Laura Brazil

"𝑶𝒖𝒓 𝒎𝒂𝒓𝒈𝒊𝒏𝒔 𝒂𝒓𝒆 𝒄𝒐𝒏𝒔𝒕𝒂𝒏𝒕𝒍𝒚 𝒃𝒆𝒊𝒏𝒈 𝒔𝒒𝒖𝒆𝒆𝒛𝒆𝒅" This was a conversation with at least 3 of our agency clients last week. Marketing agencies are up against it. Trying to secure renewals when clients are wanting a reduction in costs and yet they're wanting more for their money. So as an agency margins are squeezed and therefore standards could be compromised. They know they need more people but the numbers don't add up. And yet very few agencies have a sales strategy or anyone responsible for new business. It baffles me every time. No business in any industry would survive without a sales strategy. If you're considering how to ensure a consistent flow of the right clients then drop me a note. I'd love to talk to you about the BDM's/SDR's we are currently working with who could be the answer. #BusinessDevelopment #MarketingAgency #PRAgency

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𝘈𝘥 𝘴𝘱𝘦𝘯𝘥𝘪𝘯𝘨 𝘪𝘯 𝘵𝘩𝘦 𝘋𝘪𝘨𝘪𝘵𝘢𝘭 𝘝𝘪𝘥𝘦𝘰 𝘈𝘥𝘷𝘦𝘳𝘵𝘪𝘴𝘪𝘯𝘨 𝘮𝘢𝘳𝘬𝘦𝘵 𝘪𝘯 𝘵𝘩𝘦 𝘜𝘯𝘪𝘵𝘦𝘥 𝘒𝘪𝘯𝘨𝘥𝘰𝘮 𝘪𝘴 𝘧𝘰𝘳𝘦𝘤𝘢𝘴𝘵𝘦𝘥 𝘵𝘰 𝘳𝘦𝘢𝘤𝘩 £7.57𝘣𝘯 𝘪𝘯 2024 And yet you are still sat there writing long copy... More and more brands use video to promote themselves. Short 15 second clips catch attention, tell the consumer everything they need to know and most importantly make it engaging and visual. Digital Video Advertising is allowing businesses to shift towards programmatic buying, enabling personalised campaigns for higher engagement. Any businesses that has not yet invested in video ads, it is probably time. Especially with forecasts that video advertising will hit £8.2bn by 2028... Luckily for everyone, I am currently speaking to some super talented Videographers that can fix that problem! 𝐋𝐞𝐭'𝐬 𝐜𝐡𝐚𝐭! ☎Phone - 020 3920 9686 📱 WhatsApp - 0773 690 4791 📩email - alicja@betechnology.com

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We recently hosted a Webinar where April Turner, our Investment Manager interviewed our Marketing Director, Sam Proctor about how to build a premium brand in recruitment. In it, key insights, common mistakes, and top tools were shared. One of the many key takeaways was that marketing needs to be on the same business strategy journey to ensure that the marketing activities align accordingly. If you were not able to attend this webinar, you can watch the full event below: 🎥 https://lnkd.in/eBB_zrvi We will be hosting future webinars and sharing more recruitment industry insights soon. Check out the Recruitment Entrepreneur LinkedIn page for regular updates and more information. #webinar #marketing #strategies #businessstrategies #businessgoals #salesteam #interview #watch

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Big theme at the moment from agencies that I’m talking too is defining their point of difference. Switched on agencies are realising that what they have historically gone to market with isn’t actually a point of difference at all, especially when every other agency says the exact same thing! I’ve had some amazing conversations last 2 weeks showing agencies how they can truly differentiate using Recruiter Insider. The main thing I’ve noticed with our clients is that they are all having record quarter or months, focusing on relationships. What is your point of difference? I’ll give you a tip, the answer is in the question. If you can’t work it out then we should really chat, if you can work it out then we most definitely should chat as RI can take your agency to the next level! We’ve got the proof! The data doesn’t lie.

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Our Page Executive 2024 UK Salary Guide is here! Access our report to help inform your benchmarking exercise on compensation, bonus and benefits for C-suite and senior leadership roles across multiple functions and sectors. The guide also includes market insights from our reputed principals and partners who have successful track records placing leadership talent to help UK businesses transform and grow. Download today: https://lnkd.in/d3Fp_2Y8 #salaryguide #executivesearch #leadership #unitedkingdom #uk #marketinsights #csuite

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𝗧𝗵𝗶𝘀 𝗛𝗶𝗿𝗶𝗻𝗴 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝗪𝗶𝗹𝗹 𝗗𝗼𝘂𝗯𝗹𝗲 𝗬𝗼𝘂𝗿 𝗧𝗮𝗹𝗲𝗻𝘁 𝗣𝗼𝗼𝗹. Here's how you can do it (without an agency) 👇   Hiring in this market can be a minefield.   You’re not alone - we hear this from our clients all the time…   ❌ “Hiring direct doesn’t give me enough quality or choice” ❌ “How can we stand out in a crowded market?” ❌ “I've lost faith in using recruitment agencies” ❌ “Hiring takes up too much of my time”   The problem is, only 24% of candidates are 'actively' applying for jobs online.   But an extra 48% are 'passively' open to a conversation which is a huge opportunity.   Here's how you can access those passive candidates ⬇️ ____   ✅   𝗪𝗼𝗿𝗸 𝗼𝗻 𝘆𝗼𝘂𝗿 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗕𝗿𝗮𝗻𝗱   Passive candidate need more than a good salary to tempt them.   Afterall, they're probably not 'active' because they're valued where they are.   Think about 'Why' someone should want to work for you and shout it from the rooftops!   ✅ 𝗕𝗲 𝗖𝗿𝗲𝗮𝘁𝗶𝘃𝗲   We’ve seen huge success from using video content to bring the opportunity to life.   Create 60 second clips with the line manager discussing the role, the CEO sharing their vision, the HRD describing the culture.   All you need is an iPhone!   ✅ 𝗖𝗼𝗻𝗱𝘂𝗰𝘁 𝗮 𝗣𝗿𝗼𝗮𝗰𝘁𝗶𝘃𝗲 𝗦𝗲𝗮𝗿𝗰𝗵   Map out the ideal candidate pool on Linked in (100 is a good number).   Proactively approach them with your opportunity (or video if you've made one!).   Use tailored, personalised messages to increase your response rate (voice notes work great for this!).   ✅ 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗱𝗲𝗲𝗽 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝘀   Good people know good people, right?   So, incentivise your team to recommend people from their network.   Good referral schemes work tremendously well.   ------   Obviously, this all takes a lot of time so using a good agency can be the preferred choice.   ⏰ Ask yourself, what is your time worth?    If you have time... then there's no harm in giving it a go!   ------ What talent attraction techniques are you seeing work well in this market?   ------   I’m Leo Hewett.   Click my name + follow + 🔔   I’m the founder of Core3 | B Corp™, an Ethical Recruitment Agency committed to changing the narrative.   DM me to learn more about how we help organisations hire and retain top finance & accounting talent.

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A conversation many Senior Marketers are having at the moment- Should we manage Social Media ourselves or outsource it to a specialist agency? There are pros and cons to both, but one thing is for sure, the impact of a strong social media strategy can be huge for the bottom line. Join us in a couple of weeks as we look at both sides of the coin and explore the benefits of using an agency vs bringing it in-house. A must-watch for any Senior Marketer. Click on the link in the comments to register.

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We empower founders globally, facilitating the launch, growth, and eventual sale of their recruitment business to generate significant wealth. We invest in businesses across all sectors of recruitment, ensuring a varied portfolio of specialists each excelling in its niche. If you are a leader within the recruitment industry and interested in launching or scaling your business with the potential of global expansion, contact us by clicking the link below: 🖱️ https://lnkd.in/eV3WNx62 #GlobalExpansion #Recruitment #Business #BusinessLeader #Scale #Growth #Startup #Launch

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👏Female-Led Recruitment Start-ups - Top daily motivational tips👏 Focusing beyond low-hanging fruit 🍋 Securing quality, exclusive, or retained work can propel your agency forward. Download our free guide to starting your new recruitment venture: https://lnkd.in/ezM2rmWV Here’s why: 🍋 Seek Quality Over Quantity: Focus on securing exclusive or retained clients for more reliable and profitable engagements. 🍌 Build Strong Relationships: Invest time in understanding client needs for long-term partnerships. 🥝 Position as a Trusted Advisor: Elevate your role from a service provider to a consultative partner in your clients' success. Helen says…'I’d always been a champion of exclusive work, but as soon as I tasted the rewards of retained – I was hooked and I never looked back. If you think about it, there aren’t many other industries who don’t ask for money upfront, think accountancy, law, web agencies and many more. Securing retained work from the outset could elevate your results early on in your recruitment entrepreneurial journey' #whynotyouwhynotnow #professionalwomen #recruitment #entrepreneurship #motivation #innovation"

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f1 Recruitment Limited Joins PartnerWise Collective PartnerWise Letting my followers, clients, candidates, advocates and friends of f1 know our exciting news. We are so pleased to now be part of the PartnerWise Collective family. After two decades of operating as an independent ‘challenger’ boutique, f1 Recruitment & Search has been acquired by the PE backed PartnerWise Collective, the rapidly growing global executive search, interim and talent advisory group. This acquisition marks a significant step forward, strengthening the positioning of f1 as the expert consultancy for Communications, Marketing, and Sponsorship in Sports & Entertainment, Consumer, Lifestyle, B2B, Sustainability and Social Impact. Amanda Fone, founder and CEO of f1, commented: “We’ve always challenged the norm at f1, and now it’s time to join like-minded experts on the global stage to accelerate our growth during this unprecedented time of disruption and opportunity in our sector. At PartnerWise Collective, I have found an ambitious leadership team with a shared vision that uniquely fuses all the ‘human’ elements of search with advanced technology to provide a differentiated proposition and service level to clients. Our growing presence on the international stage will be enhanced by this move, especially in the MENA region, the US, and Europe, while our laser focus on helping gender parity and social mobility in leadership roles will, of course, continue.” Alexander R., board member of PartnerWise Collective, added: “I have known Amanda and her team at f1 for over a decade and am delighted to have been able to introduce her to our Collective.” Ian Williams, Group CEO of PartnerWise Collective, stated: “The acquisition of f1 Recruitment & Search is another milestone in the growth of PartnerWise Collective. Amanda's team and its specialisms complement our vision perfectly, and together, we'll continue to disrupt and innovate, deliver great value to our customers and widen our global focus on diversity, inclusion and social impact.” As a member of the PartnerWise Collective, f1 Recruitment and Search will gain access to a wealth of resources, expertise and development opportunities. PartnerWise Collective is a rapidly growing group of specialist globally focused executive search, interim and talent advisory companies within consumer brands, retail, sport, media and private equity. Led by Group CEO Ian Williams, the Collective unites like-minded business founders from similar spaces in a vision of being infinitely different in how we think, create and execute solutions on behalf of our customers across the globe. Nikki Magson Megan Patterson Linda Summers Jenny Dodds Louise Raphael James Cape Kirsty Duffy Jamie Waugh Abigail Lucas (LION) Nick Davies James Ingham Cameron Partridge Sarah Bishop Fran Chandler Adomaa M. Sally Wells julia ottaway Stephen Kennedy Mike Kneafsey Nick Carnes https://lnkd.in/e2VfqepT info@partnerwise.co.uk

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Quick ways to cut your marketing costs in your team ⬇️ Struggling with a reduced marketing budget (who isn't?) Here's some quick wins to cut costs in your team 👇 ✅ Analyse your marketing data 🔢 Identify what works and what doesn't. Use tools like Google Analytics, CRM software or customer feedback surveys to measure the performance and ROI of your marketing campaigns ✅ Repurpose older content 📃 Repurpose or update your old content, such as blog posts, videos, podcasts, or ebooks, and share them on different platforms or formats ✅ Optimise your channels 🎯 Use tools like social media analytics, email marketing software, or webinars to track and optimise your channel performance and engagement. You can also experiment with different types of content, such as infographics, live videos, or interactive quizzes ✅Automate and switch to free tools 🤖 check you subscriptions - what can you replace with cheaper (or free!) software? What else can you automate to save your team's time? eg - introduce chatbots to connect with users ✅ Focus on Referral Marketing 📢 A great strategy to cut down on costs. Start with your trusted or repeat customers who can help with referrals to make this work. Provide incentives or rewards for users giving referrals. Word of mouth referencing is another powerful tool. When customers start talking, your job is done 👍 ✅reduce hiring costs 🤑 Ask your team & network if they can recommend anyone. LinkedIn is great for this! Get in touch if you want some advice on how you can cut hiring costs substantially 👇 I may be able to help ☺️ #marketing #hiring #budgets

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What makes a PR agency go from the "it" company to the "ick" company? Catchy titles aside, it's interesting to see a company's reputation start to shift in the market place. As recruiters, we can often see this years before it becomes more pronounced. There are certain agencies that for years, I knew there was little point messaging people at unless it was for an in house role. Then...the tide starts to change. People start proactively reaching out to you from them, you hear in the market how people at x place aren't happy. Or when running through ideas with people looking, you notice that company starts to be one of the "no's". After seeing this happen many times, here's my take on some reasons why: 📌 Private equity buy out. I've posted about this previously - whilst this is often great for people at the top, a private equity takeover is more often than not a negative for culture. Cost cutting, relentless focus on profit, pressure to win any and all new business, leavers not being replaced. Suddenly, the collegiate, family feel independent agency isn't the same anymore. Ditto with company mergers and acquisitions. 📌 Change in senior team No offence to agency founders/CEO's...but you're not always the easiest! A trend I've seen is when there's an incredible MD who very much shields the rest of the team from the Founder/CEO. Then, they leave. Their replacement isn't quite as good at this and the rest of the team start to be exposed to the stress or working more closely with the Founder/CEO. Or...you have a senior team who sprinkle that magic 🪄 where-ever they go. When a few leave, it's just not the same. 📌 Change in clients/direction When an agency starts being less fussy about the work they take on and puts profit over "fit" when it comes to clients, the knock on impact often leads to more leavers. An example that comes to mind is a boutique independent agency, who at one point (5 + years back) were one of THE agencies in consumer PR. They started taking on more work in fields like tech until pretty much all the cool, consumer work dried up and their entire offer was different. As more and more staff left, I believe they ended up selling or merging with a tech agency and are no longer a name to know in consumer PR. 📌 Company leaders stop putting the effort in When you first launch an agency, it's all about the culture - company darts night, bowling, flex working, etc etc. Some companies when they have a solid reputation, can take their eye off the ball and the same issues that cause people to want to leave agency start coming into play. Anything I've missed? Have you been at an agency where this happened? #bradshawsearch #pr #pragency #culture

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🤔 We've had some puzzling conversations with candidates lately regarding agency registrations 🤔 Let's clear something up: as a candidate, you have the right to register with as many agencies as you'd like simultaneously. In fact, we encourage it! Each agency has its own set of clients and specialties, so casting a wide net increases your chances of finding the right fit. However, we're hearing about agencies pushing for 'sole agency' agreements, where they'd be the candidate's exclusive representation. But why restrict your options in such a competitive market? Agencies should earn your loyalty by delivering results, not by limiting your choices. It's absurd that some agencies expect candidates to reject others or even deregister just to secure 'sole agency' status. My advice to candidates: don't agree to this. It's not in your best interest ❌ This is a tough market and we should all be working together to assist candidates, not hindering their progress! #RecruitmentAgencies #JobSeekers #Advice

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Recruitment is a crucial part of the employee lifecycle. How you engage with and respond to candidates reflects your brand and its culture.  Invest some time, provide an exceptional experience and you will not only hire some incredible talent but you will also leave them with the best possible impression of your organisation. One day they may turn out to be your client or your future talent. Vivup #talentacquisition #hiring

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📣 PLEASE RESPOND TO JOB APPLICANTS!! Just a quick plea to companies looking for people for their roles on LinkedIn or elsewhere! I ran a quick poll a week or ago, asking: When you have applied directly for a role on LinkedIn recently, not via a recruitment agency, did you receive a response from the company? This was the response from over 200 people ... ✔ Yes - 26% ⚠ No - 68% ❓ Something else - 6% I know that many people in Talent or Recruitment Manager roles have very full in-boxes, and it seems impossible to respond to every CV you receive. But … It’s a super tough job market right now, and many people are struggling to land a role. They know they are not ideal for every role, but they do need a response. At the very least, a simple automated CV acknowledgement would be fine; a more detailed response would be a bonus. Candidates see their CVs disappear into a black hole a little too often. It’s frustrating and not great for a company's corporate brand or reputation. Recruitment consultants are also far from innocent here.  We know it's tricky to respond to every CV, and sometimes end up having an on-line debate. But any response is better than no response … #CandidateExperience #EmployerBranding #EffectiveCommunication #Respect #JobSearch www.tarshandpartners.co.uk Experts in marketing, brand, digital and commercial recruitment 📧 info@tarshpartnership.co.uk 📞 +44 20 3897 6676

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Maximising recruitment processes is made easy with content marketing. If you're unsure of where to begin, head to our blog page for a step-by-step guide on how to utilise content marketing to create a successful strategy today. https://lnkd.in/eJtAJ4tZ

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I speak with to over 35 Product Leads at Big-Tech Brands most weeks, here are three places I am telling them to consider next: ✅ Brand Experience Agencies. - Traditional branding studios are shifting into Brand Experience Agencies. - This has pushed the ‘bolt on’ Digital teams to now be taken seriously with them being just as important and fully integrated into the agency. - Growth mode for these teams will allow for autonomy whilst studios find their tone of voice within the digital sphere. ✅ Design-Led Start-ups. - With economic confidence back, investment has returned to start-ups. - 'Design-led' is becoming more and more important to make sure new customers feel confident in the experience and are captured early. - This naturally allows for Top tier Design Leaders to find themselves in environments they are truly trusted and given creative freedom. ✅ Enterprise Companies going through Digital revolution’s. - Big shifts are happening to freshen enterprise and legacy brands back into the limelight through contemporary campaigns and rebrands.  - Revolutions offer almost the same autonomy and creative freedom to tear up the rule book as a start-up, without the potential risk factor. - The reward for being know as the moderniser of the worlds best & most notable companies is a top accolade to own.

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WARNING: LinkedIn's new InMail policy means your account could be restricted. So if you're not measuring InMail response rates Start measuring today - your response rate must be 13% or more to avoid restriction. My LinkedIn contact tells me that many recruiters achieve less than 10%, although the average across LinkedIn hovers around 16%. Read my blog to find out how some recruiters are achieving as much as 60%+ InMail response rates. https://lnkd.in/d4TfFvgw Book a meeting with me if you'd like to improve billings in your business: https://lnkd.in/eqSMZmDr Or for free recruitment training visit RecruitmentTraining.com and sign up for 820 recruiter and manager videos, 100% free

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