Sometimes in life, it just becomes clear that something is amiss or wrong without any tangible evidence to suggest so. That’s why so many people rely on ‘gut instinct’ to make important decisions. However, in other situations, there are clear warning signs that a disaster is approaching. Whether it’s the oil leaking from a car before a big journey, birds flocking from the trees ahead of the tsunami/volcano/earthquake in every disaster movie ever made, or when a partner stops laughing at your jokes. These are all red flags suggesting there is trouble ahead.

Bringing in a PR partner represents a significant decision for any business, and a clear change in their thinking, meaning there’s understandably often a sense of both excitement and apprehension. The promise of greater visibility, improved perception, and more consistent reputation management rightly feels like a step forward, but the practicalities of how the relationship actually starts can feel uncertain. This is why we’ve analysed the first 90 days of a PR onboarding and client partnership process, and provided tips on how to not only shape the effectiveness of the relationship, but also the agency’s ability to translate commercial ambition into visible results.

A good brief is central to selecting the right agency and ultimately achieving results. While some potential partners might look great on paper, without clearly vocalising the organisational aims and expectations from the partnership, expectations can quickly misalign. It acts as the foundation for everything that follows and defines what the agency will deliver, and how well it will understand the business it represents. In markets like recruitment, for example, where reputation and perception matter more than most, a clear and effective mandate can make the difference between a partnership that thrives and one that fails. We know that many marketers across a range of industries struggle with the question of how to brief a PR agency, which is why we have highlighted some actionable tips that can make all the difference.

To many outside of the profession, or without a detailed understanding and appreciation of what public relations actually involves, PR is often viewed as something to bring in to support a major event, such as a product or report launch, or to manage a crisis. However, understanding the full breadth of support that the best agencies offer is pivotal, particularly when more organisations across all markets are seeking cost efficiencies and to consolidate their potentially fragmented supplier bases. But what are the different types of PR services provided by agencies, and when should they be utilised?

A combination of factors, including talent shortages and evolving client demands, are reshaping recruitment in the UK, US and around the world. Across multiple industries, employers are moving away from antiquated hiring models based on qualifications and credentials and more towards candidate assessments that focus on quality and demonstrable skills. So-called skills-based hiring is driving major change in how talent is identified, evaluated, recruited and developed, and the implications are vast and far-reaching.

Choosing which PR tactics to use is a prioritisation exercise. Different approaches work for different organisations depending on their sector, size, culture and about a dozen other factors. But the first step in getting that decision right is knowing what a PR agency can actually offer.

While all markets move at pace, the evolution seen in the marketing profession in recent years has been particularly remarkable. Within recruitment specifically, in just over a decade, the industry has shifted from print advertising to digital campaigns, from job boards to social storytelling, and now from typed searches to spoken ones. Voice search has, more broadly, become part of everyday life, as professionals increasingly ask mobile assistants to support their job hunt, to find nearby recruitment agencies or to check available job roles through devices such as Alexa and Google Assistant.

Keeping pace with changing algorithms, user behaviour and other external influencing factors is challenging work for marketers. While the metrics that were tracked five years ago still matter, they now sit inside a broader ecosystem with a greater array of formats and additional concerns to keep up with including short-form video, consent-first identity, multi-touch journeys, creative signals, and much more all of which agencies must closely monitor.

One minute you think you understand LinkedIn, the next the algorithm has changed again, and for some reason you’re seeing dozens of photos of cats, dogs, children and essentially anything unrelated to work. This is the challenge facing recruitment marketers who are trying to keep their posts and content relevant – and visible - in a landscape that’s changing at a rapid pace.

Without wanting to heap further misery onto an already challenging situation, if 2025 is anything to go by, then it’s likely that recruitment marketing budgets for 2026 will continue to be stretched. Therefore, all agency marketers will have to keep doing more with less, and subsequently choose their strategies wisely to maximise the available funding.

The launch of a new product, service, initiative or sub-brand represents an opportunity to open new doors, to reach different audiences, and to push a more focused value proposition that a parent brand may not be able to communicate as adeptly. However, too often these events are overly focused on the launch and creating a single day of noise, rather than on developing a more sustained and longer-lasting approach that produces a greater volume of long-term, measurable results. Public relations is a critical tool at these times, but how can organisations develop effective PR strategies for launching new initiatives or sub-brands?

Often unknowingly, recruitment agencies and their individual consultants will be sitting on stacks of data that is of interest to those outside of the industry, and particularly in the media. This information can be packaged up in various formats and utilised in press releases, webinars, physical events and more. But one of the most impactful ways for agencies to leverage the information at their fingertips is to develop data-driven reports to boost media coverage. While to many this might sound like an incredibly intimidating and onerous process, it doesn’t need to be, and there are simple and proven steps to developing these types of content that can grab the headlines and be utilised to secure more clients and candidates. Here’s how...

Outside of shaping policy decisions and growing its influence, driving member renewals is one of the core areas of attention for any trade association. This is ultimately one of the most important ways any industry group can remain functional and operational; however, in the current financial climate, when more industry bodies are appearing on a regular basis, securing these sign-ups is not necessarily an easy task, particularly when they often have limited channels with which to engage their audiences. With these challenges in mind, how can trade associations utilise their member newsletters to drive renewals?

With over 40,000 recruitment businesses operating in the UK at a time when the job market has been impacted by wider economic factors, competition for client contracts has never been fiercer.

Trade associations hold a quiet, but practical power that doesn’t always make headlines, but does quietly shift the shape of policies in ways that benefit businesses and the public. They tend not to chase the flash and attention of a headline campaign, but steadily build and amplify industry experience and expertise into evidence, so that ministers, advisers and others responsible for shaping regulations and the law are armed with usable facts and credible voices at the precise moment they need them. Public relations plays a vital role in this process, but how do trade associations use PR to influence policy decisions in their specialist markets?

The UK recruitment market is one of the most crowded industries in the country, with over 40,000 firms at last count vying for attention. As a result, standing out has become a major problem.

You don’t have to look far for evidence of AI’s increasing infiltration into almost every market. Whether it’s a dozen LinkedIn posts with the same slightly clawing tone and odd cadence, the ‘slop’ images being churned out across all social media channels, or the Random Capitalisation Of Words On Employer Websites And Blogs. It’s safe to say, AI is everywhere.

Diversity, equality and inclusion are no longer just aspirational statements tucked away in the dustier corners of corporate literature and now act as central to how organisations are judged, both by the people who work for them and by the wider public. For organisational inhouse talent teams, the commitment to DEI is not only a moral and social imperative, but – perhaps more cynically - also offers a competitive advantage. However, as the conversation around these issues becomes more complex due to broader geopolitical and societal factors, and the presence of Donald Trump, so too does the need for careful, authentic and nuanced communication.

In recruitment, your people are your brand. Every interaction that a consultant has with a client or candidate, every opinion shared at an event or in a client meeting, and every observation made about the market reflects not just the individual but also the business they represent. With over 40,000 agencies operating in the UK alone, standing out is key but all the best firms are trying to do the same thing, meaning that the real differentiator often comes down to credibility. And one of the most effective ways to build this credibility is by positioning your consultants and leaders as recognised thought leaders in their fields

There’s a lot of noise in the recruitment industry from cliched ‘what the Lionesses victory taught me about the RPO market’ type LinkedIn posts through to some teeth-grindingly bad employer branding. That means the real experts, who aren’t always the loudest voices, get drowned out.

PR fails can destroy years of reputation building in a matter of days. In today's digital landscape, social media amplifies every organisational misstep, no matter how small. Even months of positive stories and thought leadership can be overshadowed by a single crisis.

The recruitment and employment market has become incredibly competitive. At last count, around 40,000 businesses operate in the UK alone.

With skills shortages spanning multiple industries and markets, few companies can afford to miss out on talent. With research showing that more than half of job seekers will not apply to a firm after reading negative feedback, the strength of an employer brand is critical. But how can organisations protect themselves, and what is the role of PR in building and protecting their reputation?

In recruitment, reputation is everything. While agencies face several potential existential threats, such as downturns in the economy or broader market changes that are largely out of their control, one risk they can manage is the impact of a crisis. More specifically, how they respond in the aftermath of one. That makes it even more concerning to find that the vast majority of agencies have no plan in place to follow after the worst eventualities take place, and are therefore leaving themselves exposed.

Having an optimised employer brand is essential for any firm looking to engage target candidates and secure key skills ahead of its competitors. Several elements contribute to the external perception of a company as an employer, but while to many PR is often more closely associated with maintaining corporate reputations or boosting investor confidence, it can also be applied to help businesses recruit.

The UK recruitment market is highly congested, with over 40,000 firms at the last count. This means that, for all but the most niche organisations, there are several competitors to differentiate themselves from. In addition, the digitalised nature of the modern world and hiring market means that standing out is essential. Producing regular, optimised blog content is one way to not only position an agency and its consultants as experts in their field but also to push them up in organic search rankings and improve visibility. However, developing concepts and themes can be a challenging and potentially overwhelming task. With this in mind, how do recruitment marketers go about developing engaging blog topics for agencies that boost SEO?

Despite economic challenges, the job market remains competitive and employers are facing ongoing and entrenched skills shortages, meaning that every advantage counts when it comes to talent acquisition.

One of the more common questions we’re asked as the leading marcomms agency for the recruitment, HR and talent management sectors is ‘what’s the difference between PR and marketing, and do I really need both?’ This is a valid query, particularly at a time when budgets are being slashed and internal teams are being asked to do more with less.

To the vast majority of readers, the COVID-19 pandemic represented probably the most seismic event in their lifetimes. Despite somehow feeling like both a lifetime ago and yesterday, simultaneously, the pandemic started over five years ago now, with global lockdowns commencing from March 2020. While the list of changes these times have driven in our day-to-day lives, and across society, is extensive, one area that has undergone rapid evolution in this timeframe is recruitment marketing, and specifically the way candidates, clients and other stakeholders engage with content. We’ve outlined some of the changes, highlighted in more depth in our 2025 Marketing Evolution; Five Years Post Pandemic Report, and offered insights to recruitment marketing specialists looking to keep pace with this changing environment.

What Are PR & Media Relations Workshops? Our recruitment PR & media relations workshops provide recruitment professionals with essential tools and expertise to excel in their marketing roles, helping recruitment agencies optimise their PR and brand awareness activities during challenging economic times.

In what remains a highly competitive job market, creating a positive candidate experience can make all the difference between securing a new candidate, or losing them to a rival. But what elements contribute to this experience, and how can employers optimise their hiring processes?

You can't escape the AI chatter these days. It's being pitched as the miracle cure for every conceivable problem. In our work as PR and marketing experts in the recruitment, HR, and talent management arena, we've noticed more and more firms experimenting with Generative AI tools like ChatGPT for their content needs. But does this approach actually work? What's at stake? And what should agencies understand before they hand over their content creation to algorithms?

Ask someone to think about PR and it’s likely their minds would bring up images of glamour, lots of drinking and, if you’re of a certain vintage at least, Absolutely Fabulous. Alas, times have changed. While it would be lovely to spend afternoons schmoozing with journalists in fancy bars, that’s sadly an outdated view of our industry. Most people have a broad understanding of what PR is, but few know how it really works, and why every in-house hiring department looking to boost its hiring should have a specialist agency in place.

One question we get asked a lot is ‘why PR?’ It’s a good question – for a typical buyer, usually a marketing or business leader – there are an abundance of ways that you could spend your, possibly fairly limited, marcomms budget, and there is a lot to do.

We recently looked at the importance of building a strong employer brand – which is particularly key now, before the job market rebounds in the coming months. But what does a good brand look like? We’ve outlined some examples with key takeaways from each.

Authenticity is a key trait for any hiring expert, and it’s becoming increasingly important as a cornerstone of wider external communications strategies. Here’s why it’s become critical for agencies to be more honest with their audiences, and how they can develop their authentic voice.

It’s been a tough few years for recruiters in the UK. Following the post-pandemic boom period and since the beginning of last year, the fortunes of many have taken a downturn, with the market locked in stagnation. However, light looms on the horizon; with the election approaching, there have already been signs that hiring is on the up and, as the now infamous song goes, ‘things can only get better’.

Elon Musk is never far from the news, and not always for the most positive reasons. This is why it was a surprise to see the Tesla and PayPal founder letting his only public relations employee at X depart earlier this month. But what impact could that have, and why is PR a must-have in the modern day?

We live in a significantly more interconnected world than at any other point in history and sectors like recruitment are becoming increasingly crowded. This makes communicating with your audience and standing out, key. It may have been possible to rely solely on word-of-mouth and your network in the past, but it’s certainly not now. So, with that in mind, how do you communicate effectively with your target audiences?

As a communications professional, you quickly learn that there are some major PR ‘own goals’ to avoid when launching any campaign. To put it mildly, if you mess up your key interactions with your audience – no matter who that is – it will likely have a detrimental impact on your reputation and your ability to convert or win over that potential customer further down the line.

Get ready to challenge what you thought you knew about PR and equip yourself with the truth.

A coherent and target-driven content marketing strategy is a must for all modern talent agencies; successful firms now aren’t those shouting about vacancies and pushing jobs, but the ones telling stories, building relationships and providing value long before a client signs a contract or a candidate applies. But with so many content formats and options available, it can be difficult to know where to start. That’s why we’ve reviewed six types of content marketing that all recruitment firms should be utilising.

When it comes to helping your company achieve its goals, great communication can be what makes the difference. So, here are some of the reasons why you should invest in recruitment agency PR.

Recruitment is all about human relationships and, ultimately, people buy from people. While a brand might set the stage and do much of the legwork in engaging candidates and clients, it’s the consultants who bring it to life, and their expertise, personality and credibility are what matter. That’s why personal branding for recruiters has become such an essential part of modern hiring. A strong brand doesn’t just benefit the individual consultant, but it amplifies the reputation and reach of the agency as a whole.

Fail to prepare, prepare to fail. This adage is relevant in most walks of life, but particularly in marketing, where trying to free-wheel an effective strategy will only end in disaster. Whether it’s blogs, social media management, newsletter planning, or any of the other myriad activities marketers have to focus on, consistency is what turns one-off activities into measurable results, and that only comes from having a plan in place, specifically a content calendar.

Persistent and embedded skills shortages in the UK have upped the ante even further for hiring agencies, which cannot afford to rest on their laurels and must use all available opportunities to source the talent they need to support partners, and ultimately, to survive. This is particularly key in the current climate, with broader economic challenges to contend with, and with more organisations resorting to in-house recruitment in attempts to limit costs. However, hiring agency numbers have, according to data from Companies House, grown on average 27% per year since 2008, meaning the landscape is far more crowded and more competitive than ever before.

You’re an excellent recruiter and you know it - but when it comes to writing... perhaps not.

The changing nature of search engine optimisation has meant that the ways candidates broadly search for job opportunities have moved from a single word query to fuller, more conversational questions, often posed to voice assistants and AI chatbots and LLMs. Keywords still play a role, but increasingly, success hinges on choosing natural-language phrases and selecting the right signals that mirror real-life conversations. This is also part of a far broader communications trend, but essentially, the agencies that can embrace this new model and candidate-centric approach will ensure their content is more visible for the terms applicants are searching for, rather than vanishing beneath thousands of generic results. With this in mind, what do marketers need to know about SEO keywords for recruitment blogs in 2026?

Did you know that you can find Facebook paid ads your competitors in the recruitment industry are running? This comprehensive blog post explains how you can view your rivals' social media advertising campaigns and gain the insights needed to enhance your recruitment firm's social media advertising strategies. Understanding what your competitors are doing with their advertising on social media has become an essential part of recruitment marketing. With billions of social media ads running across platforms daily, these transparency tools let you peek behind the curtain and see exactly what your rivals are up to.

Content marketing has long been one of the most effective and impactful ways for recruitment agencies to build credibility, attract clients, and engage with candidates. But despite this, many firms still hesitate when developing a platform for their content, such as a company blog.

The latest in LinkedIn’s increasingly regular updates has once again shifted requirements for marketers, however this particular algorithmic iteration has been revealed because the platform’s support team inadvertently leaked information to a user called Charlie Hills about how it really works behind the scenes.

Most social media users will have noticed either a decline in organic reach or in the number of ‘authentic’ accounts that are engaging with their content in recent months. The driving factors behind this range from so-called ‘dead internet theory’, where the web is far more awash with bots and fake accounts than anyone truly recognises, to algorithmic changes, through to broader societal-level moves away from certain platforms. Whatever the reason, it’s clear that both individual and corporate accounts need to work far harder than ever before to get the traction and engagement they need. But what can be done, and how do marketers continue to maximise their recruitment firm’s organic reach in 2026?

Research suggests that articles that feature relevant pictures receive up to 94% more views than articles that are made up of pure text. So it’s pretty surprising that so much content is still posted without relevant visual aids, especially considering that just over 65% of us are visual learners. Ensuring that your content is accompanied by a relevant photo or graphic is also key for social sharing.

LinkedIn remains the primary platform for hiring conversations, serving as a search engine, networking hub, news feed, and professional noticeboard for the recruitment industry. However, algorithmic changes have altered the status quo, and agency marketers and individual consultants must adapt to develop content and posts that rank and appear on the timelines of their followers and target audiences. The tactics from two years ago still work to a degree, but increasingly an adapted approach is needed; here is how recruiters can boost their LinkedIn engagement and extract maximum value from their activities in 2026:

A guide to creating an efficient and meaningful report Most recruitment firms will recognise that, to be successful, they need to be driven by data. As a marketer, you have access to an abundance of tools that help you measure your content marketing efforts and the value you bring to your business. With so many numbers and analytics in your grasp, it can be hard to identify which figures you need to bring to your Managing Director (MD).

Social media has undergone a meteoric rise over the past 20 years. From the early days of relatively simple platforms like Myspace, Bebo, and Facebook, which offered positive opportunities to connect with friends and share photos, to the more complex and politically charged multi-tentacled vampire squids of Meta, X and TikTok that are now deeply embedded in modern social and cultural life. Despite the challenges they pose, all social media platforms also present significant opportunities for organisations, particularly recruiting specialists who benefit from easy access to established ecosystems where their target candidates can be found and filtered.

It goes without saying that companies expect their PR agency to secure great coverage on their behalf. Whether that is through securing interview opportunities, comments in a wider article or a thought leadership piece, effective engagement with journalists is a must. Although journalists are often inundated with pitches, press releases, and calls, there are techniques you can follow to help get on their radar, while also establishing lasting relationships. This blog looks at the 5 steps you need to take to effectively engage with journalists and the 3 things to avoid.

I’m Sadie McGrath and I have recently joined BlueSky PR as their new PR and Communications Assistant.

The world of social media can be challenging to keep pace with; in the last five years alone, we have seen the emergence of new channels such as Blue Sky, the rebranding of X, the colossal growth of TikTok and the launch of several new features on each of these platforms. 2025 has been no different, and 2026 promises another wave of advancements for agencies to keep pace with. But are the latest trends in social media recruiting for all marketers to be aware of, and how can they utilise them to their advantage?

The more time we spend sitting in front of our screens these days, the more we are bombarded by information which is why having an effective content marketing plan in place that catches your audience's attention is more important than ever.

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.

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:

Everyone wants a big follower base on LinkedIn. Not only does it naturally mean you will have a larger pool of available talent to engage, but it also helps to boost the credibility of the organisation and unconsciously signals to passive candidates and clients that this is an experienced hiring specialist with a successful track record. However, building a following shouldn’t be about chasing numbers, and quality certainly wins over quantity. Instead, the focus should be on creating an audience that will read your material, trust your views and then give your agency first dibs on briefings and candidates. But boosting numbers does have its benefits, not least internally, where agency marketers are constantly trying to prove their worth and highlight ROI on their social efforts. That’s why we have mapped out seven core ways all recruitment firms can increase their follower numbers.

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.

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.

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, we will:

TikTok witnessed incredible growth in during the pandemic, as people sign up to the app to join in with challenges, learn dance routines and be entertained in what was a challenging time for us all. So, should your recruitment firm get in on the trend and start using TikTok? Here's what you need to know about the platform.

Why you need to revisit your client personas What content to use for client acquisition Getting your social media content right The need for paid social media campaigns

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 over the past few years. Research shows that 31% of UK social media users say that they have spent more time on social platforms because of the pandemic and changes in their work patterns such as remote and hybrid working.

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.

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.

We all recognise the vital importance of recruitment marketing in the modern era; however, you can have the best and most well-intentioned plan in existence, but without monitoring its efficacy, there will be little indication about whether it’s working, and few ideas how to adapt it if it’s not.

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.

SEO tips to boost search rankings in 2026 All organisations are competing for the highest-value digital real estate available, namely the first page of search engine results. But effective search in 2026 will represent more than a list of blue links, and clients and candidates are increasingly adopting a range of other methods to find what they need, which has driven dramatic changes to algorithms. This means that, if an organisation’s SEO policies are still similar to what they were five years ago, they won’t be hitting the mark. We’ve outlined six SEO tips to boost search rankings in 2026 that all marketers should be aware of.

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.

When it comes to PR, sitting down and strategising before embarking on a campaign is essential. A well thought out, comprehensive strategy can often be the difference between success and failure. While ‘make a plan’ might sound like the most obvious statement in the book, it’s something that often gets overlooked or doesn’t get as much attention as it deserves.

The recruitment industry has thankfully come a long way since the days of being proudly run with a ‘boys’ club’ attitude, however there is still so much left to do in terms of achieving equality. While there certainly has been a shift in mentality, with women more welcome than ever before, just like several other industries, there is still a stark gender pay gap and lack of representation at board level. This International Women’s Day, we’re highlighting the need for gender balance in recruitment.

By now, I’m sure you’re aware of how important creating content is for your business. If you don’t, here’s a quick post from us explaining why your firm needs to have a blog.

In today’s digitally driven world, social media is a vital component of any recruitment marketing strategy. However, whilst most firms are more than competent at sharing content such as job posts and blogs across their firm’s channels, at BlueSky PR we’ve found that they are often missing out on some of the key opportunities that social media has to offer.

A poorly conceived PR stunt, an attempt to mislead the public, or a Machiavellian plan to position Tory MP’s front and centre of the news agenda? Whatever your opinion on the Conservatives’ decision to temporarily rebrand its CCHQ Press Twitter account to ‘factcheckUK’ for the ITV leaders’ debate, it will certainly be remembered as a watershed moment in PR and communications for years to come.

Building a thought leader We’ve blogged before on the value of positioning your spokespeople as thought leaders when it comes to profile building, and how publicly sharing insight can be a fast-track to elevating your personal brand and, by association, your company’s corporate identity.

Have you tried googling yourself before? That’s one of the first things I got told to do in my journalism class, and it’s stayed useful throughout my career. It’s also something that I recommend every business do too. With most people researching products and services online before buying, you want to ensure that your digital brand stands out from the crowd and leaves a memorable impression. Utilising the web is one of the best ways to secure candidates and clients. So, here’s how recruitment firms can build their reputation online and take their business to the next level.

As social media feeds continue to become increasingly saturated, it is undoubtedly harder than ever for brands to cut through the noise. So how can your recruitment firm attempt to stand out from the crowd?

Blogging is one of the key skills that I’ve picked up during my time at BlueSky, and whether it’s for our clients, or for ourselves, there are a few key principles that always hold true. Here are my tips for writing a compelling blog.

Having been at BlueSky for close to a year now, and starting with next to no PR experience, I’ve definitely picked up a few things! So, here are some of the most valuable PR lessons I’ve learnt about pitching, one of the most important aspects of the job.

With 45% of the total world population using social networks, businesses now have a fantastic and cost-effective way of reaching potential customers and interacting with existing ones worldwide. However, to reap all the benefits that come with using social platforms, you must always be thinking about how to get more engagement on your social media. Even if you have many followers, you want to aim for lots of interaction as this will help you appear higher in people’s feeds. A channel without much engagement can be perceived as dull and doesn’t generate all the business benefits of a thriving, active page. That’s why it’s crucial to understand how each platform you’re using works and how it’s best to target users. Here’s how to get more people liking, sharing and commenting.

Whether you’re crafting blog posts, white papers, articles or press releases, including insight from third parties can boost the authority and reach of your communications. I’ve previously written on how statistics or quotes pulled from public domain can elevate your thought leadership offerings from a rambling rant, to objective and measured insight, in the eyes of your readers. However, it is crucial that you always check your sources.

In the business world, and particularly in recruitment, people are considered a company’s greatest asset – and rightly so. Not only do your staff get the actual work done, they also hold the key to your very best marketing strategy – employee advocacy.

When it comes to PR, sitting down and strategising before embarking on a campaign is essential. A well thought out, comprehensive strategy can often make the difference between success and failure. Correct planning will help you organise your ideas, make sure your core messages are congruent, work out your target audience and decide on the tactics that you will use to target them. While ‘make a plan’ might sound like the most obvious statement in the book, it’s something that often gets overlooked or doesn’t get as much attention as it deserves. So, with that in mind – here’s some simple tips for how to create a PR plan.

Companies invest considerable time and money into PR campaigns. While PR measurement may be a chore to some, without it you won’t learn anything, and won’t be able to improve future PR efforts. Measurement is an integral part of communications, and something that pays dividends in the long run. However, so many companies are neglecting it, with 50-60% of PR campaigns having no method of evaluation at all. Here’s how to measure PR effectively:

Branding and PR are key ingredients to the success of any business. Therefore, from the word go it’s important a company has established its brand identity, message and image it wants to put out there. Similarly, in order to maximise your brand, a PR strategy is a vital tool for helping organisations grow an industry presence, communicate their message and further their reach. In essence, to get the most out of your business you need the two to work in tandem as they influence each other. With this in mind, here are three key ways a PR strategy can help build and maximise your brand. Consistency is key for brand identity Look at Coca Cola for example – it’s one brand that we all value and recognise across the globe. With stats showing 98% of the world’s population recognise the brand name, while it certainly is impressive – this didn’t happen overnight. Sometimes unknown to the naked eye, it takes a PR and marketing strategy that is consistently and succinctly driving home a company’s message, its brand image, latest news and communicating this with a targeted audience. In this instance, Coca Cola is all about enjoying a light carbonated drink – so the PR strategy is all about making sure audiences and consumers associate good and positive feelings with the brand. A case in point, the company’s latest motto is “Taste the feeling” which is linked to all the new flavours the business has recently launched.

We’ve previously written on why public relations is an art, rather than a science. However, that doesn’t mean that PR skills training isn’t vital to the professional success of individual practitioners – and the media campaigns they develop and execute. The benefits of professional development As a consultancy which specialises in the recruitment and talent management sectors, we often work with our clients to share stories around the benefits of professional development. Research from Guidant Group, for example, found that almost half of businesses (47%) believe that developing staff internally will be their greatest opportunity over the next three years. The Association of Professional Staffing Companies (APSCo), meanwhile, often shares insight into the impact that CPD has on boosting staff engagement, motivation and productivity.

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The disparity between what a business thinks is an interesting PR story, and the information that actually grabs the attention of target publications, is often vast. However, by viewing potential press angles through the eyes of the audience, brands can uncover stories which won’t fail to make headlines. In reality, even the most niche publications are unlikely to have much interest in the fact that you have had an office refurbishment, refreshed your website or invested in a new coffee machine. That is, of course, unless you have a solid angle as to ‘why’ you have made those changes which you can lead on: for example, you have updated your jobs pages to be accessible to disabled candidates to increase applications from this underrepresented group. Otherwise, save those nuggets for building your employer brand though social media. Sitting on a wealth of information