Are you producing long-form content for your recruitment firm’s website? While the prospect of turning a blank page into one that offers substantial value and information for your target audience can seem pretty daunting, it is something that offers many benefits.
Remote working is here to stay. It's been over a year now that most organisations have gone fully remote (whether temporary or long term) or adopted a hybrid working model. Face-to-face interactions, water cooler chats and coffee breaks have now been replaced by virtual meeting rooms and zoom calls.
In the busy world of recruitment, agencies are often so fixated on the daily complexities of their jobs that they may miss out on the benefits of an effective communications strategy. Here’s just a few of the most effective communications tricks to double your recruitment agency’s client base:
One of the most frequently asked questions I receive from recruitment marketers and agency owners is ‘How can we increase the number of LinkedIn followers we have?’
Just when we got used to planning and operating in the ‘new normal’, we have had to face an intricate roadmap full of ‘ifs’ and ‘whens’. While the future now looks more promising than it did in the depths of the pandemic, can recruitment marketeers be expected to develop a plan at a time when the future is nothing short of uncertain?
As a recruitment agency owner you’re no doubt aware just how important social media has become in recent years. It enables your business to increase its brand awareness, enhance its reputation and generate leads – to name just a few of its many benefits.
Any recruitment agency owner that has had limited interaction with outsourced PR and marketing support (or, indeed, a particularly bad experience with a less than reputable agency) might not automatically think of ‘authentic’ as being a key part of public relations or marketing. But authenticity is crucial in any content you’re pushing out.
Are you looking to implement video content into your recruitment firm’s LinkedIn strategy?
As social media feeds continue to become increasingly saturated with a rise of 2.3 million UK users in the last year, it is more difficult than ever for recruitment agencies to cut through the noise and generate content that captures the attention of their target audiences.
Have you noticed a decline in your recruitment firm’s organic reach across social media over the last few years? You’re not alone. Algorithm changes at Facebook, Instagram, LinkedIn and Twitter have all negatively impacted the number of people that businesses are able to reach.
Has your recruitment agency tried LinkedIn Stories yet? Rolled out worldwide late last year and following in the footsteps of Snapchat, Instagram and Facebook, LinkedIn Stories allows individuals and company pages to share updates which last for 24 hours on the platform.
Public Relations, or 'PR', for recruiters is all about the way you communicate with your target audience, promote yourself, and build a positive reputation.
With the shift to working from home as a result of the coronavirus pandemic, social recruiting has become far more competitive as recruiters look to stand out on the LinkedIn feeds of potential clients and candidates.
You may have heard the term before, but aren’t exactly sure what it means, how it can benefit your business, or why it’s named after a tree. So what is evergreen content? Evergreen content is content that is relevant now and long after it is published (such as this very slightly updated post from a few years ago). It can show up in a variety of formats, such as ‘how-to’ articles, top ten lists, case studies, and much more. Topics that work well for this are those that are part of our everyday lives, or relevant for everyone within a certain industry or subculture. Be it careers, health, finance, family, or relationships, evergreen content will flourish regardless of what’s going on in the news. News articles, statistics and reports, and trending topics are typically not suitable for this.
Has your recruitment agency tried Instagram Reels? In this blog, I will:
While 2020 was without doubt a challenging year for us all, many will have entered the New Year with some sense of optimism. And while the announcement of another national lockdown has certainly put a dampener on some of the positive forward planning that staffing companies had begun, the simple fact is this: we’ve been here before and we know what can help businesses survive.
The New Year is always a great time for new beginnings and new objectives. And for recruitment agencies, it’s a great time to plan for the year ahead – and what a year it’s looking to be. What lies in store for the UK economy is certainly unknown. Indeed, the only certainty is uncertainty. For every business, now is the time to look at how to weather the storm and, in my view at least, having a robust marketing and PR strategy in place will prove hugely valuable in the coming months. In fact, this formed the topic for a recent webinar I hosted with my colleague Dan. So how can recruiters and marketing teams create a strategy that’s impactful, relevant and can withstand the potential changes that lie ahead? Start at the beginning It might sound like an obvious statement, but when setting out your plans for the coming months, it’s vital that you take a step back and consider the ‘why’ before the ‘how’. Defining exactly what you want to achieve from any activity and why, will put you in a far greater position to see demonstrable results that are aligned with your agency’s growth plans. And while of course the most ambitious firms might have a number of objectives, being minimalistic will often deliver greater results than taking an all-encompassing approach. By trying to cover all bases at once, you’ll be spreading resources rather thin and, as a result, will be unlikely to see the desired impact. Instead, setting three clear targets to begin with and investing time and energy in achieving this will deliver greater ROI.
TikTok witnessed incredible growth in 2020, as people sign up to the app to join in with challenges, learn dance routines and be entertained in what was a challenging year for us all. So, should your recruitment firm get in on the trend and start using TikTok? I look at what you need to know about the platform.
We often receive queries from businesses asking how to run competitions on Facebook and what the rules are. In this blog post, I will outline the key Facebook competition rules – including one that many brands break – and share some top tips on planning a successful competition.
It's hard to believe 2020 is behind us. And what a year it was. Full of twists, turns, tragedies but perhaps most critically when it comes to recruitment, a year of change.
2020 has been testing for all of us, however we are starting to see shoots of optimism when it comes to the recruitment sector, which, as we all know, is often viewed as a barometer for the wider economy.
For those of you who have heard anyone from BlueSky PR present in person or on webinars, you’ll have no doubt heard us talking about thought leadership PR and content. If you haven’t, here’s a quick explanation: thought leadership PR comprises content and communication that demonstrates your knowledge, experience and skills, with little to no sales pitch. It leaves your target audience with a real understanding that you are 100% in tune with the sector you work in.
Did you know that you can see the social media ads your competitors in the recruitment industry are running? In this blog post, I explain how you can view your rivals’ social media ads and gain the insights needed to enhance your recruitment firm’s paid social media campaigns.
2020 has been an uncertain and challenging year for the recruitment industry because of the impact Covid-19 has had on the job market. And this, in turn, has led to a shift from what was predominantly a candidate-driven market to a client-led one.
Content needs to be at the heart of every recruitment firm’s marketing strategy. When produced and utilised correctly it enables your business to generate brand awareness, build relationships with candidates and clients and bring your marketing costs down.
When it comes to partnering with a PR firm, there are a number considerations to factor into decisions. However, quite often one of the questions we come across is whether a recruitment business should go for a generalist firm or a specialist agency. While there are benefits to both, for staffing companies in particular, having a niche expert on board can often provide the greatest return on investment.
Burnout has been an aspect that is usually not paid much heed. Though it is one of the things that employers have had to deal with for the longest time. Employees who are overworked, unappreciated, dissatisfied, frustrated are usually at the brink of burnout. It is one of the significant factors affecting retention.
There are numerous viewpoints when it comes to whether to outsource marcomms to a specialist agency or keep it in house. But what about a combination of the two? Increasing numbers of companies are turning to a hybrid model where they keep some of the marcomms mix in house and outsource other areas to a specialist agency. And an effective relationship between the two parties can substantially maximise business results. So what are the top ways you can effectively work with an outsourced provider?
Are you looking to outsource your recruitment business’s social media? Here are seven of the most frequently asked questions we receive when speaking to recruiters enquiring about our range of social media services.
Social media has become far more important than ever for recruiters during these difficult times. Recent research shows that 31% of UK social media users say that they have spent more time on social platforms because of the pandemic, working from home and furlough.
When it comes to personal representation, talent development is as important as image development. Building a brand requires a great image. Building a great image requires having fantastic talent. Recruiting fantastic talent requires putting a great learning and development (L&D) strategy in place from the very beginning. Utilising a great L&D strategy is increasingly becoming the norm in organisations. According to the 2019 L&D Report compiled by findcourses.co.uk, a massive 72% of industry-leading organisations use L&D in their recruitment process. More than half believe that it gives them a competitive advantage, while 39% take L&D even further, using it is a decision-making tool when promoting talent. Why? The numbers speak for themselves. Organisations that use L&D in this way have a 22% lower staff turnover rate, with much higher levels of staff satisfaction with their roles. But how do you put a great L&D strategy together in the first place?
In this ‘always on’ digital age, social media has become incredibly important for recruitment agencies. However, one of the biggest challenges facing marketers is securing buy-in from senior management who sometimes fail to recognise the value that social media has to offer. This may be due to the leaders not being active on social, or simply because they are of the (wrong) opinion that it shouldn’t be a business priority.
When I’m speaking to new contacts in the recruitment and HR sphere I often find myself being asked during recruitment marketing discussions: “what is employer branding and why does it matter?” (this usually stems from a conversation where I’m explaining what we do here at BlueSky PR that makes us more than just a PR firm!) So, having faced the question again recently, I thought now would be a great time to jot down some useful information.
With 31% of UK social media users reporting that they have been spending more time on social media because of the pandemic, it is the perfect time for recruitment marketers to focus on ensuring that paid social media campaigns are part of their client acquisition strategies.
Since being founded in February 2009 as a way for co-founder Jan Koum and his mum to stay in touch with their family back in Ukraine, WhatsApp has become the world’s most popular messaging app with two billion active users worldwide.
As more staffing companies get back to the office, it’s encouraging to see much more positive chatter in the hiring landscape. And there’s certainly been an uptick in the number of firms starting to once again get their communication and PR activity running. But the successful implementation of recruitment marketing strategies is reliant on a number of factors. While this certainly isn’t an exhaustive list, the below tips will certainly help businesses hit the ground running.
Recruitment marketing is a vital function for firms of all sizes, yet it can be incredibly difficult to know what we should be measuring and how. Too often recruitment marketers rely on vanity metrics, such as the number of social media followers they have acquired or the website traffic their site receives, which ultimately do not drive many relevant opportunities for business development.
I attended the Recruitment Network’s marketing round table last week and a key theme was how to get sales and marketing teams working together. And despite the fact that companies which successfully align sales and marketing not only drive more revenue, but also have better customer satisfaction levels, the subject has always been contentious. There a number of reasons for this – from a perception that marketing doesn’t drive sales through to cultural misalignment inherent within a business.
As the importance of social media in recruitment firm’s marketing strategies continues to grow, businesses across the industry are refining their approaches across the platforms to maximise their ROI. However, whilst focusing on the areas that directly impact the engagement and visibility of your brand’s social media presence is incredibly important, many marketers are overlooking the need to train employees on social media best practice – from the basics, such as how to create and share posts through to more advanced areas like nurturing prospects.
With over 4.5 billion active internet users today, the power of digital marketing can’t be overlooked. While internet usage has been steadily rising in recent times, unsurprisingly Covid-19 has accelerated the move towards greater usage and reliance on technology. And if recruitment firms want to ensure that they get their message heard and rise above the noise, it’s crucial that they have a strategic marketing plan which is fit for the new virtual world. Here’s how recruitment firms can step up their digital marketing strategy.
Recruitment marketers have faced a common challenge for a long time now: getting consultants on board with PR activity. We all recognise the frustration. Those in the profession know that the best and most impactful marketing and content strategies are ones that everyone in the company supports. Whether that’s through sharing press coverage and blogs, being active on social media or contributing to the content themselves, having recruiters involved in PR will be hugely valuable in driving up engagement levels.
In the months since our lives were turned upside down due to COVID-19 I have seen several posts on LinkedIn about poor candidate experiences – from the jobseekers applying for roles and hearing nothing – not even an acknowledgement that their application has been received – to those seeking advice and being met with silence. Of course, it’s important to note that there are exceptions to this rule, and some recruiters have ramped up their comms activity to ensure that candidate experience remains on point. In fact, I saw a great post from a recruiter who was on furlough asking her network to get in touch if they have lost their job and need help with CV writing or simply a chat about what their options are.
How high does your recruitment firm’s website content rank on Google?
In our most recent live recruitment marketing Q&A, hosted by Vickie Collinge and Dan Stobbs, we focused on the future of recruitment PR and marketing, BlueSky's @VickieCollinge and @Stobbzy are live for our recruitment marketing Q&A. They are discussing how agencies can future-proof their comms strategy. Send in your questions! #RecruitmentMarketing #Recruitment #Staffing #HRhttps://t.co/pSyvEkRPPX — Tracey Barrett (Dunn) (@BlueSkyPR) May 18, 2020 Here's what was covered: . Vickie: Hi everyone, it's Vicki here from BlueSky PR.
Are you struggling to demonstrate social media ROI to your manager or the wider team at your recruitment firm? Measuring the return on social media metrics can often feel like a real struggle as not everything you do will result in a new candidate or client.
While no-one is really sure what will happen in the wake of COVID-19, one certainty is that millions of job-seekers will be searching for employment at the same time. Therefore, if agencies are to stand out in this market, having consistent and clear communications with clients and candidates will be essential for firms going forward.
The UK eagerly awaited the scheduled announcement from the Prime Minister on Sunday 10th May, with the expectation of lockdown being eased a prediction of the hopeful, while the realists among us perhaps knew that it’s still too early for that. And while there remains to be some clarity on exactly what we can and can’t do (remember, you can go out but you can’t, and go to work but don’t travel, and don’t go to work if you can work from home – and please, PLEASE stay alert, whatever that’s supposed to mean) one thing is for sure: uncertainty remains. So just what does the latest Covid-19 news mean for recruiters and what should we all be doing more of to keep battling on?
We recently ran our fifth live recruitment marketing Q&A focusing on crisis PR for recruiters, hosted by Vickie Collinge and Dan Stobbs.
Last week we ran our fourth live recruitment marketing Q&A focusing on recruiters social media use, hosted by Dan Stobbs and Steph King.
There’s no denying that COVID-19 has meant that the messages you communicate with candidates has had to change exponentially in a matter of weeks. Many agencies will have spent a lot of time and effort developing a content calendar full of useful tips and resources. However, in the current climate some of these subjects will no longer be appropriate – a series aimed at job opportunities overseas or securing a pay rise, for example. Consequently, firms have had to go back to the drawing board and come up with new resources that address candidates’ pain points in the current climate. So what are the top tips for ensuring your content is appropriate and, crucially, that all candidates are responded to when they engage with your brand?