More than 100 targeted press releases 50 comment opportunities secured in The Times, FT, Telegraph and Forbes 1500 mentions for clients in the recruitment and HR press 7 winning award submissions written for clients Sponsors of The Recruitment Network On The Edge Marketing Conference Recruitment Leaders Connect Social media Generated over 1.02m impressions for our clients Increased client followers by more than 400% 152 client blog posts written One LinkedIn campaign alone delivered leads equivalent to 192 x ROI based on average fees Regular engagement from publications including Accountancy Age, CSO Insights, Compare the Cloud, Financial Director, Marketing Week, Recruitment International and Relocate Global
Is your recruitment firm struggling to get candidates and clients interested in your content? If the answer is ‘yes’ you could be committing one (or more) of the cardinal sins of content production. So what are the top reasons your content isn’t hitting the mark? And, crucially, what can you do to fix it? You’re selling This is a big bug bear of mine, and something that far too many companies do. They use their content – whether that be a blog, newsletter or white paper - to sell their services instead of demonstrating their expertise. Potential candidates and clients want to know that you are experts in your field, an agency that can help with their career or talent attraction strategies. Leave the selling to advertorials or a pitch meeting when you have got your foot in the door! You’re not adding value In the same vein, too much content doesn’t address the pain points of the intended audience. When planning content themes, it’s absolutely vital that they are based on the information your audience seeks. Think about conversations you have had with clients and candidates, what’s keeping them awake at night? What recruitment struggles are they currently facing? What advice can you give a candidate about their job hunt? The list is endless. However, the key is that your content encourages them to read on because it will add value to their current situation.
This year’s Edelman Trust Barometer - which measures trust across a number of institutions, sectors and geographies – reveals that social media companies have lost the trust of the public. In fact only a quarter of the UK population now say that they trust social media as a source of news and information. However there has been a huge increase in trust in traditional media (61%), reaching levels not seen since 2012, as well as a rebound in trust in experts and leaders. So what does this all mean for recruitment marketers? Media coverage matters Well first and foremost, no one is saying that social media isn’t important – it is obviously a fantastic way to broadcast your message – however what is more crucial than ever given Edelman’s research is that the content and messages you are broadcasting have credibility. And how do you get that credibility? One way is through appearing in the press that your target audiences read, trust, and turn to for information. PR is just a cost Despite this, however, many recruitment marketers that are only too eager to get their company featured in the press are prevented from doing so effectively. And it boils down to the same argument we hear time and time again. PR is deemed a cost rather an investment, a vanity project, and something that doesn’t help the business development strategy and deliver leads. The result is that too many agencies shy away from traditional media relations, instead opting for advertorials or nothing at all. So at a time when Edelman’s research clearly demonstrates that media really does matter, how can marketers get press coverage and, crucially, demonstrate its ROI? Getting press coverage…and effectively leveraging it
Last week I hosted a webinar with BlueSky’s resident social media guru, Dan Stobbs, on our top tips on how to use social media for brand building. And at a time when the number of global users now exceeds 3 billion, it’s perhaps more important than ever that agencies are using the correct platforms to engage with their target audiences. So here are our top five tips for how to use social media for brand building:
Not many people outside of the industry know what PR actually involves. That means that fallacies and myths about PR are bandied around, often by advertising firms worrying about their ever decreasing market share. But what are the top 5 myths about PR? It’s all about the press release A quick search reveals that a worrying number of people think PR actually stands for press release, but it’s so much more than that. Yes, a release is an effective way of getting your brand name out there, but what if you want to establish yourself as a thought leader in your industry? There are myriad options for firms to utilise when diving into the world of PR, the press release is just one of many including white papers, articles, surveys, polls, events and more.
Social media is everywhere in the modern world and if you don’t like it…well, you haven’t got much choice. Twitter, Facebook, Instagram and many others have infiltrated into the modern world and changed it dramatically. For businesses, having a presence on at least one channel is an absolute must and any organisation that doesn’t is likely to be seen as outdated and behind the times in all but the most traditional industries. So it's important to get more shares for your content on social media.
When many think of PR, they instantly think ‘press release’. Well, yes they certainly do form part of the public relations mix, but there is so much more and companies need to be looking to get much more out of a press release and make the most of their PR activities. Is it newsworthy? First and foremost, if you are going to put the time and energy into writing a press release, it really must have a news angle. You might consider the fact that you have launched a new website or refurbished your office is fantastic news, but believe me journalists won’t! Think about what there is an appetite for and craft a release based on this. Your target audience is seeking advice and information on subjects that will help them in their day to day job. Think about what data you have access to – salary levels, skills in demand, pooling & pipelining and diversity - and use that to form a release about the market you operate in. This will have far more appeal and position you as an expert in your respective field. Once you have a good, crucially, newsworthy press release, here are my top tips on how you can get much more out of a press release:
6 great sources for generating content 1. Your recruitment consultants They talk to candidates and clients on the phone every day. They will certainly have some quirky human-interest stories – they type of thing that they may not even realise is content but actually makes a really interesting story. They are talking to clients about trends in the market; they are talking to candidates about salaries – so use your people. They are also having questions asked of them by clients and candidates, so they know what kind of information is being sought and what there is an appetite for. 2. Databases Your database is full of information in terms of salaries etc. Think about how you can get some good data by segmenting the details you hold about your network of contacts. Journalists love data! You can look at salaries or whether there is a particular regional demand for certain types of jobs / skills. If you work across different regions of the UK – or internationally – you can do regional / country comparisons using your database.
I was kindly asked to take part in UK Recruiter’s latest live webchat on content marketing for recruiters. A few technical blips from my end meant it didn’t really go according to plan – so for those of you who are interested in how to create effective content marketing here are my top tips: Have a strategy It’s essential to determine who you want your content to reach and what the objectives are. Do you want more candidates, clients or even staff for your own business? Do you want to build up talent pools that you can demonstrate your expertise to and tap into for future opportunities? Establishing this will enable you to tailor your content to each specific audience ensuring it is relevant. A strategy will also help dictate what type of content – whether it be blogs, videos, or infographics – are appropriate for each.
Time and time again I hear recruitment marketing professionals tell me that they don’t get buy in from their recruitment consultants and are often perceived as a cost to the business rather than an investment in it. So why should you have to like and share all the content your marketing team produces on LinkedIn? And why do they nag you to write blog posts and get involved with the market updates and client collateral they produce? It’s really quite simple – all these activities will help you make more money.
How are recruitment firms dealing with the challenges and opportunities provided by the myriad of social media channels through which we can now all engage? How are they tracking their successes, and what measuring tools are they using? The findings presented here are the results of a think tank that brought together brand managers, marketing managers and directors, who shared their own personal insights into the ways in which we can engage with an increasingly digital world. Click here to download the full report.
Earlier today I was sent this fantastic review of a legal firm’s new branding and marketing that is about as off-message as you could possibly get. While you’re perusing photos of hot rod races, yachting and what looks like a man who has been knocked unconscious, remind yourself that this is the website for a legal firm you’re looking at. And that’s not even mentioning the deep philosophising (how does a butterfly feel when it’s in love?) We don’t expect all advertising, marketing and branding to perfectly replicate what a business does, there has to be some creativity after all, but surely there needs to be at least some connection between the two? This got me thinking, what are some other examples of when brands have just got it wrong: Firstly, the perfect example of why footballers should stick to football. As a colleague highlighted, imagine how bad Wayne Rooney’s outtakes must be. Thinking of booking a holiday? Try Thorne Travel, your first point of call for pumping house music, acrobats and a dance troupe. I personally wasn’t aware of this one but the outrage it has caused in the BlueSky office has meant it has to be included. Nationwide employees watching this probably wondered why their days are spent sat in an office and dealing with angry customers rather than the wishy-washy nonsense portrayed here. Or, as Kerry Gill said, “it’s the misuse of confidential company information that makes me angry.” At some level, branding, advertising and marketing needs to be aligned with what the company is actually doing. Promoting such an irrelevant message can potentially have serious consequences that affect the strength of the company brand. Statistics suggest that 7/10 consumers are closing accounts and ‘unfriending’ companies as a result of poorly targeted campaigns and that’s just on social media. Irrelevant messaging can also affect the employer brand. While we’re not expecting Manchester United to struggle to sign and retain players because of a dodgy wine advert, for professional businesses, poorly aligned campaigns can have a severely negative effect and leave staff feeling disenfranchised with their employer if their experiences don’t match the image that’s been promoted to the wider world.
© Depositphotos.com/ iqoncept The top five PR and marketing tips your recruitment business shouldn’t ignore Whilst the recession certainly reduced the size of the UK staffing sector, today’s market is crowded and full of agencies vying to compete with and overtake their competition. Despite this, however, too few look at PR and marketing as a tool to not only differentiate themselves from their competitors, but to also position themselves as the ‘go to agency’ for clients seeking staff and for candidates looking for their next role. There is perhaps a tendency to view marketing and PR as a time consuming and often costly exercise they can do without. Wrong. If done effectively, it can help a staffing company reach its objectives and facilitate growth. Here are my top five tips: Create original, engaging content Perhaps an obvious statement, but any material you create – whether this is a newsletter, mailer, brochure, or media article – needs to not only be compelling, but it also needs to grab the reader’s attention. Like me, most of you will be inundated with content from third parties and, if they fail to draw me in, they not only don’t get read but the brand in question doesn’t strike me as an authoritative voice in their market. Your content needs to be engaging and offer the audience added value. Target your content correctly
“© Depositphotos.com/[ Valentyn_Volkov] I thought I would use this week’s BlueSky blog as an opportunity to talk about some social media issues experienced by my local pub, which I won’t name as I would still like to be welcome there in the future. Having previously been reluctant to enter the digital arena, the pub was finally persuaded by one of its eager gap-year bar staff to set up a Facebook page in order to promote a “battle of the bands” competition that was happening earlier this year. The staff then religiously posted adverts on the page for the next month almost demanding that everyone in the area attend this celebration of local talent. Unfortunately, one of the things they forgot to do was interact with any of their customers. None of the Facebook posts asked any questions or even really said anything interesting – they were simply mass-produced adverts and, as a result, turn-out was predictably low for the event. Much to everyone’s surprise the company decided to repeat the event a couple of months later, but this time a different approach was taken. Customers at the pub were asked to log on to the Facebook page and vote for which bands should play and even which drinks should be on offer. The engaging content meant that the pub's Facebook likes went through the roof and when battle of the bands two came round attendance was much higher.
A marketing campaign with all the ingredients for success ©Depositphotos.com/ra2studio As a communications professional for the recruitment industry, I’ve followed the new monster.co.uk marketing campaign with interest. Ask any journalist the recipe for a compelling and engaging story and nine times out of ten they will tell you it needs a human interest angle. No matter how dull the subject matter, if a story talks to real people about issues that affect them, they will a) want to know more and b) want to share it with their friends too. Throw in some interesting statistics and a few celebrities and it becomes even more of a talking point. Monster.co.uk does just this with its ‘Monster Thank You’ campaign. The campaign invites people to thank an individual who has shaped their career, whether it be a colleague, boss, fellow student, teacher, relative or friend, and share their inspirational stories by submitting a message, picture or video via a unique ‘Monster Thank You’ microsite. Make your marketing ‘campaignable’ Not only are these inspirational stories infinitely shareable across social media, but the thank you theme as a whole is highly ‘campaignable’ - a factor in any successful marketing strategy. Not only did Monster raise awareness and drive traffic to its microsite with an above-the-line radio advertising campaign, the brand also supported this with traditional media relations activity by undertaking a survey of 2,000 consumers and 500 employers. This generated press coverage across both tabloid and broadsheet newspapers, as well as the recruitment trade press, and underlined the social media campaign by revealing that Britain is an under thanked and underappreciated nation. At the same time, the social media activity was given more weight and appeal with the addition of a celebrity endorsement by ex-Blur frontman Alex James, who featured in a looping Vine video. An integrated approach works for marketing communications
jamesgroup On the BlueSky PR Facebook page we have a feature called PR gold star and PR fail of the week, where we identify those who have had a particularly good week in PR terms and those who have committed a major public relations own goal. Almost every week, many of the contenders for the PR fail prize are from the world of football. But it’s fair to say last week the bar was raised quite spectacularly by Manchester City’s midfield maestro Yaya Toure. Having scored 20 goals in City’s title winning season, Toure may seem an unlikely character to be mocked all over Twitter. However his recent ramblings of how the club disrespected him by “only” giving him a very large cake and sending a single Tweet to honour his birthday seems to have upset even the most staunch Blues supporter. Knowing your audience Perhaps the key issue with Toure’s comments is that they prove how out of touch he is with his customer base (i.e. the fans that effectively pay his wages through ticket prices.) Despite the amount of money that has come into the game in recent years, football punters would like to think that their club’s players still represent them on some level. I’m not sure how many of Manchester City’s global fan base turned 31 this year, but I’d be willing to bet none of them kicked up a fuss about having their birthday recognised, much less threatened to quit their jobs because of this. So here is the PR message: no matter how successful you are, it is important to never lose touch of your customer base, whether they are football fans or business clients. With the rise of social media meaning your message goes worldwide in seconds, it is even more crucial to remember this. More links -
If you have spent any time on LinkedIn recently you may well have noticed the sudden influx of top tips guides which have been dominating your news feed, some of which are interesting, some generic, and many that offer blatantly obvious advice. However, this is one that appealed to us here at BlueSky, written by McKinsey & Company’s Glenn Leibowitz called 7 tips for writing a press release that won’t generate coverage. We always stress to our clients the importance of producing content that is relevant and interesting to their target audience rather than simply putting out information about themselves. So the next time you write a press release, before you hit send, make sure you haven’t unwittingly followed any of the advice below. If you have, maybe it is worth starting again.
Being someone who has always been more interested in sport and music than computers and technology, so far the world of phone apps and gadgets has passed me by. However, like everyone else it did catch my attention that the sale of mobile application WhatsApp to Facebook had generated a staggering $19 billion. Having seen my friends’ endless streams of pointless gossip on the app, I have until now vowed to remain WhatsApp-less, and when I heard of the lucrative Facebook sale, I naturally assumed that this was another Silicon Valley sell-out story. But then I heard about the back story of the company and the way it manages its PR. Rather than being yet another “cool but nerdy” student, WhatsApp’s founder Jan Koum is a Ukrainian former infrastructure engineer, who developed WhatsApp as a way to talk to talk to his family when he moved to America.
The dawning of a new year may signal a fresh start for most Brits: the time when they finally put into place that one resolution that will change their life for the better. But for me, 2014 could not have started in a more typical way. Having started the year full of energy and optimism I turned on my car radio to find that the BBC had committed yet another sin in the eyes of the public and was being heavily criticised on every social media platform. The source of people’s anger this time was the overexposure of musician Gary Barlow, and in particular the two hour long dedication to the singer on New Year’s Eve. For the corporation, the New Year brings familiar problems. When you are as broad and far reaching as the BBC, not every broadcast will be received with unanimous praise. Social media gives critics almost as big a platform to express them as the BBC itself holds. Usually I find their complaints to be exaggerated, over sensitive and, most of the time, just plain boring. I even remember laughing out loud when I heard that the company’s weathermen were being criticised for reporting the weather too positively during a particularly hot summer. Generally I am a fan of the channel, and I believe that more often than not their content is engaging, original and neutral. This time, however, I was not surprised by the criticism and for once I actually agreed with it. While I have nothing particularly against Gary Barlow himself, the publicity he has received in recent years is above what you would expect of a non-commercial organisation like the BBC. Having already been criticised for their ‘Gary Barlow Day’ in early December, I found ‘Gary Barlow’s Big Ben Bash’ a questionable move, and as I watched the particularly cringe-worthy moment where the Take That star performed a duet with a younger version of himself via a video link, I did think the BBC was setting itself up for criticism. Presumably having just one Gary Barlow on screen was no longer enough.
Antal International is a global executive recruitment organisation with 110+ offices in more than 35 countries. We caught up with Chairman and Founder Tony Goodwin to see how they use PR to achieve their recruitment goals. Why do we use PR? “In the B2B market it’s vital to place yourself as a thought leader in your industry. A good reputation comes through well considered and thought out views on the marketplace which is exactly what PR gives us. Advertising can often fail to hit the mark, I think it was advertising guru, David Ogilvy who said “50% of advertising is wasted; we just don’t know which 50%”. With PR this doesn’t happen. We know we’re hitting our target audience every time and providing them with meaningful content. Recruitment is an industry based on taking the initiative and sharing opinions and PR allows us to do this.” How do you measure ROI? “It takes a longer term strategy to effectively weigh the value of PR. But we’ve found that the continuity and consistency of our message pays back, which can only help in strengthening our brand. There’s no instant return like a betting company would expect to see from their half time advertising at football matches. But the overall value is much greater. I’m confident that over the course of two years we’ve seen up to a twenty-fold return on our investment. People are influenced by people and by positioning individual figureheads in the public eye we’ve created a voice that the company can base its message around. The results might not be immediate, but PR is a slow-burner and in the long term can do so much more for our business than advertising ever could.”
We live in a world where it’s never been easier to quickly access and share information. This has meant that it’s vital to make your organisation’s voice heard to your clients and candidates through the wall of noise. So how do you create content that stands out from the crowd? 1) Make it engaging Hundreds of HR and recruitment firms will be making their presence felt in the same arenas you would expect to be battling in. One thing you can do to get ahead is make your content interesting to the audience it’s supposed to be targeting. Whether this is through blogging or comment pieces, it’s important to say something that people actually want to read. Creating surveys and indexes are a particularly good way of generating valuable content and should get attention for your organisation. 2) Make sure it's topical and relevant One of the best ways of getting meaningful coverage from the media you want to be covered by is to discuss topical issues. Talk about subjects that are in the public eye at the moment and try to link them to the challenges that are affecting your clients. This is an effective way of getting publicity for your organisation and can help make you into a thought leader in your industry.
There was a time many years ago, prior to the intrusion of the media and, more recently, the rise of social media, when business leadership was a purely internal affair. Managers had to earn the respect of their workforce, but any criticism or praise was kept largely in-house. Things, however, are not the same today. The business environment is transparent and leadership styles are open to criticism both internally and externally, particularly in the case of big brands. We have seen from the recent PR disaster involving Co-op Bank chairman Paul Flowers, that when things go wrong, the company’s humiliation is there for all to see. The bigger the brand, the more important the PR becomes. This is a lesson that is still yet to be learned by Tottenham manager Andre Villas Boas.
© depositphotos/Samantha Craddock #13721767 There is an old saying that “there is no such thing as bad publicity”, and perhaps years ago, when communication was more difficult than just clicking a mouse, there may have been some truth there. However, whilst today’s ever-developing technology allows us to put out a message to the entire world, it has also made customers much more wary that many of those messages are not worth reading. An example of this occurred to me when I was looking for a job after finishing university. Having been told that recruitment agents were my surest path to employment, I signed up to about 5 or 6 different agents immediately after graduating. I set up identical email alerts for all of them, expressing a desire to work in PR or writing. One agent was particularly quick to respond, and within two days I had received 10 emails from them advertising hairdressing courses, mechanics’ apprenticeships and also several emails urging me to sign up for the site which I had just signed up for. After deleting the first weeks’ worth I felt forced to unsubscribe to the site and turn my attention to the others. The frustrating thing is that particular recruiter may have worked just as hard, done as much research and made as many good references as all the others, but due to relying on quantity rather than quality and relevance, it had already undone all of that work.
We all know that the recruitment market is crowded. In order to keep up with, and overtake your competition, you need tools to help differentiate yourself. And one tool at your disposal well worth considering is PR. Now you may be reading this and thinking that a professional working in this area telling you you need PR is nothing more than a sales pitch, right? Well in an era where PR is not just simply about getting press coverage, but rather creating compelling and original content that can be disseminated through your available channels, there is so much you can be doing yourself.
As recruiters look to maintain a competitive advantage, get in front of key clients and attract some of the best candidates, many will turn to PR for support. However, it is all too common to find organisations jumping head first into PR without the necessary in depth planning. Any communications activities such as this are strategic, long term investments which will require a level of forethought in order to be truly successful. So, if you're looking at PR as an option, what do you need to consider? Take a look at our top five tips we shared with TIRA readers:
The BlueSky team was out in force at this year’s Recruitment Agency Expo and for those of you that attended I’m sure you will agree it was a resounding success. Our Managing Director, Tracey Barrett, took to the stage on both days to share her advice on how recruiters can best leverage their brand. For those of you that didn’t make it here are a few top tips:
Following on from the success of this year’s Recruitment Agency Expo, the BlueSky PR team will not only be exhibiting at the 2013 event, but will also again be presenting on both days. The Expo is an ideal opportunity for agencies to network with fellow professionals, receive advice from industry experts, and meet companies exhibiting services relevant to their business. And you can sign up, for free, right now. Our MD, Tracey Barrett (Dunn), will be sharing her pearls of wisdom on ‘How to create a brand – and keep it!’ We all know how crowded the recruitment market is and PR can be a fantastic tool to differentiate yourself from the competition. However it’s what you do with PR that really makes the difference– how you disseminate your message through all the channels available is what will help leverage your brand. Tracey will be focussing on how organisations can use the different channels at their disposal to shape both a brand and crucially its reputation.
Business awards can boost both your business credibility and employer brand but what is the best way to maximise your chance of success. Read on for our top tips to getting on that shortlist:
Why do you use PR? We use PR to help get our name in front of clients as market leaders and thought leaders on a range of topics from hiring outlook, salary surveys to general trends in sectors and geographic areas. It is about promoting ourselves intelligently using the massive intellectual property our people have access to. We are specialists in international markets and we use that to educate clients, and as the basis for PR and marketing activities.
“Nothing says you rock at your job like a LinkedIn Endorsement” was a recent headline in the Chicago Tribune. The article, as the headline suggests, rates the company’s newly launched endorsement function. But is it as good as it’s hyped up to be? Or are recommendations a far more credible addition to a person’s profile?
It’s all very well registering on LinkedIn, but if you don’t use it correctly then you may as well have saved yourself the time and not bothered at all. It still amazes me how many people fail to spend the time filling in their profile properly. So why is it so important? If you want to appear in searches, be accepted as a group member or connection then an incomplete profile is not the answer! It’s that simple. Take for instance a group. You find one, it has people in it that you want to connect and discuss industry topics with. You request permission to join. You’re not accepted. More often than not it’s because the moderator can’t see who you are, and what you do from your profile headline. They don’t want to have to click on every potential member's profile to see this so they don’t accept you and move on to the next person.
In our last newsletter, we handed out some tips on how to use Twitter to help grow your recruitment business. This time, we’re looking at how Facebook can also serve as a great way to find and engage with both clients and candidates. When setting up your Facebook page, make sure that you create a company page rather than a group. This will allow you to gain likes for your page and more importantly a page enables greater interaction with your followers, and the ability to add applications (jobs and Twitter feed for example) that a group cannot.
For some recruitment businesses, the decision to undertake PR can be a hard one. Recruitment is hugely results driven and ROI is easily measurable. PR is different, and it can take some time to see results. With this in mind, we thought we’d feature a Q&A in each newsletter with a recruiter who uses PR, and why they do so. This edition we speak to Maggie Berry, Managing Director of Women in Technology. Q: Why do you use PR? A: We use PR to make female technologists aware of the opportunities available to them in the sector, as well as helping businesses to understand the importance of gender equality in the workplace. We have so much to offer the industry that one of our major goals is to ensure that every woman in technology comes into contact with us at some point during their career. This can be through a networking event, through our site, or through reading our advice in the press coverage generated through PR. Another reason is that it has a completely different effect to advertising. Anyone with the right budget can buy advertising space, but PR places you as an expert in your field within prestigious and targeted trade publications.
Well we’ve had a great start to 2011 – plenty of new business has arrived on our desks and now we have some exciting news to share with our readers! We are pleased to announce our partnership with Starr Tincup, a marketing consultancy specialising in the HR and other niche markets.
I recently spent a day at one of our clients discussing their use of social media and how to get the whole team involved. And a great day it turned out to be, with an enthusiastic team all positive about the social media being utilised and with some great ideas going forward. But what happens if your team don’t get involved, don’t see the point or there is conflict over who should be involved? A recent survey featured in PR week found that of 250 marketing heads, one in five believed that social media should be controlled by a business’s IT department. In my opinion this is nonsensical but does show an interesting point. There is often confusion on the issue. A company needs to clearly define who is to be in control and relay this to all staff. In our experience in the recruitment sector, for a social media strategy to be effective you need buy-in from the whole team. And whilst this might not mean that every consultant is tweeting or blogging it does require them to understand why you are using it and to promote it. But is it as simple as this? No! Telling someone to be enthusiastic won’t cut it. If you want your team to be involved and encouraged by social media you need to explain it, and more importantly show them the benefits.
What is your definition of PR? In our monthly team meeting here at BlueSky we discussed the various clients we have and what level of PR support we provide them. One interesting question that was raised was do our clients, and do people on the whole get PR? If you asked 10 people how they defined PR I am pretty sure that the vast majority would say it was getting an organisation’s name into the news.
I came across an article on HR Zone recently claiming that social media is feared by some graduate recruiters. Why? It can
I attended the Social Media in Recruitment Workshop last week hosted by Peter Gold and what a day it was. I had agreed to help Peter on the day and turned up at the British Library early to help set up; after the initial problem of not being able to get into the British Library (the gates were all locked up at 8:30) I was responsible for registering the delegates along with Lisa Scales and Claire Dalton and by 9:30 the venue was full.
After a busy first few days here at BlueSky, I attended the Social Media in Recruitment Conference last week at the British Library. The event was hosted and organised by Mike Taylor