After almost a decade spent in recruitment and hundreds of meetings with agencies over the past year, I keep returning to the same conversation.
Agencies that are scaling for sale or undergoing rapid expansion, are accelerating with the brakes on if they haven’t secured a reliable and financially sensible pipeline to inhouse talent.
Over the past year, I’ve been asking recruitment heads “why should talent join their agency and what makes them different in a crowded market?”
Every agency has a unique story, its own culture and its own reasons for being attractive, yet I keep hearing the same answers told in the same tired way.
“It’s the way we treat our people, we really care about them”
Too many agencies have become cardboard cut-outs of each other packaging a career like an assembly line.
Recruitment is a noisy market, so how you’re communicating with tomorrow’s talent also matters.
Even the best opportunities, brands, and creative marketing have little impact if they go unheard.
Stop treating social media as a job board, plastering the same corporate wallpaper across your careers page and using adverts as a listicle of demands.
Throwing money at Rec2Recs, job boards and relying on weighty cash referrals will always be a proven source of hiring.
However, it’s counter productive if you’re then joining the chorus of same-shit-different-agency advertising out there, or after real talent that wants to work for you.
| Are the best hires even listening in these spaces?
It’s a quick solution to an ongoing need and pretty short-sighted one if you’re invested in long-term growth.
Think brand first.
In a crowded market there’s a huge demand to differentiate, but a serious lack of understanding about how that’s done exactly.
By prioritising outbound activity agencies tend to overlook the significance of building inbound channels and the importance of creating a brand that’s actually attractive to talent.
Agencies need to start identifying the reasons why and then mobilise them in a way to attract, nurture and convert the right talent through their door.
It’s unlikely that the first time talent encounters your agency they’ll be compelled to apply, which is why inbound recruiting is so powerful to building a pipeline.
Your story is your greatest attraction.
Craft a recognisable voice with a personality that actually speaks to your ideal hires.
Be active, consistent and engaging across the right channels. Social media can’t be an afterthought, it needs a strategy attached to inbound marketing.
Start conversations. Answer questions. Further discussions. Stand tallest in a busy market.
So, how do you build an identifiable brand that speaks directly to the talent you want to hire, the candidates you want to place and the clients you want to represent?
How do you turn social noise into the right traffic and convert that traffic into the hires that will change your business?