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.

Pivot to First Episode 4: Ton Dobbe on Creating and Growing a Successful SaaS Company

Pivot to First Episode 4: Ton Dobbe on Creating and Growing a Successful SaaS Company

In addition to podcast hosting, Ton Dobbe is the author of The Remarkable Effect and a SaaS Strategy consultant. Mike appeared on Ton’s podcast Tech Entrepreneur on a Mission Season 4, Ep. 163 published 4/26/2021. This time around, Mike hosts Ton.

For Ton, starting his podcast goes hand in hand with establishing his own consultancy. He wanted to learn how to build a remarkable software business from successful entrepreneurs. His desire to learn from the best soon became a flow and after 60 -70 episodes someone encouraged him to write a book discussing and distilling all the wisdom enshrined in the podcast.

In this episode, Mike and Ton talk about:

What do entrepreneurs need to do to be one of those companies everyone keeps talking about? It’s all about assessing where you stand today and having a vision to guide your and your team’s actions.

How important is talent to grow a successful SaaS company? People and cultural fit a are part of the process. Different people are needed at different stages.

SaaS entrepreneurs have a lot on their plate and sometimes they don’t have a full picture, what are they getting wrong? Everybody makes bad hires, but how you deal with those issues makes all the difference. Also, not getting stuck in ideas and other types of silos can give companies a leg up.

When a company isn’t in an upshot, how do companies assess where they stand and figure out how to get on a growth path? According to some statistics, 9 out of 10 startups fail and 75% of scaleups fail. These figures make it imperative for companies to find the right market fit and positioning to sustain growth.

Finding the right talent for the right role at the right time, having a clear vision with buy-in from everyone involved, as well as adding value for your customers – solving their needs and problems – can lead a struggling or plateaued company to sustained success.

Pivot to First Podcast: Jo Dodds on Employee Engagement

Pivot to First Podcast: Jo Dodds on Employee Engagement

In this podcast episode, Mike chats with Jo Dodds, host of the podcast Engage for Success and a leader of the employee engagement movement.

Ever since the Engaging for Success was published in 2009, Jo has been at the forefront of advocating for best practices in employee engagement. Employee engagement and success have grown into an important cornerstone of a successful company. While hard to define, employee success can be considered as people need to have something meaningful about their work to do the best job they can. Employee experience is the next step forward.

With the Great Resignation, people are shuffling across companies but not everyone is finding that they’re getting what they signed up for. Companies lose good people because they are not talking to everyone. Start out with the supposition that ALL CANDIDATES are good people to talk with and you’ll do a much better job with recruiting.

Important to a successful employee engagement strategy is to focus on the 4 enablers:

1. Strategic Narrative – Visible, empowering leadership providing a strong strategic narrative about the organization, where it’s come from, and where it’s going

2. Engaging Managers – who focus on their people and give them scope, treat their people as individuals, and coach and stretch their people.

3. Employee Voice – Employees are seen not as the problem, but rather as central to the solution, to be involved, listened to, and invited to contribute their experience, expertise, and ideas.

4. Organizational Integrity – the values on the wall are reflected in day-to-day behaviors. There is no ‘say–do’ gap. Promises made and promises kept, or an explanation given as to why not.

Learn more about Jo Dodds and the Engage for Success movement here: 


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

Webinar Recording: Candidate Engagement Benchmarks Report

Webinar Recording: Candidate Engagement Benchmarks Report

Download the Full Candidate Engagement Report here.

In 2021 67.24% of job applicants used mobile devices to apply for jobs. That asks two questions: first, is your application mobile-friendly? and secondly, are you engaging with them quickly enough? 

JobSync and PivotCX have banded together to reveal our new joint Benchmark Report on best-in-class candidate engagement rates. We’re covering top industries like healthcare, education, manufacturing, trucking, and more. 

If you feel like you’re getting ghosted too many times or losing good talent to competitors then this is the webinar for you.

What we will uncover:

  • Engagement rates and stats for top industries [including specified job titles]
  • What top companies are doing to get double and triple and candidate volume
  • How leveraging SMS within your existing automations can fill your funnel faster

Imagine receiving an application from a qualified candidate, contacting said candidate via SMS, and having a response within 9 seconds. You read that correctly – 9 seconds.  And then imagine that at scale.

Download the full report here


Mike Seidle is a serial entrepreneur and software developer with deep experience in HR Tech. Mike heads up product operations and product development for PivotCX. He brings over 30 years of experience in marketing, software development, product and user experience design, and a proven track record of leading technology-driven teams.

Leah Daniels has held a number of roles in the recruiting technology industry, including SVP of Strategy and the GM of SaaS Products at Appcast, Director of Product Strategy at Monster and Director of Global Alliances and Business Development at Bullhorn. Earlier in her career, Leah spent 10 years at ZoomInfo leading sales operations, product management, national account, business development, and data services. She currently resides in MA with her son, dogs, and husband.