RDA Talent-Attraction-Guide-23 210x297 v2-SP - Flipbook - Page 3
Talent Attraction Guide 2023
Foreword...
In 2018, I had been recruiting marketers as a recruiter in a recruitment agency for
3 years, and I’d come to realise 2 things: I really enjoyed it and, given the chance,
I thought I could improve how it’s done.
Day 1. 1st June 2018. No live roles, no clients, no candidates, and no brand/reputation.
This meant that when that first business gave us a chance, I simply had that one
project to work on. Now to fix the ‘zero candidates’ element…
I couldn’t really afford job adverts so I embarked on a mission to go to whole-ofmarket and seek out the BEST and most appropriate people I could find, based
on the brief I’d been given... Headhunting.
Not only did I find this method more effective in terms of the talent it generated,
I also found myself talking to candidates for twice as long as I would have in my old
life, as I had the time to do so. No KPI’s, no ‘telephony sessions’, just real proper work.
This led to stronger and more detailed introductions, more meaningful placements,
and happier clients. I’d quickly realised, after 5 or 6 successful projects in a row, that
working on fewer projects allowed me to get under the skin of the role more and
spending more time interviewing candidates. My fill ratio was a lot higher, roles were
getting filled and no candidates were getting ghosted… everyone was winning.
Fast forward 4 years, 8 months and X days (at time of publishing) and we’ve
developed a watertight 6 step method that guarantees to either find you the right
marketing person or give you the live insight and data from the market as to what is
stopping this from happening, with suggested adjustments.
Consultative, methodical, knowledgeable and – above all – honest.
Welcome to Rosslyn David – The Marketing Headhunters.
A. Nichols
Adam Nichols
Founder | Director
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