Beyond matching skills
Kristina Gerdov • November 25, 2024
Client: Five By Five Global
Role: Managing Director
Candidate: Mark Anderson
When Five by Five Global approached our Lead Talent Partner, Sheryn - they were clear about their vision: they needed a leader who could steer their Australian operations with vision and integrity. The role required someone who not only had extensive agency leadership experience but also possessed the strategic acumen to lead the agency into its next phase of growth.
Iknowho’s Lead Talent Partner
Sheryn Small
was excited
by the scope of the search
Sheryn worked closely with the team at Five by Five to establish the essential qualities they were looking for. Matt Lawton, CMO at Five By Five said, “Sheryn's experience in the sector made it easier to brief her on the role. We shared common reference points when talking about culture, leadership style, and agency vision. Her industry insight was critical in helping me feel confident that we’d receive a strong candidate pool upon my return from a three-week honeymoon. Sheryn even challenged me on a few things’ others might have missed, helping us narrow the field and fine-tune our decision-making.”
Sheryn’s deep understanding of both candidate and client needs became apparent as the onboarding process progressed. Mark described his experience transitioning into Five by Five as "seamless and supportive." Matt shared, "The onboarding experience was valuable to both of us. I gave a strong commitment to work alongside Mark for at least two months, which allowed us to meet clients and supply partners in an unforced, natural way that kept business flowing. This approach has yielded some immediate success and helped uncover opportunities from existing and new clients alike.”
Reflecting on the value of working with a specialist recruiter, Mark noted, “Specialist recruiters are more than intermediaries; they’re connectors with a real understanding of the industry. It’s a bit like matchmaking – you’re much more likely to find a role that truly fits when someone has taken the time to understand both you and the organisation.”
We’re so grateful for the opportunity to work in partnership with Five by Five and Sheryn really sums it up "Our role is more than just matching someone’s skills to a job description. It’s about ensuring alignment on values, vision, and long-term goals, and personal connection" says Sheryn. “I find working on leadership roles really rewarding as the impact of the person you’re placing will be so pivotal to the success of the client’s business. I can’t wait to see the impact that Mark has on Five By Five”.
Nailing an interview requires more than just showing up and answering some questions. It’s about preparation, presenting yourself in a way that leaves a lasting impression and following up well.
There are lots of great candidates on the market right now—great news if you’ve got urgent hiring needs! While it might mean you’re opting to run the recruitment process yourself, here are some tips to help protect your brand and support those out there in the trenches, working hard to get back in the game. We all know how tough it is for candidates right now, so it’s more important than ever to uphold ethical practices and give every candidate a positive experience, even if they’re not the right fit for your role. Hopefully, by reading this, you're joining me on a journey to make a real difference in the way we approach recruitment. Be Prepared and Aligned from the Start This one might seem obvious but before starting the interview process, make sure all the hiring managers and interviewers are aligned. Be clear on what you’re looking for in a candidate, how many interview rounds there will be, whether there’s a task, and who will handle what questions. When everyone’s on the same page, not only do you create a smoother experience for candidates, but you also speed up the process, increasing your chances of finding the right person quickly minimising disruption to your project deadlines and over stretched team. Plus, it sends a clear message to candidates that - you value their time and respect their effort. For help on the interview itself you can read our tips on how to deliver a great interview experience. Set Expectations with Candidates Now that you’ve set internal expectations, it’s time to share them with candidates! It’s much easier for candidates to put their best foot forward when they know what to expect. A great interviewer considers the candidate’s circumstances—some may be feeling pressure from unemployment, others might be neurodivergent or anxious. Let’s not forget about the mass redundancies over the last 18 months! When you give candidates the tools to prepare, they can focus on showcasing their true skills instead of worrying about surprises. This levels the playing field and helps ensure you’re finding the best fit for the role, not just the best performer on interview day. Show Empathy and Understanding The job market is tough right now – I’m hear the term “wild west” all too often lately! Many candidates have been out of work for a while, through no fault of their own. A little empathy goes a long way. As the old adage goes – treat people the way you’d want to be treated. Ask about gaps in employment, but do it with curiosity, not judgment. Creating a safe space for candidates to share their story shows that your organisation values people, not just their resumes. After all, we’re all human. Be Transparent Transparency builds trust. Be upfront about what candidates can expect—not just from the recruitment process but from the role itself. Share the positives and the challenges. Being vulnerable will gain respect and helps candidates make informed decisions. It’s better to have someone opt out early than to hire someone who leaves after a few months because the role wasn’t what they expected. Feedback is Key This is probably one of the most talked-about (and frustrating) aspects of today’s job market. LinkedIn is full of posts from candidates who’ve been ghosted after interviews. My advice? Even if you don’t have a decision yet, let candidates know where they stand. Ghosting can leave a lasting negative impression—not just on the candidate but on your employer brand too. Providing even a small amount of constructive feedback can make a big difference. It doesn’t have to be lengthy; a positive note and a key reason why they weren’t selected can help candidates improve for next time and appreciate the process. And if you’ve forgotten to get back to someone (because, let’s be honest, we all get overwhelmed sometimes), own it. A simple, sincere apology goes a long way in closing the loop. What matters most is showing respect for their time and effort, even after the fact. Help Where You Can If a candidate isn’t the right fit, consider how you can help beyond a simple "no." If they impressed you, is there someone in your network who might be interested in their skillset? Could you make an introduction? A Simple Thank You Goes a Long Way Candidates are juggling jobs, rearranging childcare, and coming up with creative excuses to take time off for interviews (I’ve heard Michael’s had a lot of white goods delivered this week!). Whether they advance or not, they’ve invested time in your company, and a simple thank-you can leave a lasting positive impression. Check In: Are You OK? "Are You OK?" Day is a great reminder to check in on people’s mental health, but it shouldn’t just be once a year. With the pressures of today’s economy, many candidates are experiencing heightened stress. Acknowledging the strain of job searching or offering flexible interview timings can go a long way toward reducing stress. I love when clients share tips for managing interview anxiety—it's a small thing that makes a big difference. Reflect on the Process After each hire, take time to reflect on what worked and what didn’t. Did candidates get enough information upfront? Were timelines manageable, and was communication prompt? Asking for candidate feedback can be a great way to improve your process over time. This can even be a step you introduce during your onboarding process - here is some advice on how to successfully onboard your new hires. Being open to evolving is a core part of being a responsible and ethical employer. Building an empathetic hiring process doesn’t just benefit candidates—it strengthens your brand and helps you secure top talent. If you're ready to elevate your recruitment approach, reach out to one of our talent partners at iknowho for a chat.
In today’s market, it can be overwhelming when you're up against many candidates vying for the same role. But there are ways to make your application stand out and catch the eye of a recruiter or hiring manager. Below are our team's top tips to help you get noticed and increase your chances of landing that dream job. 1. Tailored approach While it may seem tedious, personalising your CV for each job is essential. Hiring managers are incredibly prescriptive in a candidate-rich market and will be looking for someone who ticks all their boxes. Tailor your CV to make it crystal clear that you possess the necessary skills and experience for the specific role. Use the job ad or JD as a guide, highlighting relevant experiences and key strengths that align directly and use the same keywords. A one-size-fits-all approach might make you fade into the background, so stand out by showing you’re the perfect match. 2. Showcase Achievements Having direct, relevant experience in your field will naturally draw attention to your application. When listing your past roles, focus on what you achieved rather than simply what you did. Employers want to know how you’ve made an impact in your previous positions, so highlight any quantifiable results, improvements, or successes you’ve been a part of. The more you can demonstrate your value through real-world examples, the stronger your application will be. 3. Boost your CV with links to your work One of the easiest ways to set yourself apart from the sea of applicants is to make your CV more interactive. If you’ve worked on significant projects or have a portfolio of work, don’t be afraid to show it off! Include hyperlinks to any notable creative work or projects. For example, if you’ve been part of a marketing campaign or creative project, link to it in your CV. For agency client service roles, this is especially crucial. Let your experience shine through examples rather than just bullet points. 4. The use of video Video applications are becoming increasingly popular as a way to add a personal touch to your submission. If the offer is there, take advantage of the opportunity to sell yourself via video. A short, engaging video introducing yourself and explaining why you’re the right candidate for the job can help you stand out. This is especially true for roles that require strong communication skills or client-facing positions. A video application allows you to express your enthusiasm and personality—something a CV alone can’t do. Keep it brief, professional, and impactful. 5. Specialist Recruiters Finding a job can feel like a full-time job in itself. That’s where working with a specialist recruiter can make all the difference. Recruiters in your field know the ins and outs of the industry and often have access to roles that aren’t advertised publicly. A specialist recruiter will work with you to understand your goals and match you with the right roles, often helping you secure a position faster than you could on your own. Leverage their expertise and network to your advantage. 6. Personal Brand Your personal brand is your digital handshake—it introduces you to potential employers before they’ve even met you. If you haven’t already, create a LinkedIn profile that showcases your skills, experience, and personality. Make sure it aligns with the details on your CV and gives a fuller picture of who you are as a professional. At the same time, ensure any other social media accounts are private unless they’re also part of your professional brand. 7. Community contribution Engaging with your community can be a powerful differentiator. Whether it’s volunteering, contributing to local causes, or simply being active in professional groups, community involvement shows a level of initiative and engagement that employers value. If you’re not already involved, look into opportunities to give back or participate in industry events or associations. Not only will this boost your resume, but it will also broaden your network and potentially open doors to new opportunities. In a market overflowing with exceptional candidates, distinguishing yourself can seem challenging. However, with a well-crafted strategy, you can significantly enhance your prospects. Begin by actioning some of our top tips here - making a positive impression on potential employers has never been more achievable.
