Johannes Jähnke’s Post

If you’re in sales & marketing roles, searching for your next leadership position, growing an inflation-proof business, or searching for exceptional talent to join your team, you already know that LinkedIn is a pretty big deal with 950 million global members. Develop an unlimited lead machine with an innovative personal marketing campaign to increase your weekly interviews, close sales deals faster, exceed monthly goals, build a thriving business & sales pipeline, cultivate mutually-beneficial partnerships, stand out from industry competitors, hire candidates with in-demand expertise, and so much more. Stay in the know with my tips and strategies at Power Links 2 Success #linkedin #sales #success #strategy #hiring #talent #jobsearch #job #hr #ai #careers #productivity #jobinterviews #jobs #leadership #future #management #jobseekers #culture #markets #branding #business #analytics #recruitment #happiness #creativity #resume #career #gethired #businesstravel #jobpostings #opentowork #marketing #networking #economy #motivation #inspiration #innovation #economics #socialmedia #digitalmarketing #technology #socialnetworking #artificialintelligence #humanresources #personalbranding #projectmanagement #professionalwomen #managementconsulting #advertisingandmarketing

𝐖𝐡𝐚𝐭 𝐦𝐚𝐤𝐞𝐬 𝐚 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫 𝐠𝐫𝐞𝐚𝐭 𝐚𝐭 𝐭𝐡𝐞 𝐜𝐨𝐦𝐩𝐚𝐧𝐲? As recruiters, we always strive to maintain a strong partnership with our hiring managers. Understanding that our success is closely linked to their experience and competence is important. Let's explore some key qualities of top-notch hiring managers: ▶ 𝐎𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩: The first characteristic is their strong sense of ownership. ▶ 𝐂𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐌𝐢𝐧𝐝𝐬𝐞𝐭: They don't limit their focus on recruiting to only when a job opening arises; they maintain a perpetual 'always be recruiting' mindset. ▶ 𝐇𝐢𝐠𝐡 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭: They exhibit remarkable levels of engagement in their recruiting efforts. ▶ 𝐔𝐫𝐠𝐞𝐧𝐜𝐲: These hiring managers approach recruiting with a sense of urgency. ▶ 𝐄𝐥𝐞𝐯𝐚𝐭𝐞𝐝 𝐇𝐢𝐫𝐢𝐧𝐠 𝐒𝐭𝐚𝐧𝐝𝐚𝐫𝐝𝐬: They maintain a high bar for hiring. ▶ 𝐁𝐫𝐚𝐧𝐝 𝐁𝐮𝐢𝐥𝐝𝐢𝐧𝐠: They actively contribute to building a strong organizational brand. ▶ 𝐒𝐞𝐥𝐥𝐢𝐧𝐠 𝐏𝐫𝐨𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲: Their selling skills are noteworthy. ▶ 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝𝐢𝐧𝐠 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧: They excel not only in selling but also in comprehending the motivations of the talent they seek to attract, providing a realistic preview during the process. ▶ 𝐀𝐝𝐯𝐨𝐜𝐚𝐭𝐢𝐧𝐠 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲: They champion diversity and inclusion in the hiring process. Furthermore, they see their role as more than just filling a job position, they view it as a partnership with us. In essence, these hiring managers consider recruiting an integral part of their daily responsibilities. It's seamlessly integrated into their roles, rather than being an extraneous endeavor detached from their core duties. At 𝐖𝐞𝐥𝐥𝐭𝐞𝐜𝐡, we work with such hiring managers. These are highly professional leaders for whom team formation and continuous development are top priorities. So, currently, together with our hiring leaders, we are looking for talented digital marketers for open roles: ▶ 𝐒𝐞𝐧𝐢𝐨𝐫 𝐏𝐏𝐂 𝐒𝐩𝐞𝐜𝐢𝐚𝐥𝐢𝐬𝐭: https://lnkd.in/d3hQkMzf ▶ 𝐋𝐞𝐚𝐝 𝐂𝐫𝐞𝐚𝐭𝐢𝐯𝐞𝐬 𝐏𝐫𝐨𝐝𝐮𝐜𝐞𝐫: https://lnkd.in/dq6u6HAG The team is waiting for you! 🤗 #JobOpportunities #DigitalMarketers #JoinOurTeam #JoinUs

The skills-based hiring revolution is calling you. You can't afford to ignore it. Marketing success hinges on the ability to navigate the 'evolving in real-time' landscape of technology, data, and customer behavior. Degrees alone no longer suffice. It's the specific skills - the ability to analyze #data, leverage #martech, and craft compelling customer experiences - that separate the innovators from the laggards. Besides, beyond having the focus to sit in a four-year school for four years, you don't think anyone learned these skills over those four years, do you? Don't get me wrong; I value degrees for their inherent worth and the foundational knowledge they provide, but today, specific skills have become increasingly crucial for success. As a #CMO, your most critical task (besides not getting fired) is to build a team equipped to thrive in this new reality. And that means rethinking your hiring strategy from the ground up. Say it with me - it's time to prioritize #skills over pedigree. To look beyond the confines of traditional candidate pools and embrace the diverse skill sets that drive real results. This shift won't happen overnight. It requires a fundamental change in mindset and a willingness to challenge the status quo. But for those CMOs (like you) brave enough to lead the charge, the rewards are immense. The opportunity to assemble a #marketing powerhouse capable of driving transformative growth. The question is, will you ride the crest of change or risk being swamped by the wave? The choice is yours. #SkillsBasedHiring #ModernMarketing #CMOLeadership

𝙄𝙨 𝙞𝙩 𝙣𝙤𝙬 𝟭𝟬 𝙩𝙞𝙢𝙚𝙨 𝙝𝙖𝙧𝙙𝙚𝙧 𝙩𝙤 𝙧𝙚𝙘𝙧𝙪𝙞𝙩 𝙖 𝙟𝙪𝙣𝙞𝙤𝙧 𝙢𝙖𝙧𝙠𝙚𝙩𝙞𝙣𝙜 𝙚𝙭𝙚𝙘𝙪𝙩𝙞𝙫𝙚 𝙩𝙝𝙖𝙣 𝙖 𝘾𝙈𝙊 𝙞𝙣 𝙩𝙝𝙚 𝘽𝟮𝘽 𝙩𝙚𝙘𝙝 𝙨𝙥𝙖𝙘𝙚? 👇 Over the past 12 months, there's certainly been a big shakeup in the job market. What were once regarded as 'easier to hire marketing roles' have now become much harder to fill, and vice versa. What's happening, why...? 𝘏𝘢𝘷𝘦 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘴𝘵𝘰𝘱𝘱𝘦𝘥 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘪𝘯𝘨 𝘨𝘳𝘢𝘥𝘶𝘢𝘵𝘦𝘴? 𝘈𝘳𝘦 𝘦𝘹𝘱𝘦𝘤𝘵𝘢𝘵𝘪𝘰𝘯𝘴 𝘵𝘰𝘰 𝘩𝘪𝘨𝘩 𝘧𝘰𝘳 𝘭𝘦𝘢𝘥𝘦𝘳𝘴 𝘵𝘰 𝘩𝘪𝘳𝘦 𝘫𝘶𝘯𝘪𝘰𝘳 𝘵𝘢𝘭𝘦𝘯𝘵? 𝘋𝘰 𝘤𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘴𝘪𝘮𝘱𝘭𝘺 𝘯𝘰𝘵 𝘩𝘢𝘷𝘦 𝘵𝘩𝘦 𝘵𝘪𝘮𝘦 𝘰𝘳 𝘣𝘢𝘯𝘥𝘸𝘪𝘥𝘵𝘩 𝘵𝘰 𝘵𝘳𝘢𝘪𝘯 𝘱𝘦𝘰𝘱𝘭𝘦? 𝘏𝘢𝘷𝘦 𝘤𝘰𝘮𝘱𝘢𝘯𝘪𝘦𝘴 𝘥𝘦𝘤𝘪𝘥𝘦𝘥 𝘵𝘩𝘦𝘺 𝘥𝘰𝘯'𝘵 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘱𝘢𝘺 𝘣𝘪𝘨 𝘴𝘢𝘭𝘢𝘳𝘪𝘦𝘴 𝘧𝘰𝘳 𝘴𝘦𝘯𝘪𝘰𝘳 𝘮𝘢𝘳𝘬𝘦𝘵𝘪𝘯𝘨 𝘵𝘢𝘭𝘦𝘯𝘵? 🤔 Matt Dodgson gives us his point of view. But we'd love to hear your thoughts. Do you agree or disagree with Matt? Comment below and let us know what you think.. #b2bmarketing #hiring #jobs  

People managers and talent enthusiasts: How do you spot 🥇 excellence 🥇 in entry-level candidates? IMO it’s much ↗ easier ↗ to hire at the manager+ level since there's more associated data, backchannel, real-world examples, etc. (Caveat: My experience is constrained to helping grow companies from $0-200M.) Entry-level folks often lack directly relative experience. They probably haven’t been in your “series stage” before, so their situational awareness may not be ready-honed at the starting gate. 🔭🔭🔭 Their prior roles may substantively differ from the position you have open. They may... ... Know PLG when your GTM is 100% ABM. ... Have worked at a global enterprise when you’re raising Series B. ... Be a Jane-of-all-trades when you need a ♒ swim lane ♒ owner. But do those gaps mean you shouldn’t hire those candidates? I’d argue no. Managers & above REALLY need the 💪 muscle memory 💪 of prior experience. Junior professionals' combination of soft skills matters more -- and with enough guidance, can create magic. Following are 5 characteristics I've seen in top performing IC candidates in #marketingops, #productmarketing, #demandgeneration, #brand and #content. ▶ INTENTIONALITY 💯 Can thoughtfully articulate why she’s interested in this role & company, as well as her decision framework for evaluating opportunities. How she asks questions also reveals her ability to effectively gather info to execute on her goals. ▶▶ PREPARATION 💯 Speaking of how someone asks questions… do they reflect that she’s mentally walked in the shoes of the role, based on info available in the JD, your website, and LinkedIn profiles of the team? The degree to which this person shows up ready to get deep into conversation illuminates how she’ll handle your team’s time in the future. ▶▶▶ PROACTIVE LISTENING 💯 Does she play back what she’s heard you say? How often does she double click into your first answer to uncover what’s being said between the lines? Bonus points for candidates who seek to confirm what success means for this role / team / company in the next 12-28 months, what specific projects she’d work on, and what skills she'd need to flourish, even those she needs to build. ▶▶▶▶ CONCENTRIC CIRCLE ORIENTATION 💯 Within the context of what you’ve shared, how well does this person understand and articulate her capabilities -- and how they'd contribute to your team and organization? Does she suss out the non-work essentials in the process – which is to say, what motivates her manager, team, company culture, investors, etc? ▶▶▶▶▶ HUNGER FOR GROWTH 💯 Does this person acknowledge areas she’ll need to grow in order to truly excel in role? How easily does she talk about it? Does she solicit seek to ascertain if you’ll provide the support or training she might need? Bonus points for those who ask for your perspective. It shows how she’ll group-source her own growth in the future. What would you add / tweak / debate?

Every hiring manager should index on three things: goal orientation, self-awareness, and learning rate. 🥅 Goal Orientation: the ability to set an ambitious and feasible goal, create a plan, and execute it. 🤔 Self-Awareness: the ability to manage yourself, create strong working relationships, and receive/digest feedback. ✍ Learning Rate: the ability to leverage a network, research, and self-reflection to drive novel insights These qualities are especially helpful in partnerships right now. How do I know? All the VP, Partnerships that I’m speaking are describing jobs where: - the work looks different each day - internal advocacy grounded in current reality is a constant need - the market is amidst a sea change from channel/VAR/referral to marketplace/co-sell motions. Experience and expertise do matter. My wife has saved dozens of lives with hers. But it’s not the full picture. You need goal-oriented, self-aware people who learn quickly to consistently win. #partnerships #ELG #ecosystemledgrowth #saas #gtm

Skills-based hiring has experienced notable advancements in 2023, aligning with the changing workforce landscape and the demands of a dynamic job market. The emphasis on transferable and hybrid skills, the rise of skills assessments, the focus on continuous learning, and the holistic assessment of candidates all reflect the evolving nature of skills-based hiring. According to Layoffs.fyi 885 tech companies have laid off a whopping 221655 employees in 2023. For those affected I'm here to help. I've compared the skills of the following job titles (Business Development, Account Manager, Customer Relationship Management, Human Resources Business Partner, and Talent Acquisition Manager) and compiled a list of the Top 15 #transferableskills that are applicable across these roles: 1. Relationship Building: Cultivating and maintaining strong relationships with clients, stakeholders, and cross-functional teams to achieve mutual goals. 2. Strategic Planning: Developing and executing comprehensive plans aligned with organizational objectives and market trends. 3. Communication and Interpersonal Skills: Excelling in verbal and written communication, active listening, #conflictresolution, and #negotiation. 4. Sales and Business Development: Identifying new opportunities, driving #revenuegrowth, and negotiating deals to achieve business targets. 5. Data Analysis and Reporting: Utilizing #dataanalytics tools to track performance, identify trends, and make informed decisions. 6. Client Relationship Management: Understanding client needs, delivering exceptional #customerservice, and providing tailored solutions. 7. Presentation and Communication: Effectively articulating complex concepts to diverse audiences through compelling presentations. 8. Analytical and Problem-Solving: Analyzing data, identifying challenges, and implementing innovative solutions. 9. Team Collaboration: Working effectively with #crossfunctionalteams to align efforts and achieve shared objectives. 10. Technology Proficiency: Comfortably adapting to new technologies and leveraging them to drive efficiency and effectiveness. 11. Adaptability and Resilience: Thriving in dynamic environments and quickly adapting to changing circumstances. 12. Market Analysis: Conducting #marketresearch and analysis to identify emerging trends, opportunities, and competitor strategies. 13. Time Management and Prioritization: Organizing and prioritizing tasks effectively to meet deadlines and manage multiple responsibilities. 14. Continuous Learning and Adaptability: Staying updated on industry trends, best practices, and evolving technologies. 15. Talent Management: Managing and developing talent, including #recruitment, onboarding, and #performancemanagement. These skills are valuable across various job titles, and individuals possessing them can excel in different roles, contributing to the success of their respective organizations.

Att: Hiring Managers, P&C/HR, Managing Directors, CEOs; really any of my connections looking to grow their team and business in the development space this year. 🚨 News and Media outlets have been commenting on job/candidate market trends for 2024 with headlines like: "Employment growth forecast to slow" "Employers set to struggle to recruit talent in 2024" "Cost of living forcing employees to pause job hunt" From my experience so far (and I am only 1 week back here) this is absolutely NOT the case. I AM BUSY!!! In the last few days I have been contacted by numerous TOP TEIR candidates (who I have never spoken with before) across varying levels of seniority and they are VERY interested to see what opportunities are out there and absolutely READY to make a move! If you are looking to employ the following roles this year in particular, please reach out and lets organise a coffee. ☕ I am currently speaking with candidates at ALL levels of experience and across ALL asset classes! 👌 ⭐ Development Managers - ADM/DM/SDM/DD ⭐ Analysts - Development/Investment/Fund/Acquisitions ⭐ Marketing Managers - Project/Digital/General scouted. 📞 0421 140 782 📧 nikita.jenkin@scoutedrecruitment.com.au #availablecandidates #melbourneproperty #jobmarket

My personal opinion on hiring... ❌ Pass. Doesn't have the right background. ✅Big thumbs up. Shows success at every company. One of the best indicators of success is looking at the past. Have they consistently been a top performer? Have they surpassed goals at other companies despite lacking industry experience? The lesson? Hire based on skill first Top performers will almost always remain top performers, regardless of what they're selling. #sales #hiring #jobsearch #recruitment

Most hiring managers, especially startup founders, do this mistake that is costing them a lot of time and trouble when hiring. They rely on traditional job descriptions for both internal alignment and candidate sourcing. And what does a traditional job description contain? All sorts of useful and “important” stuff like candidate profile, company values, job duties. But 99% traditional job descriptions miss the most important element - the outcomes. Instead of “grow sales by 50% in 2 years” it will say “generate new revenue”. Instead of “hire and train 5 sales reps” it will give you multiple bullet points about how you should be an inspirational leader etc. And that leads to all sorts of confusion. For example, a fellow Ex-MBB (McK, BCG, Bain) founder recently posted a role called “product marketing manager” while quoting “sales outreach” and “inbound funnel optimization” as focus areas. The “full” job description prioritized “unique value proposition” and “sales collateral” - a clear sign of internal misalignment. Why did it happen? Instead of getting clear on outcomes they juggled meaningless buzzwords in the traditional job description. Don’t let this happen to you and your business. Image credit: example role scorecard from a best-selling book “Who”. What are recruiting and candidate selection frameworks and tools you’ve found useful? Please share in comments. #startuplife #marketing #hiring