Startup – David Life Group

04Jul

How To Choose Digital Marketing Recruiters To Handle Your Digital Marketing Staffing Needs

According to one report, fewer than 50% of small businesses currently invest in search engine optimization, or SEO. This means that more than half of business leaders are missing out on SEO benefits.

Put simply, SEO is the process of improving your digital presence to drive organic traffic to your site, and improve brand visibility. A key facet of digital marketing, it’s quickly transitioning from a nice-to-have strategy to a core outreach component.

The right Digital Marketing recruiters can help you find qualified, experienced experts in this space. Whether you’re just dipping your toes into SEO or you want to take your current strategy to the next level, today we’re sharing how to choose a recruiting team that works for you

“It is a long established fact that a reader will be distracted by the readable content of a page when looking at its layout.”Merry Joe

The best SEO staffing firms don’t just cold-call candidates or rely on outdated methods like LinkedIn InMail. Instead, they’ve spent the time to cultivate a vast network of experienced experts who usually elude those types of tired strategies.

Require Digital Marketing Knowledge:

What makes our team so efficient at finding the right SEO hires? We thoroughly understand this niche market, and we know the specific types of skills that make someone proficient in it.

This helps us cut through the clutter and identify the exact employees who are qualified to fill your existing job openings. This includes the following roles, among others:

SEO strategist
SEO analyst
SEO consultant
SEO specialist
Digital marketer
Social media manager
Content strategist
Demand Gen Manager
Director of CX
Media Buyer
Paid Social Specialist
SEO/SEM Manager
UX/UI Designer
Digital Marketing Specialist

Setting the mood with incense

Rising in the search engine ranks takes more than an in-depth knowledge of Google algorithms. Rather, it requires a deep understanding of digital marketing and the elements that it takes to succeed in this space. Regardless of the type of expertise you need, we’ll help you find the right fit.

04Jul

The True Difficulty in Hiring for Tech Security

There is no debate that we are in the midst of a cybersecurity talent shortage. With the sharp rise of cybercrime, it is more important than ever for firms to modernize their security program. The problem is that nearly all experienced and capable professionals are gainfully employed – leaving many companies at exposed and without the right resources to cut down those risks.

Though technology and the internet have been around for a while, the maturation of cybersecurity is just coming into light. Simply put, the number of individuals focused on cybersecurity 5 to 10 years ago is very few compared to the amount of professionals needed in today’s market. This means that there is not nearly enough highly experienced talent to go around – forcing companies to outsource, train, or recruit talent away from other companies.

Due to the high demand, a wage bubble has been growing. In order to attract talent, companies must recruit them away from their current employer. The best and most effective way is by offering significantly higher compensation. This puts a strain on small to mid-sized companies (and Tech budgets) who need cybersecurity talent just as bad as the Fortune 500 firms. Top talent in the field can easily command $300,000 per year or more, and with the shortage of talent to begin with, you may or may not get the best of the best without a big pile of cash! Cybersecurity hiring has become a headhunting venture where companies are expected to seek individuals, offer them astronomical salaries and deal with some unique demands.

The talent gap is widening at the speed of light with no signs of stopping. We need to switch our thinking on who to hire for these roles – be it internal individuals or non-traditional candidates. Companies can provide benefits like work from home options or unlimited time off to attract talent instead of solely focusing on compensation as the driver to poach candidates.