Blake Batley’s Post

Jessica Hernandez, CPBS, NCOPE, CDCS, thank you for sharing your Perplexity.ai promotes #jobseekertips #jobsearchaitips. I want to reinforce that I never add your personal information (name, phone number, address) to any AI platform. All data is stored; you do not want to share your personal information with AI. Try out these great #aiprompts.

💡 Job Search Tip: Being active on Linkedin opens up passive job opportunities! There's a term that a manager I used to work for would say when I was a sales rep way back in the day that term has become part and parcel of how I do things: 📎 Top Of Mind Awareness. If you're active on LinkedIn, you show up in the searches and in the feeds of people who are connected to you, and that's where TOMA comes in. Because when a company is looking to hire, the first people they turn to are the members of the team, and if those team members know you or you're top of mind because you show up in their feed or you engage with them regularly, you'll often get the call or email before the job is posted or as soon as it's posted, and you'll have an advantage over the 100's who are smooshed together, fighting to be seen, in the ATS. #jobsearchtip #jobsearch #careeradvice

Recruiters. How do you sell a job opportunity to a passive job candidate on linkedin? Here is a longer example: Subject: Exciting Opportunity at [Company Name] - [Job Title] Hi [Candidate Name], I'm reaching out from [Company Name], where we're [briefly describe company mission or core value, e.g., "developing innovative solutions in [industry]" or "building a sustainable future"]. We're currently seeking a highly motivated and talented [Job Title] to join our team. This role will play a crucial part in [briefly describe project/product/service and its impact, e.g., "the development of our new [product name] which aims to [positive impact]" or "scaling our [service name] to reach a wider audience"]. In this role, you will [highlight 1-2 key responsibilities and their impact, e.g., "directly contribute to product strategy" or "lead the development of key features" or "play a key role in improving customer experience"]. Given your impressive experience in [mention 1-2 relevant skills or accomplishments of the candidate, e.g., "successfully launching [project/product]" or "leading high-performing teams" or "developing innovative solutions in [industry]"], I believe you would be a valuable asset to our team. Would you be open to a brief introductory call to learn more about this exciting opportunity? Sincerely, [Your Name] [Your Title] [Company Name] ------------------------ Short and Sweet: Here's a shorter, "cooler" version of the job pitch: Subject: [Job Title] - [Company Name] (Intriguing Opportunity) Hey [Candidate Name], Building [brief, cool description of company, e.g., "the future of [industry]" or "the next big thing in [tech]"]. We're looking for a top-tier [Job Title] to help us [cool description of role, e.g., "crush our next product launch" or "revolutionize [industry]"]. Think you've got the skills and the drive? Let's chat. Best, [Your Name] [Your Title] [Company Name] [Contact Information]

💡 Job Search Tip: Being active on Linkedin opens up passive job opportunities! There's a term that a manager I used to work for would say when I was a sales rep way back in the day that term has become part and parcel of how I do things: 📎 Top Of Mind Awareness. If you're active on LinkedIn, you show up in the searches and in the feeds of people who are connected to you, and that's where TOMA comes in. Because when a company is looking to hire, the first people they turn to are the members of the team, and if those team members know you or you're top of mind because you show up in their feed or you engage with them regularly, you'll often get the call or email before the job is posted or as soon as it's posted, and you'll have an advantage over the 100's who are smooshed together, fighting to be seen, in the ATS. #jobsearchtip #jobsearch #careeradvice

I've noticed that as 'influencers' expand their reach on LinkedIn, there's often a shift towards constant self-promotion and pushing other brands. It's SO annoying! Can we just use this platform to help others and provide value?! I truly believe that LinkedIn's power lies in its ability to connect people. One conversation, one message, one post— can literally change a life! With over 11,000+ connections now following my content on resumes, job search strategies, and salary negotiations (THANK YOU!!) I thought I'd spotlight some of the incredible executives who are currently up for grabs! I've just revamped the resumes for these 3 and they're actively in the process of interviewing and networking for their next big roles: ➜ Deborah Freedman – If you need an Investment Product Marketing & Client Experience Executive with 25+ years of experience in financial services, Deborah is the one to connect with! ➜ Kevin Herrington – If you're looking for someone to drive growth and innovation as your next CEO, COO, or CIO at your bank, reach out to Kevin! ➜ Diana Miller, MBA – If you're in higher education, aerospace, or tech and looking for your next Business Operations Director get in touch with Diana! If you're a Recruiter, Hiring Manager, or just someone open to connecting and helping others, please reach out to any of these exceptional executives—or connect with me, and I'll facilitate an introduction. Let’s use LinkedIn for what it was meant to be—a platform for meaningful connections and growth, not just marketing and sales! $$$ PS: Please feel free to reshare this post with your network so that as many people will hear about these 3 folks! :) #JobSeekers #Networking #JobSearch #Executives

How Can I Effectively Market a Candidate with Location Limitations? Answers: https://lnkd.in/gJ7N3E8B #CandidateMarketing #RecruitmentStrategies #JobSeekers Hey everyone! 😊 I’ve got a solid candidate with some impressive skills, but there's a bit of a challenge—his location requirements make it tough to find a fit. I genuinely want to help him out, but I'll admit I’m feeling a bit lost on where to start with Candidate Marketing. Here’s where I need your expertise: Social Media Shoutouts: Would posting his accomplishments on LinkedIn be a good move? I think showcasing his talents could potentially attract employers. But, I wonder, what’s the best way to do this without it feeling too "salesy"? Cold Outreach: How about a cold email campaign? I’ve heard it can be effective if done right. What sort of messaging would grab a hiring manager’s attention, especially in a specific location? Job Boards Check: Should I dive into platforms like Indeed and see who’s hiring in his area? If I find some opportunities, what’s the best way to reach out to those companies and pitch my candidate? These are all valid methods, but I’m worried about not making the m...

Community, inbound and social media is not the answer for recruiting as people like to believe. It can help. Greatly. It can make people much more inclined to reply to you. It can deliver you like-minded candidates who already get you and raise their hand because they want to be involved. But it will never be the full picture, or even the most important aspect. Why? It's unpredictable. You have no control over the results. If you need to hire a specific archetype of person, and they're not lining up to work for you, what's your plan exactly? Hope and pray? Outbound is the answer. Outbound is the ONLY way to create a predictable hiring outcome within a predictable timeframe. It's simply maths. Industry GOATs with 100k+ Twitter followers pick up my cold calls. They listen. And sometimes they take interviews. But you think they'd see your early-stage project on the interwebs and throw in a resume? Nah. I value my online presence a lot. But the fact remains, I could delete it all tomorrow, start using an alias that noone's ever heard of, and pick up the phone - and I'd still run circles around your social recruiting strategy. Sometimes, old school really is the best school. You have an agency recruiter who disagrees? Just ask them what their fill rate is. Simple as.

How Can I Effectively Market a Candidate with Location Limitations? Answers: https://lnkd.in/g4W5hfWa #CandidateMarketing #RecruitmentStrategies #JobSeekers Hey everyone! 😊 I’ve got a solid candidate with some impressive skills, but there's a bit of a challenge—his location requirements make it tough to find a fit. I genuinely want to help him out, but I'll admit I’m feeling a bit lost on where to start with Candidate Marketing. Here’s where I need your expertise: Social Media Shoutouts: Would posting his accomplishments on LinkedIn be a good move? I think showcasing his talents could potentially attract employers. But, I wonder, what’s the best way to do this without it feeling too "salesy"? Cold Outreach: How about a cold email campaign? I’ve heard it can be effective if done right. What sort of messaging would grab a hiring manager’s attention, especially in a specific location? Job Boards Check: Should I dive into platforms like Indeed and see who’s hiring in his area? If I find some opportunities, what’s the best way to reach out to those companies and pitch my candidate? These are all valid methods, but I’m worried about not making the m...

There's a preconception with recruiters that, when they're doing cold outreach, it's going to be a slog. They've got something to sell (themselves/recruitment/a candidate) and they're gonna ram it down peoples' throats until someone eventually makes it all worthwhile. They're trained for rejections, getting hung up on and being resilient. However, with marketers, they're not battle hardened in the same way. They're all about putting things in front of people that they want to read, watch, listen to and engage with. Mad idea, humour me. Imagine if the recruiters were going to market with the stuff people wanted and were excited about 👀 Then they could get themselves and their name out there, adding value and building awareness to as many people as possible. Treating recruitment like a... marketing job? 😏

This looks like a simple and impactful resume.