Developing Recruitment Marketing Strategies

We spent $10,000 on this billboard. It got >5,000,000 views, 10,000 job applicants, and made hiring ~10x easier. Here’s how to replicate it: We were struggling to hire engineers. We couldn’t compete with the $100M packages offered by Big Tech. So Florian and I decided to put up a billboard in San Francisco with no logo and no explanation. Just this: https:// {64659, 123310, 75584, 8138, 38271} To most people, it meant nothing. To engineers, it was obvious those numbers were tokens. If you decoded them, you landed on a website with a challenge… Build an algorithmic bouncer for Berghain. The constraints were: 40% Berlin locals, 80% must be wearing black, fill the club with 1,000 people, and reject as few people as possible. If you solved it, you got an interview at Listen Labs, and the winner got a trip to Berlin. All in all, it went very viral: ~5M impressions across X and Reddit, ~10,000 submissions, and it was picked up by SF newspapers and CBS. But more importantly, it was an incredible filter. The challenge was basically what we do at Listen Labs to help researchers: selecting the right people from a huge pool, under constraints, with imperfect data. After this, hiring got much easier. Candidates already understood what kind of company we are. How to replicate this hiring ad: 1. Put an ad where your target audience already hangs out (physical or online). 2. Don’t explain the ad. Let it repel most people. 3. Make the challenge similar to the actual work. 4. Make finishing it the filter. No shortcuts, no “apply here” button. 5. Spend money on the idea. Distribution should be a side effect. If you’re competing with companies offering insane compensation, job ads won't do the job. Design a filter so good that the right people opt in on their own. That’s what worked for us.

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've ran 50+ graduate interviews / assessment centres. The difference between those who get offers vs rejections is clear... Most candidates blend together: - Their answers sound the same - They list responsibilities and tasks - They lack enthusiasm They don't stand out (or score highly). Those who get hired tell great stories. Only 2% of applicants make it to interview stage. And you'll compete against 5 - 10 other candidates with similar qualifications. You need to be memorable. Storytelling is your hidden advantage. Last week, Ximena in our cohort secured a job offer and final stage interview for top companies in healthcare and AI. And negotiated a 20% increase in salary from the offer. She used to get rejected constantly.  But we worked on her storytelling approach. The framework that changed everything: 1️⃣ Build Your Story Collection ↳ Prepare 5-7 real experiences that showcase different skills. ↳ Match each story to common interview questions. ↳ Keep them under 90 seconds each. 2️⃣ Structure For Impact ↳ Situation: Brief context (10 seconds max). ↳ Task/Challenge: What made it difficult? ↳ Action: What YOU specifically did. Detailed. Use keywords. ↳ Results: Quantify your impact. ↳ Learning: What it taught you (this is to keep in the back pocket). 3️⃣ Make It Impossible To Forget ↳ Use specific numbers and details. ↳ Name the exact tools or methods you used. ↳ Include one unexpected element that makes you memorable. 4️⃣ Practice Until It Feels Natural ↳ Record yourself telling each story. ↳ Cut anything that doesn't add value. ↳ Practice with different phrasing until it flows. Generic answers don't work. Stories create connections. Connections = Job Offers. In our UK graduate mentoring program, storytelling techniques have helped hundreds of students land their dream jobs. Even when competing against candidates with better grades or more experience. Your CV gets you to the interview. Your stories get you the job. Are you a UK student or graduate struggling with interviews? ⬇️ Comment "STORY" below for access to my free Job Search Masterclass. ♻️ Repost to help job seekers in your network 👋 Follow Dan Mian for more career tips

𝐀𝐜𝐢𝐧𝐠 𝐭𝐡𝐞 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐃𝐚𝐲 𝟑𝟎/𝟑𝟎 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞 𝐨𝐟 𝐢𝐧𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐢𝐧𝐠 𝐬𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 𝐢𝐧 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 Storytelling in interviews is a powerful tool for making a lasting impact because it helps you connect with the interviewer on a personal level, makes your experiences memorable, and demonstrates your skills in a real-world context. 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐜𝐞 𝐨𝐟 𝐒𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 𝐢𝐧 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: ✅ 1. Memorability: People remember stories better than a list of facts or achievements. A well-told story creates a lasting impression. ✅ 2. Engagement: Storytelling captures the interviewer's attention and engages them in your narrative. It makes the interview more interesting and dynamic. ✅ 3. Contextualization: Stories provide context for your achievements and experiences.They help the interviewer understand how you approach challenges and problem-solving. ✅ 4. Emotional Connection: Stories evoke emotions and create a personal connection.Interviewers are more likely to remember candidates who connect with them emotionally. ✅ 5. Demonstration of Skills: Stories allow you to showcase your skills in action. Rather than stating that you have a particular skill, you can illustrate it through a story. 𝐇𝐨𝐰 𝐭𝐨 𝐈𝐧𝐜𝐨𝐫𝐩𝐨𝐫𝐚𝐭𝐞 𝐒𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠 𝐢𝐧 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: ✅ Choose Relevant Stories: Select stories that directly relate to the job requirements or highlight key skills.Tailor your stories to match the company's values and culture. ✅ Structure Your Stories: Use the STAR method (Situation, Task, Action, Result) to structure your stories.Clearly define the situation or challenge, your task, the actions you took, and the positive results. ✅ Highlight Achievements: Focus on stories that showcase your achievements and contributions. Quantify the impact whenever possible. ✅ Connect to Job Responsibilities: Tie your stories back to the specific responsibilities and requirements of the job. Show how your past experiences make you an ideal candidate for the position. ✅ Keep It Concise: While storytelling is valuable, keep your stories concise. Be mindful of the interview time and ensure you're conveying essential information. ✅ Practice Your Stories: Practice telling your stories in a clear and concise manner. Pay attention to your tone, pacing, and non-verbal cues. ✅ Be Authentic: Be genuine and authentic in your storytelling. Speak from the heart, and let your passion and enthusiasm shine through. ✅ Engage the Interviewer: Involve the interviewer in your story by maintaining eye contact and observing their reactions. ✅ End on a Positive Note: Conclude your stories with a focus on positive outcomes and lessons learned. Storytelling is a skill that improves with practice. By incorporating relevant and well-structured stories into your interview responses, you can provide a more compelling and memorable picture of your abilities and experiences.

Build connections when you don’t need them, so they’re there when you do. Networking is a long‑term investment. You never know what can happen tomorrow, whether it’s a new opportunity, an unexpected challenge, or a career pivot. By cultivating relationships early, you turn strangers into allies and potential into possibility. My pro‑tip? Develop your personal value proposition. 
- List your top 3–5 strengths and concrete examples of how you’ve helped others 
- Turn each into an “I help…” statement (for example, “I help marketing teams drive engagement through data‑driven storytelling”) 
- Use these statements to guide every outreach, ensuring you’re always offering value, not just asking for favors Then start from what you know. 1. Choose 5–10 people from your alumni network, former classmates, or close colleagues 2. Send a genuine note, share an article they might find helpful, congratulate them on a recent win, or simply ask how you can support them 3. No agenda. Just curiosity and a willingness to help Next, venture into the unknown. 1. Identify people at companies you admire or in roles you aspire to 2. Do your homework: reference a recent project, article, or speaking engagement 3. Reach out with a clear, value‑first message: “I enjoyed your piece on X; as someone looking to Y, I’d love to learn how you approached Z.” And keep the momentum going. 
- Schedule quarterly reminders to check in, share insights, celebrate milestones, or ask a thoughtful question 
- Track key dates (promotions, product launches, anniversaries) so your messages feel timely Your network matters. When you need advice, an introduction, or anything really, you’ll already have authentic connections. And at the end of the day, already built connections where you can leverage the relationships > dry unknowns ‘Hey, I need help’ messages. #StephSynergy

Last year, I was speaking with a VP of Sales who confidently asserted: “Our buyers rely heavily on Gartner and Forrester reports, and LinkedIn is just noise.” That claim led us to a deeper look. So we ran a rapid social intelligence audit across their 10+ ideal enterprise target accounts and the reality was revealing: 👉 significant stakeholders actively adding connections in LinkedIn. 👉 a few of those routinely engaged on LinkedIn content. This wasn’t casual scrolling… it was conscious participation and relationship building. Some buyers were raising ‘purchase-intent’ questions as well. All transparently surfaced on LinkedIn - in public threads and peer groups. Data illuminating exactly where the research action happens pre-RFP. We scripted a custom GTM strategy: 👍 Enterprise Signal Posts: Engineered deep-dive, persona-tagged case studies, optimized to get clipped into internal research decks and circulated among architects, PMOs, and senior engineers. 👍 Dark-Social Authority: By engaging in high-value vendor comparison (and likes) threads, our client’s leadership profiles gained credibility and trust inside private channels invisible to traditional analytics. 👍 Decision-Stage Content: Launched proof-backed narrative video for "solution-aware" prospects, resulting in high-conversion SQLs. With consistency. The outcomes? 💪 Significant % of new enterprise meetings originated directly from LinkedIn-driven content touchpoints and network engagement. 💪 RFP win-rate increased, correlated to significant buyers explicitly referencing LinkedIn case materials. 💪 Sales cycles compressed because buyers entered conversations highly informed and confident. Why does this work in enterprise buying cycles? Vendor Validation: B2B procurement is increasingly cross-functional; live peer discussions on LinkedIn serve as a real-time, trusted “research layer” far beyond static analyst reports. Peer Proof: Enterprise decision-makers weight peer-shared insights more heavily than vendor-curated collateral, especially within their own secure collaboration channels. If you’re still dismissing LinkedIn as “just noise,” you’re strategically ceding ground during arguably the most critical phase of buyer evaluation. In 2025, enterprise buying journeys don’t start with vendor meetings… they start with social proof, digital authority, and dark social signals. And the winners are the brands that embed themselves authentically and intelligently in these ecosystems. #SocialSelling #DarkSocial #LinkedIn #RevOps #AIGTM

You met all the qualifications. You answered every question well. But… no offer. What went wrong? 🤔 The truth is, strong candidates don’t just answer questions—they shape the interview. They leave hiring managers thinking: “We need this person on our team.” Here are three advanced techniques to make that happen: 👇 1️⃣ Strategic Mirroring: Build Instant Rapport People naturally like those who feel familiar. Mirroring (not mimicking) the interviewer’s energy, tone, and pace helps build subconscious trust. ✅ If they’re formal? Keep your responses structured and polished. ✅ If they’re conversational? Loosen up slightly while staying professional. 🚀 Pro Tip: Listen for keywords they use and incorporate them naturally into your answers. If they emphasize “collaboration” or “data-driven decisions,” weave those into your responses. 2️⃣ Narrative Control: Make the Interview Work for You Interviews aren’t just about answering questions—they’re about shaping how you’re perceived. 🔹 Bridge weak areas proactively. If you lack industry experience, say: "While my background is in [Industry A], I’ve applied the same skills—data analysis, market strategy—to similar challenges in [Industry B]." 🔹 Steer toward your strengths. If a question focuses on a minor part of your experience, pivot to a related strength: "That was part of my role, but where I had the biggest impact was..." 🚀 Pro Tip: Use transitions like “What I think is most relevant to this role is…” to highlight your key selling points. 3️⃣ High-Impact Storytelling: Make Your Answers Stick Hiring managers don’t remember generic answers—they remember stories that bring your skills to life. ✅ Use STAR or CAR—but focus on impact. Both frameworks work, but the key is making your answer concise, engaging, and results-driven. ✔️ STAR (Situation, Task, Action, Result) → Best for structured behavioural interviews. ✔️ CAR (Challenge, Action, Result) → Ideal for punchy, high-impact storytelling. 🔹 Basic answer: "I led an automation project that improved efficiency." 🔹 Memorable answer (STAR/CAR format): "Our team was drowning in manual reporting (Situation/Challenge). I saw an opportunity to automate key reports and designed a dashboard (Task/Action) that cut reporting time by 60% (Result), freeing up 10+ hours a week for strategy." 🚀 Pro Tip: End with a forward-looking statement: "That’s why I’m excited about this role—because I see a similar opportunity to drive impact here." 🔥 Final Thought: Good Isn’t Enough—Make Yourself the Clear Choice ✔️ Mirror the interviewer’s style to build rapport. ✔️ Control the conversation to highlight your strongest assets. ✔️ Use compelling stories to be memorable. 👉 Found this helpful? Reshare to help others master advanced interviewing techniques!

Recruiting is sales, just with higher stakes. You're already doing the work - sourcing, nurturing, managing stakeholders. The issue: sales gets credit because they speak in forecasts. TA gets questioned because they speak in activity. The best TA leaders translate the work they're already doing into the language execs understand. Here's the playbook: 1. Stop reporting hires reactively. Start forecasting proactively. You already know your funnel. This week: formalize it with your hiring manager. Sourced → Engaged (replied) → Screened → Interviewed → Offer Out. Pull the last 30 days and calculate conversion rates at each stage. When you know 20% of prospects engage and 50% of engaged candidates screen, you can work backwards from any hire date.  That's a forecast. Same work you're doing, different framing. 2. Work forecasting into your weekly syncs with Hiring Managers. Same agenda every week: volumes at each stage, conversion rates, what's working by source, where you're short, and what you're testing. When they say "we need this faster," reply with options: "We convert 15% to qualified. To speed up, we need better rates or 50 more prospects weekly. Which should we focus on?" You're not changing your process. You're changing how you communicate it. 3. Goals without weekly math are just theater. Two hires in 90 days? Work backwards. If offer acceptance is 80%, you need 3 offers. If 25% of interviews convert, you need 12 interviews. If 30% of your screens interview, you need 40 screens. Across 12 weeks = 3-4 screens per week. Though, in reality, you need to front-load those screens if you want to make your hires on time, so aim for 6-7. Do this for every open req this week. Teams at Unity cut time-to-fill by 10 days by turning goals into weekly commitments. You're already tracking this work - now you're showing the math behind it. 4. Track qualified-candidate yield by source. Stop measuring activity. Measure yield. When a hiring manager questions your budget, show the data: targeted outreach converts at 18% to qualified while career page posts convert at 2%. One costs $200 per qualified candidate, another costs $50. This week: tag every candidate with their source. You're not adding work. You're adding attribution to work you're already doing. KEY LESSON: When you forecast timelines with the same rigor sales commits to quota, everything shifts. Hiring managers stop asking if you're working on their req and start asking what they can do to help you hit the date. The work doesn't change. The appreciation does.

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...