Melissa Duran, CDCS

Employers on Hiredly that upload Employer Branding Videos on their Company Profile get almost 2x more job applications compared to those that don't have one. Digital content that tells your story is a long term investment that continues to generate returns long after you've produced them. Here's an example of a video we helped one of our employers, Capbay, produce. Jobseekers don't want to apply blindly to jobs. Tell your story in an engaging way, and get access to a larger pool of talent. https://lnkd.in/gjMUSzAn

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PSA: Please put the market/profile/technical term of whatever it is you recruit for on your LinkedIn profile in a visible and obvious way. In other words, please do not make your candidates, clients, and/or headhunters looking to recruit you 😜, etc. go into Sherlock mode to find out what market you service. You'd be shocked how many agency recruiters just list their agency, their title (recruitment consultant, principal consultant, executive recruiter, etc.) but NOT THEIR MARKET. So then you have to snoop around like a PI, digging into their posts, activities, any links they drop, working with nothing better than breadcrumbs to find out what on this earth these folks recruit for! As a headhunter for the staffing and recruitment industry, it's STILL shocking how many agency recruitment professionals DO NOT LIST their specialism of what/who they recruit. This applies for the 1 month'er as much as the 5 year'er. Scary how they still don't have this listed clearly!!! So, please, do everyone a favor. Please list out your market of which you serve (i.e. biostats, marketing and creative, Accounting & Finance, Workday, Cyber Security, Operations, etc) on your LinkedIn profile. Literally any keyword is better than NO keyword. This is exactly how you get all sorts of unwanted attention from random job seekers. It's already bad enough the volume of inquiries received with proper keywords listed, imagine the inboxes of those with no specialty displayed! 🤯 Have you seen this!?!? #r2r #rec2rec #headhunter #sales #headhunters #recruiter #recruiting #recruiterlife

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Things are on fire over here at FlanStaff!! 3 Hires in 3 months! Know why? Because we headhunt amazing talent like Joanna! Take a look at her background below! Joanna – Director of Marketing – Bay Area  Headhunter Prescreen Notes: Joanna was amazing to speak with! She is a Director of Marketing and has been in the energy business for over 12 years! She is a Harvard grad who has led and built large teams. She is very tenured in the Communications area and has a strong growth marketing and lead generation background. She is very familiar with the clean energy space and wants to join an organization that promotes a better world! Resume Highlights Extensive Marketing Leadership: Demonstrated track record of success in senior marketing roles, including Director of Marketing at an Energy Industry Company, where Joanna led comprehensive marketing strategies encompassing digital marketing, branding, internal communications, public relations, and media relations. Proven Strategic Vision: Developed and executed editorial calendars and messaging strategies, ensuring consistency across multiple channels to effectively deliver company messages and drive business objectives forward. Industry Expertise: Deep understanding of the solar, microgrid, and mobility markets, evidenced by successful initiatives such as organizing thought leadership events, negotiating contracts with marketing agencies, and fostering strategic partnerships. Innovation and Results: Spearheaded innovative marketing initiatives resulting in tangible outcomes, such as doubling website visitors and lead generation, securing significant media coverage in top-tier outlets, and orchestrating successful product launches and rebranding efforts. Collaborative Leadership: Known for building and leading high-performing teams, leveraging cross-functional collaboration to maximize resources, and effectively managing budgets and external relationships to achieve organizational goals. If I can set up a time for Joanna to interview with your team! Feel more than welcome to DM me or email Rflannelly@flanstaff.com! #FlanStaff #Content #Marketing #Communications #Cleanenergy #renewableenergy #brand #hiring #imhiring

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THREE PLACEMENTS HERE SO FAR - Senior Account Executive - $500k Earners - AdTech - Best Place to Work - 4.6 Glassdoor - REMOTE - Massive Territories Apply for this job, and review all RevsUp opportunities, here: https://lnkd.in/gdySgbB Our staffing agency represents a privately-held digital media agency that has been operating profitably for 20 years and has been trusted by blue-chip brands such as Toyota, Home Depot, Apple, Chipotle, and H&R Block. This 50-employee firm, which has earned a 4.6 Glassdoor rating (100% Approve CEO), is seeking Account Executives to sell IOs and long-term agreements to brands (and sometimes agencies) nationwide. * $80k to $150k base, commensurate with previous revenue performance. OTE is double your base; the comp plan is uncapped, and the top seller earned $500k in 2023. * You sell to Performance Marketing leaders, Chief Digital Officers, Chief Marketing Officers, Heads of Advertising, and VPs of e-commerce. * We’re looking for high-energy, driven, optimistic hunters – who want to blow past their quota and advance their careers! * 4.6 Glassdoor, 100% Approve CEO, 90% Recommend to Friend. 40+ Reviews! * One employee writes, “Company Culture is No. 1 … transparency from management … room for growth within the company.” * New CRO brings 20 years of AdTech experience and recently had a 7-year tenure at The Search Agency.

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THREE PLACEMENTS HERE SO FAR - Senior Account Executive - $500k Earners - AdTech - Best Place to Work - 4.6 Glassdoor - REMOTE - Massive Territories Apply for this job, and review all RevsUp opportunities, here: https://lnkd.in/gdySgbB Our staffing agency represents a privately-held digital media agency that has been operating profitably for 20 years and has been trusted by blue-chip brands such as Toyota, Home Depot, Apple, Chipotle, and H&R Block. This 50-employee firm, which has earned a 4.6 Glassdoor rating (100% Approve CEO), is seeking Account Executives to sell IOs and long-term agreements to brands (and sometimes agencies) nationwide. * $80k to $150k base, commensurate with previous revenue performance. OTE is double your base; the comp plan is uncapped, and the top seller earned $500k in 2023. * You sell to Performance Marketing leaders, Chief Digital Officers, Chief Marketing Officers, Heads of Advertising, and VPs of e-commerce. * We’re looking for high-energy, driven, optimistic hunters – who want to blow past their quota and advance their careers! * 4.6 Glassdoor, 100% Approve CEO, 90% Recommend to Friend. 40+ Reviews! * One employee writes, “Company Culture is No. 1 … transparency from management … room for growth within the company.” * New CRO brings 20 years of AdTech experience and recently had a 7-year tenure at The Search Agency.

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THREE PLACEMENTS HERE SO FAR - Senior Account Executive - $500k Earners - AdTech - Best Place to Work - 4.6 Glassdoor - REMOTE - Massive Territories Apply for this job, and review all RevsUp opportunities, here: https://lnkd.in/gdySgbB Our staffing agency represents a privately-held digital media agency that has been operating profitably for 20 years and has been trusted by blue-chip brands such as Toyota, Home Depot, Apple, Chipotle, and H&R Block. This 50-employee firm, which has earned a 4.6 Glassdoor rating (100% Approve CEO), is seeking Account Executives to sell IOs and long-term agreements to brands (and sometimes agencies) nationwide. * $80k to $150k base, commensurate with previous revenue performance. OTE is double your base; the comp plan is uncapped, and the top seller earned $500k in 2023. * You sell to Performance Marketing leaders, Chief Digital Officers, Chief Marketing Officers, Heads of Advertising, and VPs of e-commerce. * We’re looking for high-energy, driven, optimistic hunters – who want to blow past their quota and advance their careers! * 4.6 Glassdoor, 100% Approve CEO, 90% Recommend to Friend. 40+ Reviews! * One employee writes, “Company Culture is No. 1 … transparency from management … room for growth within the company.” * New CRO brings 20 years of AdTech experience and recently had a 7-year tenure at The Search Agency.

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TIP -- Candidates are more active and responsive on the weekends. On the flipside... Employers / talent acquisition are not always monitoring active jobs on the weekends. This is the opportunity gap. #recruiting #jobseekers #talentacquisition #hrtips

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What kind of behavior does the 'no win, no fee' payment model of contingency recruiting incentivize? Quantity over quality? Rather than jeopardize the fee, does it make sense to withhold potentially negative information about candidates? Maybe. The contingency model shifts the risk from the hiring organization to the recruiting firm. This makes it more palatable, but often comes at a price. There is some loss of control, lose of long term accountability, and loss of added value beyond the placement (like improving the process). This isn't always the case! But I'd argue it's one thing that stinks up the recruiting industry. We at www.hitolabs.com avoid contingency. We want to paid for our work, we want to do the right things, spend time to treat candidates right, and improve the process. It's much harder to get business - and asks clients for more attention, and more trust. I think it's worth it. #ContingencyRecruiting #RecruitingModel

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This is just one of the many examples of how our team absolutely slayed recruiting for a difficult-to-role: - Our sourced-to-interview-to-hire ratio stood at 41:3:1 - We filled a 212-Day vacancy in just 48 days 👏 👏 👏 👏 If you want to learn more about our tailored approach dive into our latest blog below! #strategicapproach #strategicrecruitment #recruitmentresults #ITrecruiting #innovativerecruitment #successfultalentacquisition #specializedstaffing #techjobs #techrecruitment

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Hiringcue.com is the solution for you-You get thousands of resumes per position, but how can you know you’re interviewing the right people? Pre-interview questionnaires and automated references are the answer. You want to get more of the right people in the interview chair?? The answer is simple with Hiringcue.com! What are waiting for. Don't let the good hires get away! Signup today for your free trial! #hiringcue #thebest #staffingworld #talentacquisition #recruiters #companies #reference #b2b #b2c #businessowners #reference #automated #success #hr #business #networking #hiring #jobs

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Wanna know the ultimate force multiplier in business? Great recruiting partners. We: → Provide strategic solutions → Help uncover problems you didn't know you had → Guide to make the hiring process frictionless → Find the best fit people for your job openings and company (that's not to be confused with the cliche, "top talent") All while prioritizing your best interest (and candidates'). But the thing is... This isn't obvious. And without the right people - you don’t have a business.

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🌟 **Discover the Truth Behind Recruiting Agencies!** 🌟 Our very own Emily Benedit dives deep into the 5 most common myths about working with recruiting agencies and reveals the true value they bring. From cost-effective solutions to high-quality candidates, Next Level Impacts is here to revolutionize your hiring process. 👩‍💼 **Read Emily's insights and learn more:** www.nextlevelimpacts.com #Recruiting #MythsDebunked #TalentAcquisition #NextLevelImpacts

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Increase your chances of impressing a hiring manager and landing the job you want by preparing for these common interview questions.

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Recruiters are increasingly turning away from traditional job boards and searching LinkedIn and GitHub for passive candidates. Rich profiles and concrete skill examples like code repositories help candidates to stand out. However, recruiters need to avoid spamming members with irrelevant messaging and posts. Networking sites enable efficient targeting of qualified passive candidates, but recruiters must be careful to maintain the site experience by limiting their outreach to realistic fits for the role. We have all seen countless posts of overwhelmed inboxes being spammed to death with messages for roles that are irrelevant to the user. At a certain tipping point, overwhelmed candidates won't be able to identify what is a real opportunity and what is spam, and will simply stop monitoring their accounts. Job boards still play a key role, while sites like LinkedIn provide an added pipeline. Let's not ruin it for everyone. #talentacquisition #techrecruiting

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Recruiters... Here’s an unfair advantage for ya… How to Quickly Unlock the Power of Genuine Connection When Talking with a Candidate! Today, I’m sharing a snippet inspired by something special I’ve been working on called The Conversation Code. It’s all about enhancing how recruiters connect with top-tier clients and candidates Here's the tip for some awesome results... I will guarantee a deeper connection... Quickly! It's a little something that has transformed how I engage with candidates right from the start. It's all about keeping it real and personal Beyond the resumes and qualifications. 🤝 Here’s how I kick things off: "After the initial intro, I love to ask, ‘So, [Firstname], I like to kick things off a little more informal than most… (Pause) … Tell me a little about YOU... and what you like to do for fun?’" Why does this work? It’s simple... ⮑ Unlocks Personality: This approach opens up a space where candidates feel comfortable sharing more about who they are, not just what they do. ⮑ Builds Rapport: Genuine curiosity about the person—not just the potential employee—fosters trust and builds a stronger connection. ⮑ Engagement: Letting candidates do 80% of the talking makes them feel heard and valued, setting the stage for a more open and productive dialogue. And guess what? Sometimes, you get more than you bargained for! 😆 But that’s part of the fun and the journey of discovering true gems who can bring unique value to your team. Curious about finding these amazing individuals? I'm more than happy to share some effective strategies for uncovering top talent using unconventional methods. Are you using traditional approaches, or are you ready to innovate? 👇 Comment below with the methods you’re currently using, or share your biggest challenge in recruiting! Let’s exchange ideas and elevate our recruiting strategies together! And... I'd love to hear your results from putting this little tip to use... Thanks for sparking this fantastic discussion Ann Gregg! Happy HeadHunting ~ Rick P.S. If this little insight caught your interest, feel free to send me a DM about The Conversation Code to discover even more about mastering your recruitment conversations! #RecruitingTips #TalentAcquisition #HumanResources #RecruitingSuccess #CareerConversations #Networking #LinkedInNetworking #ConversationCode

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Ever used LinkedIn Recruiter Lite? It’s a recruiting product offered by LinkedIn. It’s used to source and recruit passive candidates. If your company is using it (staffing agencies excluded), congratulations! You’re ahead of the curve and doing what 90% of most aren’t; you’re taking advantage of a product that helps you find some of the best talent in the world. Why is this important? Because most candidates aren’t applying for your job, recruiter ‘Lite’ offers a way to contact potential candidates, pitch your job opening, and invite them to interview. It’s a good option but has limitations. If it’s not working for you, there might be a reason. That’s because the ‘Lite’ version is an entry-level product. If you want to get serious about recruiting at scale, there’s another version: LinkedIn Recruiter Professional (RPS). Here’s the difference between the two and why you might switch (or why you might consider using a recruiting service that uses RPS): LinkedIn Recruiter Lite: • Limited analytics and reporting capabilities. • Designed primarily for individual recruiters, not for team collaboration. • Less expensive. No contract is required. Check the LinkedIn website for details. • Comes with 30 monthly InMails credits (these allow you to DM potential candidates not in your network). • Provides basic search filters (~20), which help find candidates based on location, industry, and experience level. • Restricts your access to a certain number of profiles per search (you can reach up to your 3rd-degree connections). The more connections you have, the more candidates you can reach. LinkedIn Recruiter Professional (RPS): • Offers access to the entire LinkedIn network, which has 1 billion members. • Offers features for collaboration, such as shared projects and candidate notes. • Comes with 100 monthly InMails credits (you’re credited back with an InMail every time someone responds). • Offers ~40 advanced search filters, enabling you to fine-tune your searches with parameters like years of experience, education, and skills. • Robust analytics and reporting tools, allowing recruiters to track their performance and measure the effectiveness of different sourcing strategies. • Expensive compared to Lite. A one-year contract is typically required. Must contact LinkedIn Sales for a demo. * So, there it is; that’s the breakdown, in case anyone wondered. As for me, I use the Professional license.  

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ATTN Hiring Managers: Capturing the attention of in-demand candidates is key to building a top-notch team. ➡️ Tell them how critical the role is to the success of your team/business. ➡️ Give them a sense of purpose by focusing on what matters most to them. ➡️ Highlight these values to create a culture where they can thrive. 🚀 Ready to align your job opportunities with what truly matters? ➡️Get a free job description audit today: https://lnkd.in/eiG2rZwN #JobSearchStrategies #RecruitmentTips #CareerDevelopmentTips #InterviewPreparation #Insurance #Insurtechs

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Over the past 15+ years in the recruiting field, I've witnessed firsthand the cyclical nature of this industry. There's an undeniable pattern: when companies thrive, recruiters are in high demand to rapidly scale teams. Yet, when the market tightens, we are often among the first to find our roles in jeopardy. Recently, many companies are mandating a return to office, while simultaneously pressing down on salaries—clearly banking on the urgency many feel to secure a paycheck in these turbulent times. This strategy fosters a breeding ground for a dispirited work environment. Then, when economic winds shift, and companies need to ramp up again, the same recruiters who were let go are suddenly in high demand. 🔄 Here's what happens: 💡 Job Market Flood: Once layoffs hit, we face the daunting task of sifting through hundreds, if not thousands, of applications. The process is prolonged by extensive interviews and indecisive leadership, further straining both companies and candidates. 💡 Last Minute Scrambles: When business picks up, companies scramble to hire quickly, calling upon recruiters to jump in and manage the surge, often with little preparation or support. 💡 Isn't it ironic? When times are good, recruiters are seen as crucial, driving growth and bringing in top talent. But when the economy dips, our contributions are quickly forgotten, and we're back to square one, searching for our next opportunity. I've come to accept this ebb and flow as part of my career. But it begs the question: Could businesses benefit from a more stable, consistent approach to talent management? What if, instead of the drastic peaks and valleys in hiring practices, we strive for a more balanced method, valuing long-term relationships and steady growth? 📢 This too shall pass, and the cycle will repeat. But maybe, just maybe, there's a better way forward for all of us in the industry. #Recruiting #JobMarket #TalentManagement #BusinessCycle #HRInsights

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