Weekly Newsletter Vol. 100 - July 30, 2025

Generating your Lead Story…

What 100 Newsletters Taught Me About Recruitment

After 100 newsletters, I’ve come to one conclusion: recruitment isn’t complicated, it’s just crowded with noise. So today, instead of giving you 100 lessons, I’m giving you 10 refined, battle-tested truths that have stood up over hundreds of conversations, mistakes, experiments, client wins, and candidate disasters.

This is everything I’ve learned in the trenches — made simple.

1. Speed Hires Winners 

   The best candidates are off the market in 14 days or less. If you're waiting three weeks to collect resumes and conduct five rounds of interviews, you're not being thorough — you're being avoidable. Great hiring comes from confident, timely decision-making. Want better talent? Shorten your cycle. Respect their time like you respect your own.

2. “Culture Fit” Is a Lazy Excuse for Bias 

   Hiring for “fit” often means hiring someone who looks, talks, or thinks like the team. That’s not culture — that’s cloning. Define your actual values, operating principles, and what success really looks like in the role. Then hire for alignment, not comfort.

3. Recruiting Is Selling — Period 

   You're selling opportunity to candidates. You’re selling talent to clients. And if you're internal? You’re selling recommendations to hiring managers. If you can't communicate value, create urgency, or handle objections, your "maybe pile" will always stay full. Master the sales cycle. It's your real job.

4. If You’re Not Showing Up on LinkedIn, You Don’t Exist

   In today’s market, LinkedIn is your storefront. You don’t need to be a content machine, but you do need to be present. Share wins, talk about your process, comment with purpose, and become known for something. If your brand is invisible, so are your opportunities.

5. Process Is More Valuable Than Passion 

   Everyone’s passionate. That’s table stakes. But recruiters who win consistently? They’ve built scalable, repeatable workflows. That means optimized outreach, scheduled follow-ups, systemized onboarding, and strong CRM hygiene. Your process is your moat — build it deep.

6. Boring Outreach Gets Ignored — Even by Desperate Candidates 

   If your InMail starts with “I came across your profile and was impressed…” — congrats, you’ve just sent the most ignored message on LinkedIn. Personalization beats automation. Have a point of view, ask a real question, and ditch the corporate jargon. It’s not clever — it’s forgettable.

7. Track the Right Data — Then Actually Use It

   Time-to-fill, cost-per-hire, and quality-of-hire aren’t just vanity metrics. They tell a story about your funnel, your clients, and your own performance. Most recruiters either track nothing or hoard dashboards they never act on. Use data to make better decisions, not just to look busy.

8. Your Job Description Is a Marketing Asset — Start Writing Like It 

   Most job ads read like a punishment. “Must have 7 years of this. Must be proficient in that.” That’s not a call to action — that’s a chore list. Candidates don’t apply because they can do the job. They apply because they want to. Write for humans. Inspire, clarify, invite.

9. Candidate Experience Is the Brand 

   Want better applicants? Referrals? A stronger reputation? Start with how you treat people. Keep them informed, give feedback, and don’t ghost. Even if someone’s not the right fit, they’re still a human with a network. Bad process echoes. So does a good one.

10. Consistency Crushes Talent Every Time 

    Some recruiters are brilliant — occasionally. But the ones who build businesses, brands, and communities? They’re the ones who show up every day. They follow the plan. They publish regularly. They track the work. It’s not sexy, but it scales. Consistency is the cheat code.

What's Next?

I started Recruitment Made Easy to cut through the noise and make this industry make sense. Along the way, it's grown into something bigger: a community, a following, a course, and a business that connects recruiters around the world.

If you’ve ever shared this newsletter, replied to an issue, sent me a candidate, or just read quietly in the background — thank you.

Here’s to the next 100.

🎁 A Gift for 100 Supporters

To mark the 100th issue of this newsletter, I’m giving back in the most meaningful way I know how — with time.

Over the next 12 weeks, I’ll be offering 100 hours of my time to 100 loyal supporters of Recruitment Made Easy. Whether you’re building a recruiting business, launching something new, or just need strategic guidance — this is for you.

More information on how to enter will be shared in the next issue, as I’ll be travelling next week. So stay tuned — and thank you for being part of this journey.

— Matthew

You can’t make this stuff up

_{(*Disclaimer: these are real experiences provided by RME's community of job seekers and hiring managers)}

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