Attracting A-Players in a Tough Market
Hiring has never been harder. Seek ads aren’t cutting it, A-players aren’t browsing job boards, and most businesses are reacting too late. In episode five of Raising The Bar, Mel Strutt and Mon dig into why recruitment now needs to be treated like a marketing function and what smart business owners are doing to attract and retain great people.
From brand perception to platform strategy, they explore why “putting up a job ad” is no longer enough and how you need to think like a marketer if you want to hire like a pro. If recruitment is draining your time, team, or patience, this episode is your reset.
Takeaways:
- Recruitment marketing is now essential. Seek and LinkedIn are tactics, not a strategy.
- A-players aren’t looking. Push marketing helps you get in front of them before they start browsing.
- Define what makes you a great place to work. Then back it up with proof from your current team.
- Most companies now spend up to 50% of their marketing budget on recruitment. It’s not optional anymore.
- Staff testimonials, video stories, and consistent messaging beat flashy perks every time.
- Don’t make false promises. A slick ad followed by a poor onboarding experience destroys trust.
- Keep an always-on recruitment ad running, but invest in push channels like YouTube, TikTok, and Instagram.
- Direct your ads to custom landing pages, not just your Seek listing, so you can actually measure impact.
- Even with a tight budget, $300 to $500 a month can get your brand in front of the right talent.
- The best way to keep good people? Deliver on what your recruitment message promises.
