Tag: recruitment

As we once again reach the end of the year, we find ourselves again beginning to look ahead. With such drastic changes to the recruitment industry in the last two years due to the pandemic, our marketing strategies have also had and will continue to adapt to these changes. So, when it comes to looking forward to 2022, it is a reasonable assumption that a lot of change is ahead of us. Here are the Top 7 Recruitment Marketing Tactics that could put you ahead in 2022: 

When you look at financial services firms, the first thing that comes to mind is accounting, financial planning, legal and management consulting firms. Although the breadth of professional services firms is much greater than that and includes marketing and recruitment, it’s our financial and legal counterparts that really struggle to stand out from the crowd.

The past 18 months has been a blur for many of us, particularly if we have been working from home. Waking up each morning, brushing our teeth and hopping on a Zoom call usually takes us up until lunch. Then after a quick Netflix show and a few more Zoom meetings, it's time to try our skills in the kitchen. 

Being bold is one thing, but being brave enough to tell it how it is is another.

We have unashamedly put out a marketing campaign to recruit top-notch marketers from a variety of industries and fields in Atlanta to fulfil a number of positions that we have available.

Every business will have their share of unprofessional hirings, some worse than others. It’s only natural given the job market nowadays and the workforce. Young professionals, not just Millennials, truly don’t understand the value of their name and public representation. Although none of us are like Odell Beckham, recognized everywhere he goes. On the contrary, here are a few reasons why you should take every job seriously:

While some of us grew up with a discernable talent, such as painting or singing, others simply had to navigate towards a possible strength and exploit it as a career. And by others, I mean me. There’s a stark difference between the two, so which one are you hiring? Let’s take a further look:

There are so many ways in impress a new recruit when you are on boarding them in your business, but if you thought you had just got a handle on it, then you might want to read a little further.

22 percent of new recruits leave within 45 days of starting, with a staggering 16 percent that leave within the first week. They leave because their expectations (or yours) has not been met. There were lies told in the job interview by either party or the on-boarding process was nothing short of terrible. The reality is we all can do better - and will, if we keep up to date with the rest of the market.

We all know the cost of recruiting new people to the fold, and how expensive it is to lose a good employee, so if we find someone that is a good fit, make sure they know it from every experience they have with your firm.

It's no secret that Marketing Eye is on an aggressive growth path. During the past 2 years, there has been a surgence in companies realizing that they need an outsourced marketing department to take their businesses to the next level.

Our positioning in the market, and evidence of high quality work and client successes, has kept us in good stead.

The lines blurred sometime in the last 10 years, but I don't know exactly when it happened.

Having started my first business at 25 years of age, specializing in technology marketing, I thought I had it all. A marketer who understood technology marketing and who could talk the talk which at that time seemed to be, the height of the dot com boom, the most lucrative marketing position one could hold.

Then of course, someone came along and started talking about company culture, and marketers took a turn to start embellishing the on-boarding process of new recruits, with a mixture of "people marketing" with "technology marketing" - and for a time, that was all the rage. It seemed to be the only thing people were talking about and marketers starting play a role in human resources, giving recruiters and in-house HR managers the tools to "sell their brands" like they were a front line sales executive needing to close the deal in order to reach their quotas.