultsnow.com/readers-are-leaders Question: 1.   Do you have a question you want answered in a future podcast? 2.   Go to www.AchieveResultsNow.com to submit. Connect with Us: Get access to some of the great resources that we use at: www.AchieveResultsNow.com/success-store www.AchieveResultsNow.com www.facebook.com/achieveresultsnow www.twitter.com/nowachieve Thank you for listening to the Achieve Results NOW! Podcast.  The podcast that gives you immediate actions you can take to start seeing life shifting results NOW!

The Shred is a weekly roundup of who's raised funds, who's getting acquired and who's on the move in the world of recruitment. The Shred is brought to you today by Jobcase.

For most businesses on a budget, deciding on the best place to spend that budget for talent attraction can mean difficult choices. So which is more effective for talent attraction, recruitment marketing or employer branding? Joining me this week is Sam Bertoud VP of Talent Solutions at hackajob. Sam discusses the importance of recruitment marketing in modern-day talent acquisition, the influences of consumer marketing strategies and the need for recruiters to understand marketing better. The Marketing Rules Podcast is sponsored by RChill ⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.rchilli.com/⁠⁠⁠⁠⁠⁠⁠⁠⁠ #MarketingRules #TheVoiceOfRecruitmentMarketing To connect with Sam: https://www.linkedin.com/in/samberthoud/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠⁠

Jaime Hunt speaks with Jenny Petty about a pressing issue few are discussing: the “Search Cliff.” While the “Demographic Cliff” has been a hot topic for years, the Search Cliff highlights a significant shift in the availability of prospective student data, fundamentally altering how higher education institutions attract and enroll students. Tune in as Jenny breaks down this emerging challenge, its implications, and strategies institutions can adopt to stay ahead of the curve.Key TakeawaysThe “Search Cliff” refers to the rapid decline in the availability of student data due to changing privacy laws and the shift to test-optional admissions policies.Name purchases, once a cornerstone of enrollment marketing, are yielding significantly fewer enrollments, dropping from 0.131% in 2019 to 0.043% in 2023.Institutions must pivot to focus on organic lead generation, content marketing, and paid media strategies to fill the funnel.Strong collaboration between MarCom and enrollment management teams is essential for addressing these challenges effectively.The future of higher education marketing will demand creative, technology-driven solutions, including leveraging AI and exploring new engagement strategies.What is the Search Cliff, and How Does it Differ From the Demographic Cliff? The Search Cliff represents a dramatic reduction in the availability of prospective student names for purchase. This trend is driven by shifting privacy laws and the widespread adoption of test-optional policies during COVID-19. Unlike the well-documented Demographic Cliff, which focuses on population decline, the Search Cliff underscores the limitations of traditional name-buying practices. These changes threaten to disrupt enrollment marketing strategies reliant on purchased names to drive funnel growth.Why is the Search Cliff Happening Now? Jenny explains that privacy laws in over 20 states are restricting access to student data, while the move to test-optional admissions has further limited name availability. Institutions that once relied on buying large lists of prospective student names to fuel enrollment pipelines are seeing diminishing returns. For example, the yield rate for purchased names has plummeted by 56%, making traditional tactics increasingly unsustainable.How Can Higher Education Marketers Adapt? Jenny offers several solutions to address the Search Cliff:Invest in Inbound Marketing: Organic lead generation through blogs, white papers, and gated content can create a steady pipeline of interest over time.Shift to Paid Media and Social Advertising: Institutions must build robust paid advertising strategies to compete in an increasingly crowded digital space.Leverage AI Tools: AI-powered technologies, such as virtual recruiters and chatbots, can enhance student engagement and streamline the recruitment process.Rethink Organizational Structure: Jenny emphasizes the need to evaluate team roles, particularly as AI reshapes the workload and demands of MarCom teams.What Role Should Leadership Play in Navigating This Shift? For institutions to succeed, leaders need to embrace marketing as a strategic driver of revenue and success. CMOs should foster partnerships with enrollment management teams and educate themselves about institutional budget models, financial aid strategies, and marketing ROI. Additionally, integrating marketing leaders into cabinet-level discussions ensures their voices are heard in key decisions about institutional priorities.What Does Success Look Like in the Era of the Search Cliff? Jenny challenges institutions to rethink traditional measures of success, such as application volume, and instead focus on retention and lifelong student value. As higher education faces intense scrutiny and competition, institutions must align product offerings, pricing strategies, and marketing efforts with the evolving needs of today's students. - - - -Connect With Our Host:Jaime Hunthttps://www.linkedin.com/in/jaimehunt/https://twitter.com/JaimeHuntIMCAbout The Enrollify Podcast Network:Confessions of a Higher Ed CMO is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Talking Tactics and Higher Ed Pulse. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Attend the 2025 Engage Summit! The Engage Summit is the premier conference for forward-thinking leaders and practitioners dedicated to exploring the transformative power of AI in education. Explore the strategies and tools to step into the next generation of student engagement, supercharged by AI. You'll leave ready to deliver the most personalized digital engagement experience every step of the way.Register now to secure your spot in Charlotte, NC, on June 24-25, 2025! Early bird registration ends February 1st -- https://engage.element451.com/register

Behold! A holiday spectacle so dazzling, so insightful, it'll practically guarantee you a promotion (results may vary, void where prohibited, don't quit your day job). We've wrangled all our favorite (and some we just tolerated) guests from 2024 to deliver scorching hot takes on the burning dumpster fire that is talent, tech, and recruitment. Think less "fireside chat" and more "dumpster fire chat." From AI's inevitable robot overlord takeover of recruiting (will they finally fix the ATS? Don't hold your breath) to the thrilling return of the office (aka mandatory fun times!), we've got the scoop you need to maybe survive 2025. Or at least have something to complain about at the next holiday party. Witness the assembled brain trust, including: Eileen Kovalsky from General Motors: Because even car companies need people to, you know, build cars. Adam Godson, CEO of Paradox: Hopefully, he'll explain what a paradox is without causing one. Jessica Rush, Chief Talent Officer: We're rushing to find the talent, people! Get it? (We'll see ourselves out). Patti Tabris, Senior Director of Talent Acquisition at ResultsCX: Because someone has to deal with the results. Stefan Premdas, Director, People Experience at sweetgreen: Hopefully, they brought snacks. J.T. O'Donnell from Work It Daily: Because you're going to need to. Julie Sowash, Executive Director and Co-founder of Disability Solutions: Providing solutions to problems you didn't even know you had! John Graham, the VP of Employer Brand Strategy, Humanity & Culture at Shaker: Because branding is everything, even when it's not. (He appears twice! Clearly, he's got a lot to say...or we messed up the guest list). Emi Beredugo: We're not entirely sure what Emi does, but they're here! Lieven Van Nieuwenhuyze, Co-host from Europe: Bringing you takes from across the pond (probably involving better coffee). Matt Lavery, Global Director of Sourcing, Recruiting, & Onboarding: The man, the myth, the onboarding legend. Lord Wei, A Member of the Science and Tech Committee in the House of Lords: Adding a touch of British pomp and circumstance (and hopefully some actual wisdom). Rebecca Carr, CEO at SmartRecruiters: Because recruiting needs to be smart, obviously. Courtney Dempsey, the Head of Recruiting at Southern Rock Restaurants: Serving up talent as hot as their chicken. Chloé Rada, the Senior Director of Talent Attraction at ZoomInfo: Zooming into the future of talent (get it?). Dean Da Costa, Senior Staff Talent Acquisition at Lockheed Martin: Recruiting the best of the best to build…stuff. Mary Battle Broxton, Leading Employer Brand and Recruitment Marketing at Tractor Supply Company: Because even tractor companies need marketing.

2024 in Review: State of Recruitment Job Advertising   One of the themes of 2024 has been the surge of job applicants for the job adverts employers are posting out. It's clear that the economic conditions + AI-enablement has created the conditions where traditional duration based advertising is no longer a viable hiring approach - in fact, a counter productive one, as it absorbs all the recruiters capacity to deal with the flood!   What is the current state of recruitment job advertising and what may be the future?   - Volume of job advertising in 2024 - high or low - Volume of applications per job - Avg duration of job adverts: global, per country, per sector - Number of applications made per candidate - Most effective job title (quality of applicant) - Most effective job description (quality of applicant) - Impact of diversity statements in job adverts - Impact of benefits in job adverts - Shift to programmatic: what is the penetration? - Remote work job ads, up or down? - What is the avg spend per job advert in 2024? - What is the future model of job advertising?   All this and more on Brainfood Live On Air. We're with Yazad Dalal, Chief Growth Officer, Joveo, Alexander Chukowski, HR Tech Consultant & Peter Weddle, Founder, TATech   We're on Friday 6th Dec, 2pm GMT     Follow the channel here (recommended) and click on the green button to register for this show.   Ep285 is sponsored by our friends Joveo   Joveo is the unified, high-performance Recruitment Marketing platform.   Best-of-breed programmatic job ad tech, a proprietary CMS to create world-class career sites, and a candidate engagement platform. Eliminate patched point solutions and data silos forever.   Reduce job advertising spend, control applicant flow rate, increased quality of application - contact Jove today.

John Graham, Shaker's VP of Employer Brand Strategy, hit RecFest USA with a mic drop on recruitment marketing and employer branding as we careen into 2025. His talk? A mix of AI hype, DEI drama, and a reality check for those clinging to the idea of "jobs for life" like it's still 1985. Graham's big reveal: employer branding is less about forever and more about for now, pivoting to a launchpad for career development instead of a golden handshake into retirement. He also dove into AI, calling it both the hero and potential villain of recruitment. Sure, it's reshaping strategies faster than you can say "algorithmic bias," but Graham threw some shade on humanity, pointing out that we're not exactly bias-free either. His advice? Play nice with AI but keep an eye on it—like a toddler with scissors. DEI got a spotlight too, but not without acknowledging the current rebrand it's enduring thanks to political tug-of-wars and corporate-level ghosting. He tied it all up with a forecast for 2024 tech trends: automation, AI, and video storytelling are set to dominate, but the focus will still be on keeping things human-centered. (Spoiler: robots are cool, but people still like people.) And if that wasn't enough, Graham's closer was basically a call-to-action to stalk—er, network with—Shaker online. Updated website, LinkedIn, the works. Because nothing says "modern employer branding" like a shameless plug.

On this episode, host Ryan Dull is joined by Anne Arnold, Director of Enterprise Talent Acquisition and Recruitment Marketing at Farmers Insurance®. They discuss her journey into TA, the role of AI in recruitment and her team's efforts to align TA with business objectives.Key Takeaways:(02:30) Anne's career journey into TA.(04:54) Establishing structured career paths in TA.(10:23) Implementing AI to streamline hiring.(12:10) AI brings efficiency and value to recruitment processes.(15:15) Focusing on data literacy and AI adoption to add business value.(18:03) Prioritizing talent branding and enhancing candidate experience.(21:35) Leading with trust, empowering teams and showing TA's value.Resources mentioned:Anne Arnold -https://www.linkedin.com/in/annearnoldprofile/Farmers Insurance® | LinkedIn -https://www.linkedin.com/company/farmers-insurance/Farmers Insurance® | Website -https://www.farmers.comMicrosoft Teams -https://www.microsoft.com/en-us/microsoft-teams/group-chat-softwareThis episode is brought to you by Sagemark HR.Sagemark HR can help you:✔ Improve your talent practices and make better, more informed people decisions.After 20+ years of experience leading Recruiting and Talent Acquisition across a wide variety of industries, I've seen enough hires (over 100,000 to date) to know that hiring decisions truly can make or break an organization.✔ Identify opportunities to not only improve your talent practices, but also delivering tangible business results.We understand every organization is different, and there's no one-size-fits-all magic solution. So we listen first and identify the gaps and sticking points in your current process before ever recommending a solution.✔ Bridge the gap from “traditional” to modern recruiting, without the painful learning curve.We believe recruiting, talent, and HR technology is a deep well of untapped business potential, and our mission is to help you identify and implement those hiring tools in a way that works for you.If you're interested in learning more, you can reach me at:www.sagemarkhr.com✉ ryan.dull@sagemarkhr.com#Talent #Recruiters #Recruiting #HRTech

In this episode Kortney Harmon sits down with Brianna Rooney-entrepreneur, executive coach, and public speaker, renowned for her success in tech recruiting and her robust insights into the industry. We'll explore the overwhelming nature of today's professional landscape and the importance of turning information into action. We discuss the pivotal role mindset plays in career success, the effective use of tools without over-reliance, and the nuanced perspective on KPIs. Brianna enlightens us with her principles on niche targeting in recruitment, the strategic use of technology, and the power of genuine personal branding. We also delve into the psychological impact of soft skills, and how they can transform professional interactions.Join us for part one of this engaging conversation, filled with practical advice, personal anecdotes, and a deep dive into the challenges and triumphs of the recruiting industry with Brianna Rooney. Stay tuned for insights that can elevate your recruiting game to the next level.____________Follow Brianna on LinkedIn: LinkedIn | Brianna RooneyWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

Recruiter enablement is a fairly new concept and definitions are ranging, but broadly it's to deliver resources and assets at the point of need for a recruiter. So how does recruitment marketing fit into this process? Talking to James this week is Sean Galligan, founder of TA Guru.Sean discusses the alignment of enablement and marketing and how it can support wide initiatives like employer branding. The Marketing Rules Podcast is sponsored by RChill ⁠⁠⁠⁠⁠⁠https://www.rchilli.com/⁠⁠⁠⁠⁠⁠ #MarketingRules #TheVoiceOfRecruitmentMarketing To connect with Sean: https://www.linkedin.com/in/seángalligan/ Learn more about James and ThinkinCircles: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://thinkincircles.com/ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://www.themarketingrules.com/⁠⁠⁠⁠⁠

In this compelling episode of "Confessions of a Higher Ed CMO," Jaime talks with Joe Picini, who opens up about his personal journey of navigating a sudden layoff and the critical role his professional network played in finding new opportunities. Takeaways from this episode include:Advice for building a network that can help you land on your feet after an unexpected career setback – or when your just ready to make a changeInsight into how a great professional network can help you overcome imposter syndromeStrategies for connecting with colleagues, mentors, and LinkedIn connections when you need professional supportTips for protecting your mental health when dealing with life's curveballsListen to Joe's inspiring story and gather actionable insights on how to leverage your network, stay resilient, and navigate the challenges of a job search. Whether you're facing job uncertainty or looking to strengthen your professional connections, this episode offers valuable lessons for all.Guest Name: Joe PiciniGuest LinkedIn: https://www.linkedin.com/in/joe-picini-02496429/Guest Bio: Joe Picini has over a decade of experience in higher ed marketing and enrollment strategy. He started his career at NYU as an admissions counselor before transitioning to NYU's enrollment marketing team. He's worked at a digital marketing agency as a strategist, a Director of Enrollment Marketing at an art school in Brooklyn, and currently serves as the Director of Recruitment Marketing at New Jersey Institute of Technology (NJIT) supporting their online portfolio. Throughout his career he's had the chance to work with all student types (from precollege through masters programs) and all degree formats. - - - -Connect With Our Host:Jaime Hunthttps://www.linkedin.com/in/jaimehunt/https://twitter.com/JaimeHuntIMCAbout The Enrollify Podcast Network:Confessions of a Higher Ed CMO is a part of the Enrollify Podcast Network. If you like this podcast, chances are you'll like other Enrollify shows too! Some of our favorites include Talking Tactics and Higher Ed Pulse. Enrollify is made possible by Element451 — the next-generation AI student engagement platform helping institutions create meaningful and personalized interactions with students. Learn more at element451.com.Element451 is hosting the AI Engage Summit on Oct 29 and 30Register now for this free, virtual event.The future of higher ed is being redefined by the transformative power of AI. The AI Engage Summit brings together higher ed leaders, innovators, and many of your favorite Enrollify creators to explore AI's impact on student engagement, enrollment marketing, and institutional success. Experience firsthand how AI is improving content personalization at scale, impacting strategic decision-making, and intuitively automating the mundane tasks that consume our time. The schedule is packed with real examples and case studies, so you leave knowing how to harness AI to drive meaningful change at your institution. Whether you're looking to enhance student outcomes, optimize enrollment marketing, or simply stay ahead of the curve, the AI Engage Summit is your gateway to the next level of higher education innovation. Registration is free, save your spot today.

Welcome to InSights, the staffing podcast from Haley Marketing, built to help you with your recruitment marketing and digital marketing. Whether we're talking about digital marketing trends or what's working right now for staffing and recruiting firms across North America, we're here to share our InSights on how you can stand out, stay top-of-mind, and sell more.      It's the end of an era on InSights and after 5 years and 150 episodes, Matt Lozar is stepping away from the show. Brad and Matt recap 5 years of InSights, what's to come for the show, and touch on 2 final segments.        Hosts Brad Bialy is the host of Take the Stage and InSights, the staffing industry's leading podcasts with close to 175,000 downloads. He has a deep passion for helping staffing and recruiting firms achieve their business objectives through strategic marketing concepts. For over a decade, Brad has developed a proven track record of motivating and educating staffing industry professionals at over 150 industry-specific conferences and webinars. His keen eye for strategy and delivery has resulted in multiple industry award-winning social media campaigns, making him a sought-after speaker and expert.   Matt Lozar works as the Director of Recruitment Marketing at the Haley Marketing Group, the nation's largest marketing firm dedicated to servicing the staffing and recruiting industry. As the Director of Recruitment Marketing, Matt focuses on the four pillars of recruitment marketing – career sites, job advertising, social recruiting and employer branding. Matt launched the job spend management division at the Haley Marketing Group, leading the company's partnership with Appcast. Through the usage of programmatic software, the division grew more than 100 percent in 2022 after growing more than 200 percent in 2021! The department works with dozens of staffing agencies, managing millions of dollars of recruitment spend. Matt has eight-plus years of working directly with staffing agencies and recruiters by helping them meet business goals and overcome marketing challenges. During that time, Matt has worked with more than 100 organizations to find the right content and digital marketing solutions. He also concentrates on online advertising while helping staffing agencies with social media planning, content strategy, search engine optimization, and email marketing. Matt has appeared on more than 25 webinars across the industry while also talking at several industry conferences. He is a co-host on the Secrets of Staffing Success podcast, appearing on more than 120 episodes. Matt also holds a biweekly LinkedIn Live broadcast on Tuesdays at 11 am Eastern where he talks about recruitment marketing, content marketing, and job advertising.

Welcome to InSights, the staffing podcast from Haley Marketing, built to help you with your recruitment marketing and digital marketing. Whether we're talking about digital marketing trends or what's working right now for staffing and recruiting firms across North America, we're here to share our InSights on how you can stand out, stay top-of-mind, and sell more.    In this episode of Insights, Brad Bialy and Matt Lozar discuss the importance of treating staffing websites like direct-to-consumer websites, with seasonal shifts and targeted messaging. They also emphasize the need for storytelling in recruitment marketing, specifically through case studies and testimonials. Additionally, they provide five actionable ways to nurture client databases without picking up the phone, including email marketing, social advertising, direct mail, in-person meetings, and creating valuable content.       Hosts Brad Bialy is the host of Take the Stage and InSights, the staffing industry's leading podcasts with close to 175,000 downloads. He has a deep passion for helping staffing and recruiting firms achieve their business objectives through strategic marketing concepts. For over a decade, Brad has developed a proven track record of motivating and educating staffing industry professionals at over 150 industry-specific conferences and webinars. His keen eye for strategy and delivery has resulted in multiple industry award-winning social media campaigns, making him a sought-after speaker and expert.   Matt Lozar works as the Director of Recruitment Marketing at the Haley Marketing Group, the nation's largest marketing firm dedicated to servicing the staffing and recruiting industry. As the Director of Recruitment Marketing, Matt focuses on the four pillars of recruitment marketing – career sites, job advertising, social recruiting and employer branding. Matt launched the job spend management division at the Haley Marketing Group, leading the company's partnership with Appcast. Through the usage of programmatic software, the division grew more than 100 percent in 2022 after growing more than 200 percent in 2021! The department works with dozens of staffing agencies, managing millions of dollars of recruitment spend. Matt has eight-plus years of working directly with staffing agencies and recruiters by helping them meet business goals and overcome marketing challenges. During that time, Matt has worked with more than 100 organizations to find the right content and digital marketing solutions. He also concentrates on online advertising while helping staffing agencies with social media planning, content strategy, search engine optimization, and email marketing. Matt has appeared on more than 25 webinars across the industry while also talking at several industry conferences. He is a co-host on the Secrets of Staffing Success podcast, appearing on more than 120 episodes. Matt also holds a biweekly LinkedIn Live broadcast on Tuesdays at 11 am Eastern where he talks about recruitment marketing, content marketing, and job advertising.

Welcome to InSights, the staffing podcast from Haley Marketing, built to help you with your recruitment marketing and digital marketing. Whether we're talking about digital marketing trends or what's working right now for staffing and recruiting firms across North America, we're here to share our InSights on how you can stand out, stay top-of-mind, and sell more.    In this episode, Brad and Matt discuss various recruitment and digital marketing topics. They start by discussing personal updates and frustrations, then discuss a Monster advertisement that caught their attention. They highlight the importance of making it easy for candidates to take action and apply for jobs. They also discuss the sales process and the need for persistence, sharing data that shows most salespeople give up after 4 attempts. They provide tips on how to create a plan and stay in front of prospects to increase sales success.    Brad Bialy is the host of Take the Stage and InSights, the staffing industry's leading podcasts with close to 175,000 downloads. He has a deep passion for helping staffing and recruiting firms achieve their business objectives through strategic marketing concepts. For over a decade, Brad has developed a proven track record of motivating and educating staffing industry professionals at over 150 industry-specific conferences and webinars. His keen eye for strategy and delivery has resulted in multiple industry award-winning social media campaigns, making him a sought-after speaker and expert.   Matt Lozar works as the Director of Recruitment Marketing at the Haley Marketing Group, the nation's largest marketing firm dedicated to servicing the staffing and recruiting industry. As the Director of Recruitment Marketing, Matt focuses on the four pillars of recruitment marketing – career sites, job advertising, social recruiting and employer branding. Matt launched the job spend management division at the Haley Marketing Group, leading the company's partnership with Appcast. Through the usage of programmatic software, the division grew more than 100 percent in 2022 after growing more than 200 percent in 2021! The department works with dozens of staffing agencies, managing millions of dollars of recruitment spend. Matt has eight-plus years of working directly with staffing agencies and recruiters by helping them meet business goals and overcome marketing challenges. During that time, Matt has worked with more than 100 organizations to find the right content and digital marketing solutions. He also concentrates on online advertising while helping staffing agencies with social media planning, content strategy, search engine optimization, and email marketing. Matt has appeared on more than 25 webinars across the industry while also talking at several industry conferences. He is a co-host on the Secrets of Staffing Success podcast, appearing on more than 145 episodes. Matt also holds a biweekly LinkedIn Live broadcast on Tuesdays at 11 am Eastern where he talks about recruitment marketing, content marketing, and job advertising.   Smart Ideas 4: Smart ideas from the smartest minds in staffing. 7 hours. 14 speed talks. Save Your Seat: https://www.haleymarketing.com/smartideas/   Need more job orders? Struggling to find qualified candidates? Book 30 minutes of FREE strategic marketing consultation with Brad Bialy: https://bit.ly/stageoffer