Marcus Edwardes

Recruiting Trailblazers

125+ weekly episodes - 1000+ listeners per week! Recruiting Trailblazers is a leading podcast in the Recruiting Industry.
Discover the winning mindset, methods, and magic of some of the smartest Recruitersin the industry.

Home: https://recruitingtrailblazers.com
Apple:  https://apple.co/3MhxTsk
Spotify: https://spoti.fi/32CGwcN

Podcast Host

Marcus Edwardes Consulting, LLC

Are you struggling to differentiate yourself (or your team) in today's Recruiting landscape?

Are you looking to :

 - Dominate your niche
 - Build an army of advocates
 - Speak “one-to-many” with your engaged audience of candidates
 - Earn referrals and market insights
 - Rely far less on cold outreach

Let's be honest... 

Most recruiters are doing the same thing over and again but expecting a different result.

And therein lies the opportunity for differentiation.

It all begins by shifting from a transactional to a relationship-driven mindset and viewing the opportunity as a Recruiter through a much wider lens than just the role you are looking to fill.

I'll empower you to grow as a recruiter by equipping you with the mindset, methods, and magic that will set you up as a successful practitioner for years to come.

It’s not “one size fits all”; our journey together will be uniquely crafted to serve your individual needs, and satisfy your thirst for knowledge and transformation.

Advisor & Coach to Leaders/Practitioners in Recruitment

Verticalmove, Inc

We build digital transformation, product, and software engineering teams...

We help you achieve extraordinary digital transformations by identifying, thoroughly screening, and delivering the world’s best technical talent.

• Digital Transformation Staffing & Consulting
• Technical & Executive Search
• Managed Staffing Program (MSP/RPO)
• Diversity & Inclusion

Chief Operating Officer

Verana Group

Finding people who find people. (to work at companies who need people).

Managing Partner. R4R.

Almaden Valley Athletic Club

My mantra is simple: It's the bit when you want to quit - that gets you fit!

Currently, leading classes at 6am on Tues/Thurs. 

If you like riding to the beat - come grab a seat:)

Indoor Cycling Instructor

Kforce Inc

I led a team of 25 Recruiters and Biz Dev Professionals. 
Kforce is an amazing company. 
I learned how to use metrics to incentivize recruiters - not threaten them.

Managing Director

The Stealth Group

Co-Founder of The Stealth Group
We were the top recruiter for all Activision studios.
We bought the games the day they came out - and then headhunted everyone on the credits.
It worked extremely well until the 2008  downturn.

Co-Founder

Abraxas Technologies

Abraxas was a major player in the UK Permanent and Contract Recruitment Tech Marketplace.

I set up the US operation in Pasadena and grew it to a $25M business in 4 years - and then sold it.

VP of Global Sales

I'm a Brit Podcaster, Recruiter and Coach.

Podcast: I host Recruiting Trailblazers every week - conversations with Leaders, Pioneers and Individual Contributors who've got something worthy to share! 

Apple:    https://podcasts.apple.com/us/podcast/recruiting-trailblazers/id1520017210
Spotify:  https://open.spotify.com/show/5eIWFNmNThe54LYFbEk00c?si=c287df128b8d4307

Consulting: I help Staffing/Search Firms to solve problems, drive more desirable outcomes, build better relationships, and empower teams to become the best versions of themselves.

You can reach me at marcus@marcusedwardes.com

copywritingforrecruiters.com

If you want to produce better recruitment marketing, our online Copywriting for Recruiters training course is available at: https://www.copywritingforrecruiters.com

You'll learn the difference between a job advert and a job description.

You'll learn how to sell your job vacancies more effectively. 

You'll learn how to write more persuasively.

The training is suitable for individuals or groups, either through our 121 coaching or half-day workshops.

Or, if you prefer to get all your job ads written for you, visit: https://mitchs.ai/

Mitch Sullivan

I've cracked the code on job ad copywriting and I'm sharing it for free.

Step 1: Write job description. Step 2: Copy job description. Step 3: Add something like "exciting opportunity to..." at the top. Step 4: Post. Step 5: Collect top talent.

This is what the technique looks like out in the wild:

"𝘞𝘦'𝘳𝘦 𝘩𝘪𝘳𝘪𝘯𝘨 𝘢 𝘋𝘢𝘵𝘢 𝘎𝘰𝘷𝘦𝘳𝘯𝘢𝘯𝘤𝘦 𝘚𝘦𝘯𝘪𝘰𝘳 𝘈𝘯𝘢𝘭𝘺𝘴𝘵 — 𝘢 𝘨𝘳𝘦𝘢𝘵 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘺 𝘵𝘰 𝘴𝘶𝘱𝘱𝘰𝘳𝘵 𝘬𝘦𝘺 𝘥𝘢𝘵𝘢 𝘨𝘰𝘷𝘦𝘳𝘯𝘢𝘯𝘤𝘦, 𝘱𝘳𝘪𝘷𝘢𝘤𝘺, 𝘢𝘯𝘥 𝘉𝘊𝘉𝘚239 𝘢𝘤𝘵𝘪𝘷𝘪𝘵𝘺 𝘸𝘩𝘪𝘭𝘦 𝘩𝘦𝘭𝘱𝘪𝘯𝘨 𝘴𝘵𝘳𝘦𝘯𝘨𝘵𝘩𝘦𝘯 𝘩𝘰𝘸 𝘸𝘦 𝘮𝘢𝘯𝘢𝘨𝘦 𝘢𝘯𝘥 𝘱𝘳𝘰𝘵𝘦𝘤𝘵 𝘥𝘢𝘵𝘢 𝘢𝘤𝘳𝘰𝘴𝘴 𝘵𝘩𝘦 𝘰𝘳𝘨𝘢𝘯𝘪𝘴𝘢𝘵𝘪𝘰𝘯."

So here, the great opportunity is the data governance. The benefit is also the data governance. Unless you think “…helping strengthen how we manage and protect data across the organisation” is a benefit to anyone other than the company.

And then there's the question format, for recruiters who like to really make you work for it:

"𝘋𝘰 𝘺𝘰𝘶 𝘩𝘢𝘷𝘦 𝘢 𝘱𝘢𝘴𝘴𝘪𝘰𝘯 𝘧𝘰𝘳 𝘭𝘦𝘢𝘥𝘪𝘯𝘨 𝘰𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘴 𝘸𝘪𝘵𝘩𝘪𝘯 𝘢 𝘳𝘦𝘨𝘶𝘭𝘢𝘵𝘦𝘥 𝘦𝘯𝘷𝘪𝘳𝘰𝘯𝘮𝘦𝘯𝘵 𝘢𝘯𝘥 𝘤𝘰𝘮𝘮𝘪𝘵𝘵𝘦𝘥 𝘵𝘰 𝘦𝘯𝘴𝘶𝘳𝘪𝘯𝘨 𝘧𝘢𝘪𝘳 𝘰𝘶𝘵𝘤𝘰𝘮𝘦𝘴 𝘧𝘰𝘳 𝘤𝘶𝘴𝘵𝘰𝘮𝘦𝘳𝘴?"

A passion for it. They want to know if the right candidate lies awake at night, burning with desire to ensure fair outcomes for customers in a regulated environment.

Reader: “𝘐 𝘫𝘶𝘴𝘵 𝘸𝘢𝘯𝘵 𝘢 𝘫𝘰𝘣. 𝘉𝘶𝘵 𝘖𝘒, 𝘴𝘶𝘳𝘦. 𝘐’𝘮 𝘱𝘢𝘴𝘴𝘪𝘰𝘯𝘢𝘵𝘦. 𝘈𝘣𝘴𝘰𝘭𝘶𝘵𝘦𝘭𝘺. 𝘞𝘩𝘦𝘳𝘦 𝘥𝘰 𝘐 𝘴𝘪𝘨𝘯.”

I understand the impulse. You want to make the job look attractive. But 'a great opportunity to do the thing' is not a selling point. It's just a sentence. A zero-calorie sentence.

What does growth look like here? What could they learn? Why do people stay? Those are the kinds of things potential candidates want to read.

You may argue that it’s just a sentence. That I’m being pedantic. But I'm not.

Because the opening sentence is the only sentence in the entire ad that is guaranteed to be read by everyone who sees it.

Do you think some agency recruiters are secretly only looking for active job seekers?

By "active job seekers" I mean people who are unemployed or in jobs they hate.

It makes sense if you think about it. They're easier to attract, motivated and available quickly. For a recruiter under pressure to fill roles fast, why would they look anywhere else?

If you're a 3rd party recruiter, is that candidate segment your primary audience when trying to fill a job?

That last question is rhetorical because I don't expect anyone to admit it if it were true - unless their clients typically don’t have the internal resources to fill jobs themselves.

Maybe it's a subconscious thing?

That one wasn't rhetorical.

I built an AI tool entirely on my expertise in one subject.

And it does that one thing cheaper, faster and better than most recruiters can do it. There are other AI tools that can do it cheaper and faster, but they can't do it better.

Mine relies very much on user inputs - which are controlled. The original intention was to enable the user to just upload a JD - but I realised early on that the quality of the outputs would be severely compromised.

Basically it's your knowledge of a job combined with my expertise in advertising jobs.

Have you tried it yet?

If every single recruiter in the UK* created a job ad on mitchs.ai, 1,791** of them would get an ad that didn’t meet my minimum standards. 

For everyone else, they’d get the best job ad they’ve been able to put their name to. 

Luckily, most recruiters don’t know it exists – because having to manually rate every single ad, issue a free credit and send 1,791 emails would be impossible. And I don’t have the budget to build an automation to do that accurately enough just yet. 

So, if you’re one of the 920 people who definitely do know it exists, please don’t tell anyone about it? Because if word gets out, I could be in a bit of trouble.

Thanks.



* Assumes a total of 150,000 recruiters in the UK, minus the 2,000 who’ve done my training.

** This number represents a current failure rate of 1.21% - if every recruiter in the UK created an ad.

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Marcus Edwardes

Mitch Sullivan

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The Battle

Marcus Edwardes

Mitch Sullivan

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Mitch Sullivan's LinkedIn Performance

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