{"id":6697,"date":"2024-05-13T09:07:14","date_gmt":"2024-05-13T07:07:14","guid":{"rendered":"https:\/\/www.mickyweis.com\/saadan-sikrer-du-dig-den-rette-digitale-profil-i-din-rekruttering\/"},"modified":"2024-08-22T15:26:06","modified_gmt":"2024-08-22T13:26:06","slug":"digital-recruitment","status":"publish","type":"post","link":"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/","title":{"rendered":"Mastering digital recruitment: Proven strategies to attract top talent"},"content":{"rendered":"<p>Finding the right profiles in the digital industry has almost become a sport in itself.<\/p>\n<p>On LinkedIn, I receive countless messages with requests for recommendations for various roles\u2014who fits best where, and so on. I&#8217;m not a headhunter, and even though I have some insight into the digital world, it can be a challenging task.<\/p>\n<p>Are you looking for a specialist, a versatile all-rounder, or a strong leader? The paths to success are many, and missteps can be both costly and sometimes necessary.<\/p>\n<p>However, I would like to highlight someone from my network whom I have seen achieve great success multiple times. I\u2019ve had the pleasure of observing from the sidelines how he masterfully sniffs out the right talents, and it is without a doubt the best I\u2019ve seen in the industry.<\/p>\n<p>It seems appropriate to introduce <a href=\"https:\/\/www.linkedin.com\/in\/kennethbojensen\/\" target=\"_blank\" rel=\"noopener\">Kenneth Bo Jensen<\/a>, founder of <a href=\"https:\/\/talentx.dk\/\" target=\"_blank\" rel=\"noopener\">TalentX<\/a>, who works extensively in this area.<\/p>\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 ez-toc-wrap-left counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Jump to section<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #000000;color:#000000\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #000000;color:#000000\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Recruitment_of_digital_profiles\" >Recruitment of digital profiles<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Define_your_success_profile_before_starting_your_recruitment\" >Define your success profile before starting your recruitment!<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Success_is_instead_about_context\" >Success is instead about context<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#The_job_posting_as_the_core_of_successful_recruitment\" >The job posting as the core of successful recruitment<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Target_your_job_postings_to_the_right_candidates\" >Target your job postings to the right candidates<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Keep_your_requirements_short_and_precise\" >Keep your requirements short and precise<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Use_the_right_channels_to_market_the_job_posting\" >Use the right channels to market the job posting<\/a><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><ul class='ez-toc-list-level-4' ><li class='ez-toc-heading-level-4'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#But_often_LinkedIn_will_be_more_than_enough\" >But often LinkedIn will be more than enough<\/a><\/li><\/ul><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Reach_out_to_candidates_within_the_industry\" >Reach out to candidates within the industry<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Selection_and_the_job_interview\" >Selection and the job interview<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/www.mickyweis.com\/en\/digital-recruitment\/#Allow_room_for_detailed_questions_during_the_interview\" >Allow room for detailed questions during the interview<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2><span class=\"ez-toc-section\" id=\"Recruitment_of_digital_profiles\"><\/span>Recruitment of digital profiles<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Thanks, Micky!<\/p>\n<p>My story is that I have worked with talent for 7.5 years and in recruitment for the last 2.5 years.<\/p>\n<p><strong>I was outside the recruitment space and working with talent profiles, and I simply COULD NOT understand why so many were not more successful with their recruitments than they were.<\/strong><\/p>\n<p>My wonder was, why do we in marketing focus on <a href=\"https:\/\/www.mickyweis.com\/en\/digital-dictionary\/\">CLV<\/a>, how our Ideal Customer Profile looks, where we find them, how we should communicate messages, how our tone-of-voice is, and much more.<\/p>\n<p>All the while, in recruitment, people often say: <strong>\u201cDo we have the job posting from last time?\u201d<\/strong> when a new employee is needed.<\/p>\n<p>This inspired me to create my own framework for talent-based recruitment, where many of the principles from marketing are used.<\/p>\n<p><strong>When it comes down to it, how big is the difference between attracting the right customer or the right candidate through a funnel?<\/strong><\/p>\n<p>Therefore, I will now give some inspiration to the process and mindset, so the chances of success can hopefully increase when it comes to digital profiles.<\/p>\n<p><strong>Here are my 5 tips<\/strong><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Define_your_success_profile_before_starting_your_recruitment\"><\/span>Define your success profile before starting your recruitment!<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>What is it you are actually looking for in a potential candidate?<\/p>\n<p>It&#8217;s not enough to say: <strong>\u201cI need a Paid Social Specialist\u201d<\/strong>, because I can reveal that they come in MANY different forms.<\/p>\n<p>It\u2019s also not enough to say you want experience, as studies show that there is a 6% correlation between experience and future performance.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Success_is_instead_about_context\"><\/span>Success is instead about context<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>At TalentX, when we create success profiles, we base them on talent profiles. We identify 7 talents that will have the greatest success in the future job.<\/p>\n<p>If you don&#8217;t use talent profiles, disregard this\u2014but you still need to do the groundwork.<\/p>\n<div class=\"greenbox\">\n<p><strong>Consider the following:<\/strong><\/p>\n<ul>\n<li>What tasks will the person need to handle in their daily work?<\/li>\n<li>How do I want the person to solve these tasks?<\/li>\n<li>How do I want the person to think?<\/li>\n<li>What would be great for the person to be driven by? (Should the person be driven by deep-dive analysis, execution, learning new things, being social in the team, developing others&#8217; skills?)<\/li>\n<li>How do I want the person to fit into the culture?<\/li>\n<li>What is important for the employee to collaborate with the immediate leader? (Collaboration with the immediate leader accounts for 70% of the employee&#8217;s engagement, making this one of the most critical parameters for success).<\/li>\n<\/ul>\n<\/div>\n<p>The above are just some of the basic elements you can assess when it comes to how the future employee can successfully fulfill their role.<\/p>\n<p>It\u2019s about narrowing down your criteria as much as possible, as we want to target exactly the candidate who meets these.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"The_job_posting_as_the_core_of_successful_recruitment\"><\/span>The job posting as the core of successful recruitment<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Oh, how often I have discussed this with my clients before we even start the first recruitment process.<\/p>\n<div class=\"greenbox\">\n<p>Again and again, we hear:<strong>\u201cEnough with the job postings. Let&#8217;s focus instead on the candidates you already know, as well as how we find the candidates you don\u2019t yet know.\u201d<\/strong><\/p>\n<p>At the same time, we often hear after the recruitment:<\/p>\n<p><strong>\u201cDamn! During the interviews, they constantly referred back to the job posting and how it spoke to them.\u201d<\/strong><\/p>\n<\/div>\n<p>That is the key to recruitment.<\/p>\n<p>The job posting has the same purpose as the ads targeting potential customers.<\/p>\n<div class=\"greenbox\">\n<p>It should attract the right candidates, so they think:<strong>\u201cWow \u2013 this is just for me! I don\u2019t really need another job, but I have to find out what this is about.\u201d<\/strong><\/p>\n<p>At the same time, it should ensure that the candidates who do not match the job think:<\/p>\n<p><strong>\u201cUgh, that sounds like a tough position!\u201d<\/strong><\/p>\n<\/div>\n<p>When the job posting has this dual purpose, it\u2019s crucial that it is written sharply, which is why a well-defined success profile is very important.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Target_your_job_postings_to_the_right_candidates\"><\/span>Target your job postings to the right candidates<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>When we work with talent, it is easy for us to communicate specifically to these 7 talents throughout the entire job posting.<\/p>\n<p>If communication is not sharp, you will suddenly reach far more people who can see some of themselves in the posting and think:<\/p>\n<p><strong>\u201cHmm, these 3 things match me well \u2013 maybe I can also handle the other 3 that don\u2019t fit me as precisely?\u201d<\/strong><\/p>\n<p>This is where it can become dangerous, and the risk increases that you find the wrong candidate.<\/p>\n<p>So, when writing the job posting, it is important to keep it as clean and consistent as possible.<\/p>\n<p>Think about how your dream candidate looks and make sure to always write to that person\u2019s personality.<\/p>\n<div class=\"greenbox\">\n<p>If you need someone who is \u201cgoal-oriented,\u201d you don\u2019t write: <strong>\u201cYou are goal-oriented\u201d<\/strong> in the posting, because what is \u201cgoal-oriented\u201d anyway?<\/p>\n<p>Who wouldn\u2019t say they are goal-oriented? Everyone is goal-oriented towards what they are passionate about.<\/p>\n<p>Instead, you write:<\/p>\n<p><strong>\u201cYou are the type who finds it hard to sit still, and you often feel that those around you are a bit lazy and don\u2019t work quite as hard as you do.\u201d<\/strong><\/p>\n<p>Now you attract the right people, not those who interpret the word &#8220;goal-oriented&#8221; based on their own thoughts and experiences.<\/p>\n<\/div>\n<h3><span class=\"ez-toc-section\" id=\"Keep_your_requirements_short_and_precise\"><\/span>Keep your requirements short and precise<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>We always start our job postings with: <strong>\u201cIf you recognize this, then you are the one we are looking for\u201d<\/strong>, followed by listing sentences like the above, so the right candidates keep reading\u2014while the wrong ones quickly leave!<\/p>\n<p>Make sure not to set too many requirements in the job posting. The data we have shows that the more requirements listed, the fewer applications are received (especially from women).<\/p>\n<p><strong>Keep it as short and precise as possible.<\/strong><\/p>\n<p>This is undoubtedly the most important part of recruitment.<\/p>\n<p>In other words, it separates the wheat from the chaff, and you end up sitting across from the most talented and relevant candidates. This cannot be emphasized enough.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Use_the_right_channels_to_market_the_job_posting\"><\/span>Use the right channels to market the job posting<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>Again, think about finding new customers for the company. Which channels are used to attract them?<\/p>\n<p>However, I will say that almost all digital profiles are cruising around on LinkedIn, as it is often part of their job to be on the platform and know a lot about it.<\/p>\n<p>We have had great success with paid advertising on LinkedIn. If the job posting is well-made, it will often bring in a flood of applicants.<\/p>\n<p>You can easily use other channels as well, which can be more specific to digital profiles.<\/p>\n<div class=\"greenbox\">\n<h4><span class=\"ez-toc-section\" id=\"But_often_LinkedIn_will_be_more_than_enough\"><\/span>But often LinkedIn will be more than enough<span class=\"ez-toc-section-end\"><\/span><\/h4>\n<p>As long as it is a paid job posting, so it can be pushed to potential candidates.<\/p>\n<p>Free and organic job postings rarely go as far compared to paid ones.<\/p>\n<p>In addition, it is recommended to share the posting from both the company\u2019s social media and private accounts.<\/p>\n<p>There may be exciting candidates within your immediate network. We typically have more trust in shares from our network than from companies.<\/p>\n<\/div>\n<h2><span class=\"ez-toc-section\" id=\"Reach_out_to_candidates_within_the_industry\"><\/span>Reach out to candidates within the industry<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>By pushing the job posting and<\/p>\n<p>sharing on social media, it\u2019s possible that the candidates will come on their own, but with the competition for digital profiles, it sometimes requires a little extra effort.<\/p>\n<p>Here, it can be advantageous to connect with interesting candidates and mention that you\/your company is looking for new colleagues and that the job posting can be sent if the interest is mutual.<\/p>\n<p>If the job posting is well-written, it won\u2019t require convincing sales tactics once they\u2019ve received it.<\/p>\n<p>The potential candidates will either be drawn to or repelled by the posting.<\/p>\n<p>But it often takes a bit of proactivity to activate candidates who are not actively looking.<\/p>\n<p>Think of it as the collaboration between marketing and pre-sales, where the market is tested in advance.<\/p>\n<h2><span class=\"ez-toc-section\" id=\"Selection_and_the_job_interview\"><\/span>Selection and the job interview<span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p>This can be a bit tricky because normally when we do recruitment for our clients, talent profiling of applicants is the FIRST thing we do.<\/p>\n<p>Not to see if they are by definition good at what they will be doing, but to ensure that the candidate matches the success profile. That they will be motivated and energized by holding the job.<\/p>\n<p>We use this as a screening of candidates because, as mentioned before, experience has a 6% influence on future performance. So consider bringing in some candidates who might be a bit of a wildcard.<\/p>\n<div class=\"greenbox\">\n<p><strong>AGAIN<\/strong> <strong>we are back to the job posting<\/strong>If it is well-written, it will attract applicants who can see themselves in the success profile described.<\/p>\n<p>These should be applicants who are drawn to the way of working, thinking, and acting.<\/p>\n<p>In our recruitment processes, we see that between 60% and 80% fall within the talent-based success profile.<\/p>\n<p>So give it an extra chance. There may be hidden gems in the applicant pool that are not immediately apparent because applications often focus predominantly on experience.<\/p>\n<\/div>\n<p>When it comes to the job interview, it is about asking questions related to the elements deemed important in the success profile.<\/p>\n<p>The job interview and success profile should \u201calign\u201d to ensure you can offer the job to the best-qualified candidate.<\/p>\n<h3><span class=\"ez-toc-section\" id=\"Allow_room_for_detailed_questions_during_the_interview\"><\/span>Allow room for detailed questions during the interview<span class=\"ez-toc-section-end\"><\/span><\/h3>\n<p>For job interviews, we recommend semi-structured interviews.<\/p>\n<p>This way, there will be elements that recur between the individual interviews, while at the same time allowing the interviews to flow naturally with more specific questions if something needs further explanation.<\/p>\n<p>Here are <strong>9 examples of questions<\/strong> that can be asked during the interview, as my colleague Rasmus presented in an article about job interviews for Lederstof:<\/p>\n<div class=\"greenbox\">\n<ol>\n<li>What specifically made you type out your application and apply for the job when you read the job posting?<\/li>\n<li>When applying for a new job, certain things may be particularly important to you\u2014it could be regarding the tasks, the future leader, or the team. What is most important to you when considering a new job?<\/li>\n<li>Based on the information you have received about the job, what would you highlight as your most important qualities as an employee?<\/li>\n<li>Where do you most need support and assistance so you can focus as much of your time as possible on what you do best?<\/li>\n<li>If I were a fly on the wall in your previous jobs with a small notebook, wanting to observe how your strengths manifest in your actions, what would I note?<\/li>\n<li>What have I done right as a leader if you feel engaged and motivated in the job after 1-2 years?<\/li>\n<li>What have we as a company done right if you are sitting here after 1-2 years and feel that the collaboration is working optimally?<\/li>\n<li>What have we as a company done wrong if you are sitting here after 1-2 years and want to leave?<\/li>\n<li>Tell me something that is NOT on your CV!<\/li>\n<\/ol>\n<\/div>\n<p>Hopefully, these questions will help you uncover who fits best in the role at your company.<\/p>\n<p><strong>If you follow these tips, things shouldn\u2019t go too wrong.<\/strong><\/p>\n<p>Worst case, you can always find us at <a href=\"https:\/\/talentx.dk\/\">TalentX<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Finding the right profiles in the digital industry has almost become a sport in itself. On LinkedIn, I receive countless messages with requests for recommendations [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":5473,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[83],"series":[],"class_list":["post-6697","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-business-development-en"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v28.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Digital recruitment strategies \u00bb How to find and attract top talent<\/title>\n<meta name=\"description\" content=\"Discover key strategies to attract top digital talent with compelling job postings and targeted recruitment techniques in the digital era.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" 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