Finders are your hunters. They take a surgical approach to finding the right prospects that need their specific solution. Minders are your nurturers. They take great satisfaction in caring for those that they know and have built a relationship with.
Remember: the people closest to the job have the best ideas on improving it. Are you listening to them?
Howard McMann once said of his partner, “He’s slippery, he lies beautifully, and he has a great head of hair.” Legend has it, Tate once told a subordinate “If the client loves it, I love it! If the client hates it, I hate it!”
True story: A business owner hires 5 marketing consultants in 7 years, yet the business continues to decline.
How you recruit can say a lot about your company to both prospective employees and prospective customers alike. Some tips: As with any advertising, involve the applicant. It's not about money. Use current employees.
Formulas do exist in marketing: Quantitative research, KPIs, customer acquisition costs, pricing strategies, etc. But there are also malleable recipes: Customer experience, value perception, elegant logo design, and positive public relations.
Adding this survey to your hiring process can save you hours of perusing resumes.
If you’re going to invest six figures or more, you’ll want a clear plan for persuasion that’s mapped to a business strategy.
Look first to the narrow neck in your marketing process.
Powerful recruiting radiates from employee perspectives, multiple, authentic voices, implied meaning, and indirect targeting. First, start with Rule One.
Paradoxically, while AI and affordable, ubiquitous access to good writers may suggest a radically diminished demand—and cost—for great ones, the opposite appears to be true.
Have you ever found hiring a salesperson and hiring your next TOP PERFORMER are two very different things?