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.

Being out of work can be tough. The days can feel long and the inbox can feel empty. The current employment market is tricky, so to those of you who are currently in between jobs know that you’re: a/ not alone and b/ market conditions aren’t optimal But, like any bump in the road, it’s important to remain positive and better still, make use of the extra time available. As they say – when life gives you lemons…you know the rest. Here are some thought starters which might help: Limit your job search time to an hour a day and only apply to roles that really speak to your interest and experience. Don’t fall into the trap of applying for anything, it will only give you application fatigue and could leave you feeling more demotivated. Consider further study; use the time to learn something new and broaden your skills, this could relate to what you do now or help you to pivot in a new direction. Network; catch up with old colleagues and clients and put yourself on people’s radar. You never know how your next role might come to you, and talking to your advocates may prove more productive than you think. Don’t be afraid to lean on your network for support, advice or referral. Consider volunteering; whether that’s at your favourite charity, local soup kitchen, or kids school canteen, it’s sure to help fill your time with something meaningful and give you a sense of purpose. Personal brand; invest some serious time here. Write a blog article to push out on socials, modernize your CV, give your LI profile an overhaul, offer to speak at an industry event. Try something new; open yourself up to contract, invest time in a side hustle, attend a seminar of a motivational speaker you admire, or Fresh air; with Spring upon us ensure you take advantage of Australia’s best asset – the great outdoors. Take a walk, go on a hike, feel the sand between your toes. Fresh air and a dose of vitamin D will help clear your head, sharpen your focus and remind you of life’s more simple pleasures. And as the adage goes ‘This too shall pass’. There are always peaks and troughs in the employment market and we anticipate that we’ll start to see more traction and hiring confidence return in the coming months. If you have any questions or need further support during this time, don't hesitate to reach out to myself ( Sheryn ) or our dedicated talent partners . We're here to help you navigate the current job market and find the right role for you. Additionally, if you're interested in understanding the latest market trends, download our latest Salary Guide . It's packed with valuable insights that can help you position yourself competitively in the industry. Stay connected, stay informed, stay in the kno w .

We get it… Interviewing candidates can seem overwhelming and time consuming but with a little preparation and the right approach, you can maximise your time, gain valuable insights, and leave a positive impression on potential hires. Here’s a guide to delivering a great interview experience that benefits you, and the candidate and your company’s employer brand. Be Prepared It may sound like a given, but preparation is often overlooked. Read over the CV beforehand. Who are you meeting and why? Walking into an interview without a plan can lead to surface-level conversations that don’t provide the depth of insight you need. By taking the time to review the candidate’s CV and application beforehand, you can focus on exploring their experience and skill set in greater detail. This not only helps you understand their suitability for the role but also shows the candidate that you’re invested in the process. You never get a second chance to make a good first impression! Structure the Interview A structured interview leads to better outcomes for both you and the candidate. Draft a clear agenda before the interview, outlining key points you want to cover. This could include specific skills or experiences you want to explore, and be sure to allow time for the candidate to ask their own questions. At the beginning of the interview, take a moment to explain the structure to the candidate. This helps set expectations and allows the conversation to flow smoothly. Set the Scene Creating a welcoming atmosphere is essential. Start by being on time and showing up as your authentic self; friendly, confident, knowledgeable, and attentive. Begin with a few minutes of informal chat to break the ice and make the candidate feel comfortable. This approach not only eases nerves but also encourages a more open and genuine discussion. Remember, candidates should leave the interview feeling valued. Ask the Right Questions Crafting thoughtful, open-ended questions is key to understanding a candidate’s competencies, values, and cultural fit. Ask them to draw on their past experiences with questions that begin with “How,” “Why,” or “Can you explain?” For example, “Can you give me an example of a time you had to prioritise a number of competing tasks on a tight deadline?” this allows you to gauge probable future behaviour. These types of questions encourage detailed responses and provide deeper insights. To further validate their answers, don’t hesitate to follow up with more direct questions - such as When/Who/Where? “When did this happen?” or “Who was involved?” This approach helps you gather concrete evidence of their abilities. Share & Excite Remember, it’s a competitive market out there. As much as you’re evaluating the candidate, they’re also evaluating you and the company. Take this opportunity to sell your organisation—highlight your team’s achievements, recent successes, and the exciting projects they could be a part of. Explain the company culture, values, and any perks that make your workplace stand out. This is your chance to inspire them and have them leave wanting to join your team! Encourage Two-Way Conversations Interviews should feel like a conversation, not an interrogation. Encourage the candidate to ask questions. Be prepared with thoughtful answers that will leave them excited about the possibility of joining your organisation. A strong, two-way dialogue creates a positive experience and gives the candidate a better sense of what it’s like to work with you. Thank & Close As the interview wraps up, make sure to cover any final remarks or questions. Set clear expectations about the next steps in the process. If you’re unsure about timelines, be honest about it—better to manage expectations upfront than disappoint later. And of course, thank the candidate for their time and effort. What may seem like a “casual chat” to you, likely received hours of preparation from the candidate. A sincere thank-you leaves a lasting impression. You can create an interview experience that is both productive and enjoyable. Remember, interviews are not just about assessing candidates—they’re also about making your organisation the place they want to be! If you’re looking for more tailored advice on how to conduct great candidate interviews, are interested in finding out current salary brackets, or you’re looking for your next team member – feel free to reach out to any of our talent partners .

Having spent the last three months in my new role as a digital marketing recruitment consultant, I've had the pleasure and opportunity to engage with a diverse set of leaders in the industry. Here's my take on some of the key themes that have cropped up, the current state of the digital marketing landscape and a look ahead at the job market. Positive Rumblings with a Sprinkling of Cautious Optimism On the whole, the job market remains generally cool due to the challenging and uncertain economic climate. However, digital marketing budget allocation remains steady (in some cases increasing), and driving the “growth agenda” continues to be a priority for many digital teams across Australia. Emergence of AI and focus on Data Governance The strong emergence of AI, the increased importance of data governance, and the utilisation of first-party data, present exciting opportunities and optimism for those who embrace the shift and stay ahead of the curve. The data landscape, in particular, intrigues me. With customer demand for transparency and global legislation enforcing corporate responsibility, businesses are having to review their strategies, processes, and tech resources in order to hold market share and stimulate growth. As such, your brand proposition and communication of customer value have become even more important in building customer trust and loyalty. The trust exchange for first-party customer data, when managed effectively, is driving more sophisticated personalised brand experiences, intelligent segmentation, and ultimately fuelling a smarter and more responsible digital landscape. Balancing Brand Building and Performance How businesses marry their brand-building activity with performance activity/campaigns is becoming an increasingly interesting space to play in. It’s an age-old discussion but is becoming more relevant in a world where third party data is less abundant and reliable. Those finding the right balance and putting their faith in the long-term play will prevail! For a great conversation on this I’d encourage you to check out Smarter Marketing Podcast episode - https://rocketagency.com.au/podcast/balancing-brand-and-performance To deliver on growth targets and capitalise on these opportunities, skilled resources are required, which I believe is reason to be optimistic! Optimism in the Job Market My optimism is further fuelled by conversations with digital leaders over the past month who report that the digital skill gap remains high. Digital marketing teams across the board are communicating resource shortages (with the exception of government roles perhaps) and the underutilisation of marketing technology. Considering the continued increase in budget allocation shifting towards digital projects, the exciting and challenging developments in the data landscape, the integration of AI into workflows, and the need to activate an underutilised marketing tech stack, there is indeed further optimism in the digital job market. This is especially true if businesses intend to meet ambitious growth targets moving into the second half of 2024 and beyond, albeit a journey that will likely be slow and potentially a little bumpy! While the economic climate presents challenges, the digital marketing landscape is ripe with opportunities for those who are adaptable and forward-thinking. As we move into the latter half of 2024, staying ahead of trends in AI, data governance, and digital strategy will be key to navigating the evolving market.

We are thrilled to introduce Pete Budworth, our newest Senior Talent Consultant, leading the charge on all things Digital. I took the opportunity to sit down with Pete this week and got to know him a little better. Join me, as we chat about all things digital marketing, recruitment - those combined and Pete’s proudest moments to date!

Your guide to shorter term contracts in the marketing world.