Rethinking Recruiting Marketing with James Whitelock on Pivot to First Episode 6

Rethinking Recruiting Marketing with James Whitelock on Pivot to First Episode 6

 After the Great Resignation, employers are rethinking their recruiting marketing strategies. More than ever before, candidates are looking for companies that align with their values and lifestyles.

Mike and James Tackle Recruiting Marketing

Employers are incentivized to build and maintain a good reputation through reviews on websites such as Glassdoor and Indeed. This poses the risk of hyper-focusing on appearances instead of spending time developing positive interactions with potential and current employees. 

How does a CEO diagnose what’s the problem when they find themselves adjusting hours and production to fit many unfilled positions in their workforce.

The truth of the matter is that it’s never just one problem. Still, to diagnose what is going on, CEOs have to look internally and understand what drives their workforce, what is making them stay or leave, and what their experience is like from the moment they apply through their engagement lifecycle with the company.

What can companies do to improve their “candidate flow” issues, and how can they get more qualified applicants?

Many processes, including how people apply for and search for jobs, have changed since the Covid-19 pandemic. Instead of simply posting jobs online and hoping for a great candidate to show up, companies should commit time and resources to engage great people where they are. Employers who create a relationship with candidates can be top of mind when an opportunity arises.

How do you tell a candidate flow problem vs. a time to offer problem?

90% of candidates still take the first job offer they get. Knowing that candidates are time-sensitive can help businesses plan ahead of a possible hiring problem. 

About James:

James is the Managing Director at Think In Circles, a sales and marketing growth agency, and an expert on Recruitment Marketing. He’s also the host of The Marketing Rules podcast. James hosted Mike about a year ago when they discussed AI and human-to-human conversations in the recruitment process.

Transformative Book in James’ business journey: Brand Sense by Martin Lindstrom because it’s the book that got him into marketing. It dives into how marketers and branders use the other senses available to get you to buy into their company. 


Learn more about Mike and PivotCX:

Pivot to First Podcast Episode 5: Jon Dwoskin on Always Recruiting as an Organizational Plan

Pivot to First Podcast Episode 5: Jon Dwoskin on Always Recruiting as an Organizational Plan



This time on Pivot to First, Mike and Jon Dwoskin talk about what it means to “Always Be Recruiting” (ABR), and why Succession planning is for more than just the CEO. They also cover why employee retention is key to solving companies’ hiring problems.

You get to work with a lot of different businesses. How is the current talent climate situation affecting them?

Millennials and Gen Zs are looking for specific things they want from a company. They want training and mentorship, and it spills over to older generations. At all levels of an organization and across generations, people need to communicate effectively, ask for help, and understand their people’s needs and where the gaps are.

Where do you think most businesses go wrong when it comes to hiring?

They don’t have a recruiting plan; they wing it. To turn recruiting into a competitive advantage, companies should not only look at succession planning for the CEO, but as an organizational plan. When someone is promoted or leaves a year from now, we have to promote, train, grow from within, or recruit. It takes 3 -12 months to find a great candidate. Younger workers want to experience growth and mentorship throughout their career so the regular “ladder model” doesn’t work anymore; additional lateral moves with increased responsibility might be a more effective approach.

What can business owners do to make better hires consistently?

It should be standard practice to look at the pipeline of people. According to some studies, 85% of jobs that will exist in 2030 don’t exist yet. New roles and new types of business require entrepreneurs and businesses to stay ahead of the curve.


About Jon Dwoskin

Jon Dwoskin is a Business Coach, mentor, podcast host, author, and speaker. You can find his content on his website. His Podcast “THINK Business Live” provides content daily to help clients and entrepreneurs get unstuck. Bringing best-of-class guests from all over the country, he shares what they do and how they get their people unstuck, from sales to the C-suite from solopreneurs to Fortune 500 companies.  He interviewed Mike on March 1, 2021.

Rosey on What the C Suite Needs to Know about recruiting in 2022

Rosey on What the C Suite Needs to Know about recruiting in 2022


Pivot to First explores topics and ideas with the goal of turning hiring into a competitive advantage. In this episode, Mike speaks with Rosey Nathan. In addition to being a podcaster extraordinaire based out of New Zealand, she is a Recruitment Partner with Customise Talent Group. You can also find her work as Career & Whole Human Mentor for Rosey on Recruitment and Career. She also has a varied background in Sales, Management, and recruiting in SaaS, FinTech, and other industries.

In this edition we explore:

  • What makes a happy workforce and what benefits does it bring to a company.
  • Explaining Employee Engagement in 3 words.
  • The recruiting hurdles employers are facing in the current market.
  • Some reasons why candidates’ counteroffers have increased up to 40%
  • How can candidates avoid pitfalls when looking for a new job.
  • Tips for happy recruiting in 2022
  • Fixing employers’ candidate flow problem via speed of engagement.
  • Rosey’s reading, movie, and TV recommendations.

Rosey Nathan on the web