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.
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?’
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.
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.
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.
Has your recruitment agency tried Instagram Reels? In this blog, I will:
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.
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.
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.
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.
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.
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.
How high does your recruitment firm’s website content rank on Google?
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.
In just a matter of months, the coronavirus pandemic has completely turned our lives upside down. From the way in which we attend events to how we communicate with friends and colleagues, the pandemic has forced us to take things online.
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.
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?
Over the past 12-18 months, LinkedIn has been busy tweaking its algorithm to increase the number of valuable conversations taking place on the platform whilst reducing the number of viral posts that appear in users’ feeds.
With over 500 million tweets sent every day, it is essential to have an understanding of how Twitter’s algorithm works if your recruitment firm is to rise above the noise and attract new candidates and clients on the platform.
In an increasingly candidate-led market, it is more important than ever that your recruitment firm’s marketing is as effective as can be. Candidate personas enable you to successfully target jobseekers and produce compelling content that resonates with them so that you can save time, money and resources on finding the perfect candidate for your client. What are candidate personas? A candidate persona is a semi-fictional representation of your recruitment firm’s ideal applicant for a specific job role. A persona is created by defining the characteristics, skills and traits that make up the perfect hire.
Social media continues to transform the way in which recruitment agencies are able to reach their target audiences, source candidates and showcase their company culture.
Have you ever wondered how the Instagram algorithm works and how you can get your recruitment firm’s content in front of more users?
“Should we be outsourcing our social media?” That is a topic many recruitment agencies are currently having internal discussions on around the country.
Is your recruitment firm struggling to get noticed on Twitter? With engagement a major ranking factor in the platform’s algorithm, it is essential that marketers understand how they can maximise this to help meet their objectives. Here are five simple tactics that you can implement into your social media strategy to increase your engagement and visibility on Twitter: 1. Re-use and repurpose your top posts With studies showing that the average lifespan of a tweet lasts between 18-24 minutes, it is important to re-use and repurpose tweets which have received high levels of engagement. This helps maximise the overall reach and, of course, shows that you are posting content that resonates with your audience.
In the early hours of Friday 12th January, Mark Zuckerberg announced changes to Facebook’s news feed algorithm that will have huge ramifications for every single company that uses the platform. “Recently we've gotten feedback from our community that public content -- posts from businesses, brands and media -- is crowding out the personal moments that lead us to connect more with each other,” Facebook’s co-founder wrote. To combat this, Facebook will be showing less content from businesses, brands and media whilst prioritising ‘meaningful interactions between people’ – in essence returning the platform to its original goal. So, what do these changes mean for marketers at recruitment firms? What we know about the news feed changes so far:
Social media dominated the marketing and communications landscape in 2017 - platforms rolled out a host of new features, the number of global social media users exceeded 3 billion for the first time and President Trump cemented his position as the world’s most famous tweeter by using the platform to create a number of international incidents.
One of the most common dilemmas facing recruitment marketers when it comes to producing a social media strategy is deciding on the content mix. What should you be posting? How many job posts is too much? Should you be sharing articles from third-parties? In this, I outline the social media ‘Rule of Thirds’ model and how it can benefit your recruitment firm.
Whilst getting social media buy-in for your brand can be a challenging experience, one thing that is often much more difficult is persuading your CEO to create their own social media accounts. Common objections often include being too busy to post on social media, not being digitally savvy enough or not having anything interesting to say. And this attitude is reflected in research from America which has revealed that 60% of Fortune 500 CEOs have no public social media presence. So how can you get them on-board?
Updates to social media platforms are becoming a far more regular occurrence these days, as the companies behind them roll out various tweaks and new features in an effort to increase the number of active users on their sites. And the last 18 months has already seen three major updates with Instagram emulating Snapchat’s Stories feature, Twitter changing its timeline and Facebook rolling out chatbots for Business Pages. However, it looks like we are about to experience the biggest social media change in years with the news that Twitter has begun trialling a new 280-character limit – double the existing number – with selected users from around the world. This according to Twitter is because users tweeting in languages such as Korean and Chinese are at an advantage over those tweeting in English, for example, as they can convey double the amount of information in one character. http://twitter.com/Twitter/status/912783930431905797
Social media as a communications channel continues to grow, with a recent report undertaken by Hootsuite and We Are Social revealing that the number of people using social media around the world has exceeded 3 billion – increasing at a staggering rate of 1 million new users per day over the last quarter. And with this growth showing no signs of slowing, it is crucial that you are able to cut through this ever-increasing noise to reach your target audiences. However, how do you know if you’re doing this right? A simple Google search on the subject will bring up hundreds of blog posts from self-proclaimed social media ‘experts’, who have given themselves titles such as ‘social media guru’, ‘wizard’ and ‘jedi’, all offering tips that they guarantee will transform your business’s social media. Whilst their advice is often well-intentioned, some of it can do more harm than good. Here are 3 social media tips you should ignore and the reasons why.
1. Find out where your audience is It can be extremely tempting to create a social media account for your organisation on each of the major platforms. However, doing this means you could be wasting valuable time and resources which would be better spent on the channels that your target audiences are active on. Take time to research this, and decide if creating or maintaining a presence will be beneficial to your overall business objectives.
When used correctly email marketing can be an extremely effective channel for recruiters to engage with potential candidates and clients. In this blog post, I share some top tips to increase your email marketing effectiveness and optimise performance.
Social media is an essential tool for recruitment marketers looking to keep their brands front of mind and generate new followers and leads. However, getting started on social media can be difficult especially if you are a new business and are deciding which platforms you should establish a presence on.
Whilst lockdown restrictions keeping changing across the UK, attending client meetings and events is likely some time away for recruiters. This means they will have to rely on a mix of old and new technology such as phone calls, Zoom, virtual events and social media to reach out to prospective candidates and clients.