Developing Recruitment Marketing Strategies

The old way: Manual screening of thousands of CVs. The new way: #Agentforce. Capita's contact centre job listings attract tens of thousands of applications. Customers need those centres staffed up fast. But manual workflows have slowed the process, impacting candidates and customers. That’s why Capita's recruitment-as-a-service will use Salesforce Agentforce #AI agents to automate candidate matching and engagement. So they can help their customers fill business-critical roles – fast. Agentforce will help Capita quickly transform the recruitment process by autonomously taking action on early-stage tasks, such as enabling candidates to find jobs that fit their needs, assessing thousands of CVs in seconds, and narrowing the candidate pool for a potential match. For example, a recent graduate might come to Capita’s website looking for a position. Agentforce will ask what they’re looking for, prompt them to upload their CV, instantly analyse it, and suggest relevant roles. Once they apply, Agentforce can then suggest next steps for the human recruiter, helping them move qualified candidates through the hiring process faster — a significant advantage for businesses that need to keep thousands of roles filled or staff up quickly for holiday seasons and peak campaigns. Read their story: https://lnkd.in/eZpjbfS9

I analyzed 8,000+ recruiting emails sent through our platform. Basic personalization (name, company) now delivers ZERO lift in response rates. None. Ten years ago, this was revolutionary. Today, it's table stakes. What's working? Our customers using AI-powered personalization are seeing 60% higher response rates.  But even this is about to become obsolete because the market is about to get flooded with AI outreach that can do exactly that. The next frontier isn't just better personalization based on someone's online profile or resume. It's using the entire relationship history your company already has with each candidate. I'm talking about: - "I saw you attended our recruiting event 15 months ago" - "You interviewed with us last year and based on your feedback, this new role addresses exactly what you were looking for" - "You had conversations with Jill and Sam on our team 3 years ago - they still reference your insights" This hyper-personalized approach based on relationship context is what separates elite recruiting teams from everyone else. Here's what most people miss: Generic AI tools can't do this alone. The magic happens when AI is married with a system that captures every single candidate touchpoint in one place (hint, hint: we’ve been building this for almost 10 years). We're seeing early adopters of this approach fill roles 2x faster with candidates who are far better fits. This is the future of recruiting personalization. The companies who get there first win the talent war. Everyone else will be left wondering why their "Hi {{first_name}}" emails aren't working anymore.

🤔 So you've tried attracting more black talent to your business. But it's not going well. Here’s how Stormzy and adidas do it differently: #Merky Football Careers launched last year creating job placement opportunities for young individuals in the UK from black heritage backgrounds to help combat the lack of representation in the industry off the pitch. This year, 25 leading brands - including Premier League clubs Manchester United and Arsenal, plus the likes of Sky Sports and Electronic Arts are all involved. The program has attracted thousands of young people and helped employers hire top black talent. Let's compare this new approach with normal recruitment practices that often fail to support black talent: 🎓 Normal Approach: Advertising only on LinkedIn and to students at Russel Group Universities 🎯 Merky FC: Using the combined reach of the brands involved through paid advertisements, organic social and of course, Stormzy to connect to candidates who typically aren’t reached through standard recruitment marketing Result: Getting in front of passionate underrepresented talent 📄 Normal Approach: “We only want you to apply if you can figure out the da vinci code that is our job description and you need to bring these qualifications, skills and experience” 💡 Merky FC: Creating a program specifically for black heritage individuals, and including job descriptions that educate on what the role means, encourages candidates rather than puts them off and includes short videos sharing insights about the company and role Result: They feel seen, wanted and inspired - now that they better understand the role, they’re more likely to be successful 📩 Normal Approach: “Here’s our tricky application process, if you can pass it great we’ll see you in the interview” 📚 Merky FC: The program includes application advice for each employer, online events to hear from current industry professionals and ask questions as well as courses and guides to help them with applications and interviews  Result: Higher application success rates 🗣 Normal Approach: Filling roles through referrals in an existing network that lacks diversity 🤝🏿 Merky FC: Creating a community of black young professionals interested in a particular career sector  Result: This pool of candidates can be continually supported, engaged with and advertised to, increasing employer affinity and success rates 🙄 Normal Approach: Lack of diversity in the recruitment and hiring team 💎 Merky FC: Including a recruitment team that reflects the target candidate demographic Result: Candidates feel inspired that they can be successful too Do you have any diversity recruitment practices that you can share? #diversity #talentacquisition #linkedin

𝗧𝗿𝗮𝗻𝘀𝗳𝗼𝗿𝗺𝗶𝗻𝗴 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁: 𝗧𝗵𝗲 𝗢𝗧𝗚 𝗘𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲 In our continuous exploration of how AI is revolutionising HR practices, today we spotlight a pioneering initiative by OTG, an airport hospitality leader. Their recent shift towards automating recruitment processes showcases a significant leap in HR innovation. 𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆: OTG's Automation Drive OTG has embarked on an ambitious journey to enhance their recruitment by integrating advanced AI tools. This strategic move is designed to streamline hiring, improve candidate fit, and significantly reduce the time spent on administrative recruitment tasks. 𝗞𝗲𝘆 𝗛𝗶𝗴𝗵𝗹𝗶𝗴𝗵𝘁𝘀 𝗘𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗕𝗼𝗼𝘀𝘁: By automating initial screening and administrative duties, OTG has cut down the hiring cycle, allowing HR professionals to focus on strategic decision-making and personal interactions. 𝗤𝘂𝗮𝗹𝗶𝘁𝘆 𝗼𝗳 𝗛𝗶𝗿𝗲: AI-powered tools have enabled better matching of candidates to job requirements, improving the overall quality of hires and reducing turnover. 𝗦𝗰𝗮𝗹𝗮𝗯𝗶𝗹𝗶𝘁𝘆: As OTG expands its operations across various airports, AI recruitment tools scale accordingly, providing consistent and reliable support in handling large volumes of applications. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗮𝗻𝗱 𝗔𝗱𝗮𝗽𝘁𝗮𝘁𝗶𝗼𝗻𝘀: While the transition has propelled significant gains, it also posed challenges. Adapting to new technologies required shifts in workflow and a keen focus on maintaining the human touch in HR practices—critical in the hospitality industry. 𝗪𝗵𝘆 𝗜𝘁 𝗠𝗮𝘁𝘁𝗲𝗿𝘀 OTG's case provides valuable insights for HR professionals considering similar technological enhancements. It highlights the importance of choosing the right tools, customising them to fit organisational needs, and balancing tech-driven efficiency with essential human elements of recruitment. https://lnkd.in/gRTk_yxu #DrJaclynLee #HRInnovation #AIRecruitment #CaseStudy #HospitalityIndustry #HRTech

Founders, prove the sale before you hire the seller... The first sales hire should walk into a working system, not a blank page. Here is the minimum starter kit I believe every founder needs in place: 1️⃣ Define your ICP in detail. Company size, vertical, persona, pain. If anyone on your team cannot name it instantly, you are not ready. 2️⃣ Map pain to clear outcomes. List the top three problems that make prospects lose sleep and the measurable wins your product gives them. 3️⃣ Choose your entry path. Bottom up, top down, or both. Run small tests and note which path shortens time to value. 4️⃣ Set up a lightweight CRM early. A single source of truth for stages, notes, and next steps keeps momentum high when leads hit double digits. 5️⃣ Stress‑test your messaging and deck. Show drafts to prospects until they finish your sentence for you. Keep only the slides that trigger the aha moment. 6️⃣ Charge real money, even for pilots. Paid trials beat free trials every time. Revenue is the only true product‑market fit signal. 7️⃣ Write down common objections and winning rebuttals. New reps should learn from your scar tissue, not repeat it. 8️⃣ Baseline the funnel. Track lead‑to‑demo, demo‑to‑close, and average deal size so the first sales hire knows what good looks like. 9️⃣ Create a two‑week onboarding plan. Goals, shadow calls, product deep dive, and first‑week KPIs. Hand it over on day one. 🔟 Block time to coach. Hiring a rep does not mean you stop selling. Plan weekly deal reviews so they ramp fast. Once you can tick these boxes, bringing in a salesperson is an accelerator, not a rescue mission...

TRUTH bomb of the day: People connect with people, not faceless corporations on social. This insight helped two merging health systems successfully rebrand without losing their employees' trust. When Beaumont Health and Spectrum Health merged into Corewell Health, they were up against: - 21 hospitals becoming one brand - 300+ outpatient locations needing alignment - 65,000 employees wondering "what's next?" The typical thing to do is to blast out corporate memos and hope for the best. (Spoiler: that never works) Instead, Corewell Health's social team did something different: They turned their EMPLOYEES into the voice of the brand. They leveraged 65,000+ people in their organization and empowered them to drive results! Using Hootsuite Enterprise they were able to: - Create one central hub for brand content (keeping 65,000 people across 300+ locations on-brand) - Make sharing authentic stories effortless (busy healthcare workers could share pre-approved content in seconds) - Monitor conversations in real-time (it became easy to spot negative sentiment early and adjust their content accordingly) And I’m still shocked by the results they generated: → 3M+ MORE impressions from employee-shared content →  2.5x HIGHER engagement than healthcare industry average (4.76% to 1.8%) → 50% DROP in negative sentiment since the merger went into effect (14% to 7%) The big lesson? 👇🏻 Your most powerful brand ambassadors aren't your ads or announcements. They're your people. When you empower employees to share their authentic experiences on social media, you build trust in ways traditional corporate communications never could.

Transforming Recruitment: From Application Models to Intelligent Pipelining 🚀 Ever tried to fit a square peg in a round hole? That’s how our current recruitment application process often feels for candidates. We expect job seekers to decode job descriptions and find their fit, while companies hope the right talent miraculously understands their unique requirements. But consider a paradigm shift, inspired by the world we live in: 📦 Amazon: Instead of merely providing a vast product catalog, it uses our browsing habits and purchase history to suggest relevant items. ❤️ Dating Apps: Rather than an endless scroll through profiles, they curate potential matches based on mutual interests and compatibility. Both systems prioritize understanding user behavior and preferences, and then catering to them. The principle? Reactive intelligence. So, how can this apply to recruiting? 🔎 Pipeline Focus Over Applications: Traditional applications are a snapshot, often missing nuances of a candidate’s potential. By focusing on creating talent pipelines and gathering holistic data throughout the talent pooling process, companies can better understand a candidate's capabilities, aspirations, and fit. ✨ Empower Through Data: Rather than having candidates apply blindly, use the insights from talent pipelines to match them proactively to roles that align with their skills, interests, and career trajectories. This means moving away from the current application-centric model to a more dynamic, data-driven one. It resonates more with how candidates naturally process information and interact in our modern digital world. The future? Candidates won't be searching job listings. Instead, they'll be pleasantly surprised by companies reaching out with roles that truly fit. It’s time for recruitment to pivot from the scattergun approach to precision-targeted matchmaking. Who's ready to redefine recruitment with me? #RecruitmentRevolution #TalentPipelines #DataDrivenHiring

If you are a founder who has a decent personal brand but your employees are silent on LinkedIn, your culture is still a theory, not proof. You are showing up, sharing your stories, building your personal brand, and I love that. But if you really want to 10x your visibility, credibility, and influence, you need your team to show up too. Your strongest marketing asset is sitting inside your office right now. Your team. If you want to attract top talent, let your current talent speak. You can build a great business, but your team will build the reputation. If your culture is real, it should reflect outside your office too. Employer branding is no longer HR's job. It is your employees talking online. You talk about culture, leadership, values, and teamwork, but no one else from your company speaks about their experience, then it all just stays in theory. But when your employees also share their stories, talk about their learnings, mention your company, tag you, speak about their growth journey, that is when the brand becomes real. Just genuine voices from inside the company. So if you are a founder reading this, having a personal brand on LinkedIn is the bare minimum now, especially for you and your CXOs, and your top performers. Encourage your employees to also build their personal brands. Let them share what working with you feels like. And I get it. Not everyone knows how to write, create content, or build a voice online. You can hire strategists and ghostwriters, but your employees usually cannot. Which is why the best thing you can do is to host a LinkedIn personal branding workshop for your team. Call in someone who can guide them on profile optimization, writing posts, sharing experiences, and building their presence online. PS- If you want to explore this, either virtually or in person, and you want someone to help your team get started the right way, Happy to discuss it over the DMs :) #shambhavi_writes

Personalization is not just about using a prospect's name. To provide a truly personalized experience, you should learn your prospect's language, communication style, and what's important to them right now. Sound complicated? It's really not. Everyone utilizes social media. Learning about your prospects has never been easier. The vast majority of decision-makers, executives, and C-suite members use some form of social media every day. They actively absorb content, watch trends, learn new skills, and find areas of opportunity. You can start right here on LinkedIn. Look at their profile and see what they're posting, commenting on, and liking. Is there a common thread to their messages? Maybe they like data, facts, and figures. They could discuss their vision, the future of their industry, and current concerns. Do they post content or write a blog? Read it. It's the best way to meet them. This is their language. Communicate with them the way they communicate with others. Note the topics they discuss or engage with; these are your lead-ins to having a conversation with them. Join groups related to their industry, learn the hot topics and their jargon and acronyms. Your research should extend beyond the person, the company, and their current role. It's about tailoring your message to them and engaging them like a coworker or trusted partner.

Is your LinkedIn employer branding up to par? Many companies overlook key elements that can make or break their employer brand on a platform like LinkedIn. Here's what's essential: 1. 𝐀𝐮𝐭𝐡𝐞𝐧𝐭𝐢𝐜 𝐒𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 76% of job seekers say they research a company's reputation before applying. Share authentic stories about your company's culture, values, and achievements. Transparency builds trust. 2. 𝐄𝐧𝐠𝐚𝐠𝐢𝐧𝐠 𝐕𝐢𝐬𝐮𝐚𝐥 𝐂𝐨𝐧𝐭𝐞𝐧𝐭 Posts with images or videos get 94% more views than text-only content. Use high-quality visuals to showcase your workplace, team events, and day-to-day activities. 3. 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐀𝐝𝐯𝐨𝐜𝐚𝐜𝐲 Brand messages are reshared 24x more frequently when distributed by employees. Encourage your employees to share their experiences and achievements on their LinkedIn profiles. 4. 𝐓𝐡𝐨𝐮𝐠𝐡𝐭 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 81% of respondents said that thought leadership builds trust in a company's expertise. Share thought-provoking posts, industry insights, and executive opinions to position your brand as a leader in your field. 5. 𝐂𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭 𝐏𝐨𝐬𝐭𝐢𝐧𝐠 Companies that post weekly see a 2x lift in engagement. Maintain a regular posting schedule to keep your audience engaged and informed about your brand. Focus on these elements and you will strengthen your employer brand on LinkedIn and attract top talent. #Employerbranding #LinkedIn