Dark and Silent Office’s Post

I feel like recruitment is part strategy and part caffeine-fueled magic. Here's what my average day looks like: 🪣 5-liter bucketful of caffeine. Every recruiter knows the drill: there's no life before coffee. My mornings start with a bucketful of something strong and a scroll through LinkedIn to catch up on industry trends and conversations. 👨🏼💻 Calls, calls, and more calls. Mornings are when I connect. Whether I'm on intake calls to align on roles, interviewing promising candidates, executing strategic alignments, or pivoting with hiring teams, my laptop feels like an extension of my body. 💉 3-liter caffeine IV-drip. Yep, again. Trust me, it’s for everyone's sake. You don't want me to slide into Gremlin mode. 🧘🏼♂️ Enter flow mode. Afternoons are for deep-dive sessions. I source on LinkedIn and experiment with new tech. Lately, I've been playing around with AI-driven assistants: PeopleGPT has been a game-changer, and note-taking systems like Metaview scorecards have me geeking out like a 13-year-old—anything to keep my processes efficient and my insights sharp. 🔄 Tool upgrade. I finally ditched Excel, and I'm in the process of migrating to folk. Let me tell you, navigating multiple inboxes and calendars has never felt easier. It'll no doubt help me save time and preserve (whatever's left of) my sanity. ☕️ Just a little more coffee. HEY, we listen and we don't judge! 📱 LinkedIn time. Recruitment isn’t just about filling roles—it’s about building relationships. I strive to stay connected, share insights, and maybe even inspire others when I can, all while doing my very best to never end up on r/LinkedInLunatics. 🎯 Planning for the future. I’ve been brainstorming how to integrate personalized videos into my outreach again. I’ve used them before for business development with great results. Now, I want to focus on candidates. You can't send one to everyone, but a few thoughtful videos can make a big impact. Recruiters, you know the struggle. 🟢 What’s been keeping you in tip-top shape, lately? Let’s trade tips. #Recruiter #Recruitment #Sourcing #TalentAcquisition #CRM

**Dear Communications Job Seekers,** I recently shared the following feedback with a company struggling to find the right Communications Specialist. If you’re navigating the job market and wondering why you’re not landing roles—or finding them misaligned—this may offer some clarity. ### What Companies Need to Hear (and You Should Know): 1️⃣ **Compensation vs. Expectations** Some companies expect one person to handle change management, social media, and executive communications for $80K/year. Here’s the reality: Social media alone can cost $6-10K/month. This misalignment creates unrealistic expectations and limits their talent pool. 2️⃣ **Change Management Is a Specialized Skill** It’s people-centric and nuanced. Without experience translating leadership goals into actionable steps, candidates may struggle to meet expectations. If this is your area of expertise, emphasize your experience in interviews. 3️⃣ **Social Media Is Not Just Posting** Managing social for even one location demands strategy, execution, and constant engagement. If you’re skilled in this, highlight your ability to create alignment across platforms and teams. 4️⃣ **Facts Tell, Stories Sell** Companies often overlook the power of authentic storytelling. If you excel at turning data into narratives, position this as your unique value. 5️⃣ **Backend Processes Are the Unsung Hero** Execution matters. Show how you’ve built or managed systems that turn great strategies into results. --- **Key Takeaway for Job Seekers:** When you encounter roles with misaligned expectations, don’t be afraid to ask questions or negotiate scope and compensation. The right fit exists—it’s about aligning your expertise with a company’s real needs. Want more insights on how to stand out or navigate these challenges? Message me “letter” for the full feedback I shared with the hiring team. Best, Becky Wynne P.S. Yes, I used AI (shoutout to #ChatGPT) to tighten this up—because working smarter is what we do! #CommsJobs #JobSearchTips #MarketingCareers #CommunicationsStrategy #PRStrategy #CareerGrowth #StorytellingInMarketing #SocialMediaStrategy #ExecutiveComms

#CommunityUpdates In my first piece (https://lnkd.in/gSTDsiYw), I explored three types of employer branding—foundercracy, employeecracy, and employercracy. But there’s another, increasingly sensitive aspect: word of mouth, which employers can’t control. Previously, a big brand name or MNC label was enough to attract talent. Culture wasn’t even a consideration in recruitment. Today, platforms like Glassdoor and AmbitionBox and even Quora and Reddit allow employees to share candid feedback. Prospective candidates are reaching out to ex-employees on LinkedIn for insights and I keep getting employer reference check calls. This recently happened with someone we helped place and had to endure a tough work culture. They reached out to a few ex-employees on Linkedin before pulling the plug. While subjective, these opinions matter. Consistent negative reviews or repeated feedback about toxic cultures quickly shape perceptions. Publicly shared work experiences on LinkedIn—and the occasional naming and shaming—add fuel to the fire, often leading to reactive crisis management. At WinnerBrands, our teams have faced cultural challenges in recruitment. While our processes can’t override an organization’s culture or external opinions, we’ve developed strategies to work with leaders and founders, ensuring talent gaps are addressed even when the “perfect” candidate doesn’t align. For startups, building a strong employer brand is essential. Without it, recruitment often defaults to a foundercracy-led process—effective only when the founder can clearly pull the weight. In today’s hyper-competitive environment, the challenge isn’t just hiring but attracting and retaining the right people. If your organization struggles with high attrition, candidate drop-offs, or difficulty attracting top-tier talent, it’s time to reflect on your culture, at least at a base level. Recruitment is hard enough—why make it tougher? By thoughtfully shaping culture and strengthening your employer brand, you’ll attract better talent and make life easier for teams like ours at WinnerBrands 😉 #work #culture #marketing #hiring #careers #employerbrands

"Decoding Gen Z: Unpacking the Communication Preferences of the Newest Workforce Generation"   Buckle up, folks! We're diving into the fast-paced world of Gen Z, the digital natives who are rapidly reshaping the workplace. Understanding their communication preferences is key to effective engagement. So, here's the lowdown on how to effectively connect with this dynamic generation.   Firstly, let's talk speed. The Gen Z job seeker is a fast mover. A staggering 17% of them expect an offer less than a week after the first interview. They value efficiency and quick turnaround times. So, if you want to catch their attention, make sure your recruitment process is as streamlined and speedy as possible.   Next up, embrace a multi-channel approach. While email might be their number one preference, Gen Z values diversity in communication channels. They expect recruiters to reach out via multiple platforms - be it social media, text messages, or even video calls. So, don't put all your eggs in one basket. Instead, diversify your communication strategy to meet them where they are.   Lastly, don't underestimate the power of face-to-face interaction. Despite being digital natives, Gen Z appreciates the personal touch of direct communication. A face-to-face meeting can go a long way in building strong relationships with this generation.   Engaging with Gen Z requires a blend of speed, diversity, and personal connection. Master these, and you'll be well on your way to winning over the newest members of the workforce. Let's dive in and embrace the Gen Z wave! #NorthDakota #SDjobs #SouthDakota #MTjobs #Montana #WYjobs #Wyoming #GeckoHospitality #WereHiring #LetGoAndLetGecko #GrowYourBusiness #Business #RecruitmentAgency #NowHiring #restaurant #foodservice #opportunity #siouxfalls

Understand your target audience.

Making the hiring process accessible isn’t 𝘢 𝘯𝘪𝘤𝘦 𝘵𝘰 𝘩𝘢𝘷𝘦 - it’s 𝗲𝘀𝘀𝗲𝗻𝘁𝗶𝗮𝗹 for candidates to show their 𝘁𝗿𝘂𝗲 𝗽𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹. As a neurodivergent product professional that requests accommodations, I know firsthand how the right accommodations can make all the difference. From my (user) experience, here’s some ways to 𝗶𝗺𝗽𝗿𝗼𝘃𝗲 𝘆𝗼𝘂𝗿 𝗵𝗶𝗿𝗶𝗻𝗴 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝘁𝗼 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗻𝗲𝘂𝗿𝗼𝗱𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 from a product manager’s perspective: 💬  𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗮𝘀𝗸 𝗮𝗯𝗼𝘂𝘁 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻𝘀. Just like identifying user needs upfront, asking about accommodations before an interview reduces friction and creates a more inclusive experience. Also ensure the process is streamlined, clearly communicated, and consistent at every touchpoint, no matter who the candidate interacts with. 📝  𝗜𝗻𝗰𝗹𝘂𝗱𝗲 𝗮 𝘁𝗲𝘅𝘁 𝗯𝗼𝘅 𝘁𝗼 𝗿𝗲𝗾𝘂𝗲𝘀𝘁 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻𝘀 in the application. Seamless design matters—emails can be missed, but a simple, integrated option removes barriers and keeps things connected. 💡  𝗣𝗿𝗼𝘃𝗶𝗱𝗲 𝗲𝘅𝗮𝗺𝗽𝗹𝗲 𝗮𝗰𝗰𝗼𝗺𝗺𝗼𝗱𝗮𝘁𝗶𝗼𝗻𝘀 to normalise requests. Like good product onboarding, giving options available like closed captions or extra time empowers candidates to feel comfortable asking for accommodations. If you're unsure what to include, do your research and see what other companies offer. 🛠️  𝗧𝗲𝘀𝘁 𝗮𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝘁𝗼𝗼𝗹𝘀 𝗯𝗲𝗳𝗼𝗿𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝘀. Just as we rigorously test product features, ensuring tools like closed captions work beforehand minimises disruptions and shows a commitment to inclusion. 🗣️  𝗚𝗲𝘁 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗳𝗿𝗼𝗺 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗹𝗶𝗸𝗲 𝗺𝗲! User feedback drives product improvement—applying the same principle here helps optimise the process for future candidates. 𝘈𝘤𝘤𝘰𝘮𝘮𝘰𝘥𝘢𝘵𝘪𝘰𝘯𝘴 𝘢𝘳𝘦𝘯’𝘵 𝘢𝘥𝘷𝘢𝘯𝘵𝘢𝘨𝘦𝘴—they enable candidates to bring their best, just like good design helps users succeed. Thoughtfully implementing and testing these tools solves real user needs and builds a more inclusive hiring experience. 💭 𝗪𝗵𝗮𝘁 𝗼𝘁𝗵𝗲𝗿 𝘁𝗶𝗽𝘀 𝘄𝗼𝘂𝗹𝗱 𝘆𝗼𝘂 𝘀𝘂𝗴𝗴𝗲𝘀𝘁, 𝗼𝗿 𝘄𝗵𝗮𝘁 𝗵𝗮𝘀 𝘄𝗼𝗿𝗸𝗲𝗱 𝗳𝗼𝗿 𝘆𝗼𝘂? Feel free to add your thoughts in the comments! 🔄 𝗦𝗵𝗮𝗿𝗲 𝘄𝗶𝘁𝗵 𝘆𝗼𝘂𝗿 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗶𝗳 𝘆𝗼𝘂 𝗳𝗶𝗻𝗱 𝘁𝗵𝗶𝘀 𝘂𝘀𝗲𝗳𝘂𝗹! #neurodiversity #inclusion #productmanagement #recruitment #interviewing #hiring #accessibility #accommodations #reasonableadjustments

Wondering how to find the perfect team fit when hiring? 👥 Skills can be trained, but team fit is what truly fuels a positive, productive workplace. In our latest blog, we break down practical ways to identify candidates who will thrive in your team environment and make a lasting impact. 🔗 Dive into our top strategies for spotting team fit https://lnkd.in/eSSR6aWt. #HiringInsights #TeamCulture #RecruitmentTips #Marketing #PR

🚀 The Power of Storytelling in Recruitment 🎯  In today’s competitive job market, finding and attracting top talent goes beyond just listing qualifications and perks. It’s about creating an emotional connection—and that’s where storytelling shines. ✨  Here’s why storytelling is a game-changer in recruitment:  1️⃣ Showcasing Your Culture : A great story about your workplace helps candidates feel your company’s values, teamwork, and energy.  2️⃣ Standing Out : In a sea of job posts, a compelling narrative about how a role makes an impact can grab attention and drive applications.  3️⃣ Building Trust : Sharing real employee experiences, growth journeys, or even challenges you’ve overcome shows authenticity and transparency.  4️⃣ Simplifying the Complex : Jargon-heavy job descriptions don’t inspire. Stories, however, can bring the role and its impact to life.  5️⃣ Strengthening Engagement : Candidates are more likely to stay engaged when they connect emotionally to your brand’s mission and vision.  ✨ Imagine a post where you don’t just say, “We’re hiring a marketing manager,” but instead share a story like:  “Meet Sarah—when she joined us as a marketing associate, she never imagined she’d lead a global campaign within two years. But with mentorship and trust, she created a project that touched millions.”  That’s the kind of narrative that makes candidates think, *“I want to be part of that!”* 💡  💬 How are you using storytelling in your hiring process? Let’s discuss in the comments! ⬇️  #StorytellingInRecruitment #EmployerBranding #TalentAttraction #RecruitmentStrategies

Does your use of social media affect your hiring process? Chances are, the answer is yes. Schemas, also referred to as scripts, are cognitive frameworks we build over time to help make sense of the world around us. Script Theory states that when we anticipate the behavioral actions of another person, we use our schemas -- past experiences -- to determine what the other person will do. If you are constantly barraged with social media posts and opinion pieces about how a person who looks or acts a certain way is stupid or untrustworthy, that inevitably plays into how you anticipate that individual would perform in the workplace. Reality, of course, is far more complicated, and there are valuable workers from every background. Does this change how you feel about your own hiring process? Have you already been mindful of how social media usage shapes your opinions of others? #hiring #recruiting #humanresources #hr #businessmanagement #manager #hiringmanager #scripttheory #schema #workplace #hiringprocess #socialmedia

𝐓𝐡𝐞 𝐀𝐫𝐭 𝐨𝐟 𝐒𝐭𝐨𝐫𝐲𝐭𝐞𝐥𝐥𝐢𝐧𝐠: 𝐀 𝐆𝐚𝐦𝐞-𝐂𝐡𝐚𝐧𝐠𝐞𝐫 𝐢𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 In the competitive landscape of tech and sales recruitment, storytelling isn't just a skill reserved for marketers and writers; it's become a pivotal tool for recruiters too. Why? Because stories have the power to connect, engage, and inspire action in a way that facts and figures alone cannot. 📖✨ Imagine presenting a job opportunity not just as a list of requirements and responsibilities but as a narrative. A story where potential candidates can envision themselves achieving, growing, and contributing to something meaningful. This approach not only makes the opportunity more appealing but also helps candidates see the value beyond the paycheck. But the magic of storytelling doesn't stop with job descriptions. It extends to showcasing your company culture, highlighting employee success stories, and sharing the journey and impact of your organization. These narratives build an emotional connection, making your company not just a place to work, but a community to be part of and a mission to contribute to. Here’s a thought: In an era where people are looking for more than just a job, they're searching for purpose and belonging. How are you using storytelling to meet this need? Drop your tales and tips in the comments below! ------------------------------------ Need help weaving compelling stories into your recruitment strategy? Together, we can craft narratives that not only attract talent but also resonate with their aspirations and values, setting the stage for long-term engagement and success. #StorytellingInRecruitment #RecruitmentStrategies #TalentAcquisition #EngagingCandidates