UNRiVALLED Agency

🅙 🅞 🅑 🅢

We're #hiring a new Paid Media Manager - Ecommerce Fashion Brand in Sydney, New South Wales. Apply today or share this post with your network.

At least they weren't ghosted.....

We're #hiring a new Experience Manager in Sydney, New South Wales. Apply today or share this post with your network.

What does a good profile look like? Well... that depends. What do you want to use it for? If you’re actively looking for a job, or even just semi-interested in seeing what’s out there, here are the key areas to consider (in order of importance). ▶️Current Job Title This is the most searched field by recruiters (apart from location). Recruiters pop in a job title and search for people who have listed it. Makes sense, right? They want someone currently doing the job. Make sure your job title is industry-standard. Don’t over-elaborate your level, but align it with the roles you’re looking for. This isn’t a legal document—don’t lie, but tweak it if needed. (See slide 2) ▶️Headline Your headline is visible on LinkedIn when you comment and post, and it shows up in recruiter search results. It’s a prime spot to highlight your key areas of expertise. For example, if you’re a Buyer, mention your product areas. If you’re a digital marketer, include terms like performance marketing, paid media, and the platforms you’ve worked with. (See slide 3) ▶️Keywords Ok, it’s not an area, but it’s crucial. Keywords are specific terms searched to find candidates with relevant skills, experience, or qualifications. Think hard skills, systems, products, and areas of expertise. Identify your top 5-10 keywords and get them in your profile. Repetition and placement matter. Keywords repeated and placed near the top of your profile improve your chances of appearing in LinkedIn Recruiter searches. But remember, relevance and context are key! Nail these, and you’ll show up on the first few pages of recruiter results. 👇🏼 #Jobseekers - what changes have made the biggest impact on your profile?

Who wants to see some really cool ecommerce & fashion jobs? We are recruiting for the following roles 👇 Experience Manager - Lifestyle/interiors business Ecommerce Manager - Lifestyle/interiors business Merch Planner - Fashion Art Director - Fashion & Home Paid Media Specialist - Fashion Graphic Designer - Lifestyle Brand See the pdf for more info and how to apply.

📞 Hiring Company to Recruitment Agency: "Yeah, we won’t be able to get back to you on the candidates until the end of next week. If we lose them, fair enough, we understand." 🗣️ Hiring Company to Recruitment Agency (6 weeks later): "I don't understand why we have no candidates for our role!" The number of times I’ve seen this exact scenario is crazy. One of the biggest killers of candidate experience is slow communication and excessive time between stages. I get it. Things come up. But here’s the deal: 🚫 If you’re not ready to hire – don’t hire yet. 🚫 If the budget isn’t signed off – don’t hire yet 🚫 If you haven’t mapped out the process – don’t hire yet 🚫 If internal candidates are still being assessed – don’t hire yet This exact scenario happened to me about three weeks ago. I won’t name the business, but while working on a couple of roles for them, it became clear they have a bad reputation among candidates in their niche due to similar poor experiences in the past. And guess what? People talk. If you find it difficult to hire, maybe it’s time to look in the mirror first. #Recruiters, how can we avoid this? Share your tips! #Jobseekers, what are your biggest frustrations with slow hiring processes, and how has it impacted your job search? #Hiring #CandidateExperience

We're #hiring a new Experience Manager (Showroom Manager) in Sydney, New South Wales. Apply today or share this post with your network.

We're #hiring a new Head of Customer Experience in Sydney, New South Wales. Apply today or share this post with your network.

We're #hiring a new Paid Media Specialist/Manager in Sydney, New South Wales. Apply today or share this post with your network.