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.

Google dominates internet search. We all know it. Recent data shows Google's global search market share dropped below 90% for the first time since 2015 in late 2024, hovering around 89-90%.

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.

As a leading PR and marcomms specialist, it’s fair to say that we read and review a lot of content. That’s understating it, and our thirst for knowledge means we are encountering an ever-increasing volume of copy on business websites that is clearly being generated by GenAI platforms. The likes of ChatGPT, Claude and CoPilot are being used to fill web copy, produce blogs and even write ‘meet the team’ bios and other supposedly ‘personal’ content.

In today's competitive recruitment landscape, agencies face a critical challenge: 73% of job seekers report that job hunting is a stressful experience (NorthOne). For recruitment agencies striving to attract top talent and serve their target audience effectively, the application process requires strategic rethinking. How can your recruitment firm stand out to both candidates and clients while reducing this friction?

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.

SEO isn't just about Google anymore. And honestly, it hasn't been for a while. When AI can sum up your carefully crafted content in seconds and serve personalised answers right in the search results, what's left for us? Well, two things really matter in 2025:

It's hard to believe 2024 is behind us. And what a year it was. Full of twists and turns, and perhaps most critically when it comes to recruitment, a year of change. Which means, if you haven’t already, you need to urgently adapt your recruitment marketing strategy.

There is no denying that the recruitment sector has undergone significant transformations in recent years. Technological advancements and shifting workforce dynamics have created huge shifts in the job market, exacerbating skills shortages across sectors and fundamentally reshaping talent acquisition strategies.

We’ve heard the phrase ‘content is king’ on repeat for many years now. And we've all listened and churned out blog post after blog post.

Over the past few years the one constant has been change. Recruitment marketers have had to learn how to plan (and often re-plan) in times of uncertainty. Here are five tips to ensure your 2025 recruitment marketing strategy is fit for purpose: Be personable, relatable and honest Thought leadership Employee engagement Repurpose The three Rs: reassess, refine and reflect

In uncertain economic times, investing in your brand's PR and visibility should be a top priority, not an afterthought. Gaining a consistent media presence and standing out from the immensely crowded recruitment landscape are key competitive advantages as we head into the challenges of 2025.

In the ever-evolving recruitment industry landscape, having a robust marketing strategy isn't just a luxury—it's a necessity. But what truly separates a mediocre approach from an exceptional one? Three industry experts from BlueSky PR recently sat down together for a webinar on the intricacies of creating a recruitment marketing strategy that genuinely delivers.

As we head into the new year, hiring firms across the UK are adjusting to potential economic pressures, new priorities and a changing talent arena. To drive better results in what could be a challenging environment, many are readjusting their communications strategies for the coming months. This evolving environment is why we launched a poll recently across our social media channels that looked to identify what firms were prioritising when it came to marketing and PR in 2025.

In today’s recruitment world, we often focus on the metrics—time-to-hire, cost-per-hire, and turnover rates. These numbers matter, but they don’t tell the full story. What truly drives long-term success in recruitment and talent management is something less tangible: meaningful connections.

In today's competitive job market, in-house recruitment marketing teams face significant challenges. According to our latest report, 73% of these teams have seen budget reductions, while 87% are dealing with increased workloads. As we begin to see signs of optimism on the horizon for the economy, demand on in-house marketing teams is only going to increase. So, what’s in store for 2025 and how can professionals best navigate this landscape?

Worried about AI encroaching on your territory? I understand. With all the buzz about artificial intelligence transforming hiring, you might be questioning your agency's future relevance. But here's the reality - with a savvy PR strategy, you won't merely weather the AI revolution, you'll flourish in it.

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?

To blow some cash To give you a reason to lose weight and get into that little black dress To waste some time To increase your already busy workload To create stress for yourself To demoralise your team Or, perhaps some hard figures as to why you should enter a recruitment award? To increase sales (37%-77%) To improve your stock price (44%) To influence your buyers (80%) To improve confidence in your supplier status (49%) To outperform award “losers” (17% for sales and 36% for share value) Things to do before entering a recruitment award Agree the goal of winning Ask the awarding body what their marketing process is Speak to previous entrants Have a battle plan (and a resource) Agree your ROI model – what are you measuring? 10 things to do as a finalist, before the “big night” Tell your company Tell your clients Tell your competitors (ideal recruits?) Adjust email signatures Adjust mailers / eshots Adjust social media banners Get a quote from your leader Create content (blog / images / video) Have a marketing plan for the night of event Assume a hangover and get everything ready for the day after Things to do during the awards Try and stay (relatively) sober Live post on socials – use the hashtag Lots of pictures (that look good without beer goggles) Video of winning the award Video quote from the organiser of the award Get a “feelings” list from the team Engage with the organisers online Things to do after the awards Measure the ROI Survey your staff, clients, and candidates (to market your win) Create content Adjust all online channel branding Email signatures Video quote from your leader/winner Adjust job adverts Create a podcast Capitalise on your win Measuring and communicating the ROI What should you measure?

As a recruitment agency marketing manager, you already know the importance of search engine optimisation (SEO). After all, strong organic search visibility is critical for attracting top talent and connecting with potential clients. In fact, according to Search Engine Journal, 49% of marketers say organic search offers higher ROI than any other marketing channels.

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.

Despite falling vacancies, skills shortages remain a core issue for businesses. In-house recruitment teams are facing tough competition for the best talent. And as the UK economy and labour market begin to show signs of optimism, no doubt attracting the best people is going to become tougher.

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’.

The extent of skills shortages in the UK and indeed globally are well-documented. There’s no denying that companies are increasingly struggling to find the critical skills they need, despite falling vacancies. With green shoots on the horizon for the economy, businesses are understandably focusing on how they can both tackle current resourcing gaps and build talent pools that are sustainable for a fast-growth future. But it’s not going to be easy.

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?

It’s hard to think that this year’s ‘will they /won’t they’ question has been dominated by the General Election. However, following months of speculation around when Prime Minister Rishi Sunak will call an election, the announcement was finally made, albeit on a wet and dreary May afternoon.

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.

In today's globalised and interconnected business landscape, the significance of a diverse workforce cannot be overstated. Beyond mere compliance or tokenism, embracing diversity in all its forms brings a multitude of benefits to organisations, from enhanced innovation and creativity to improved decision-making and market responsiveness. However, achieving true diversity and reaping its rewards requires more than just hiring individuals from different backgrounds. It necessitates creating an inclusive environment where everyone feels valued, respected, and empowered to contribute their unique perspectives and talents. In this article, we will delve into key practices for fostering inclusion in a diverse workforce, with a focus on strategies like diversity hiring and addressing religious discrimination.

We all want to save money, and cutting back on marketing can seem like a good way to do it. But if you're considering reducing your marketing spend, take a moment to think first. Marketing is an investment in your company's future. Without the right marketing strategy, the results from other investments such as an ATS, LinkedIn, or sales training may not occur. What you need to do is measure the results of your efforts, so that you know what works and what doesn't work for your business. If you are thinking about cutting your marketing spend, here are some reasons why you should reconsider:

Have you heard about the latest email rules from Google and Yahoo?

Inhouse hiring teams have a lot on their plate with sourcing, interviewing, vetting and recruiting candidates and the myriad other tasks they deal with on a day-to-day basis, so it’s only natural that some things may get overlooked.

Even the biggest, most successful firms need a strong and well-developed employer brand. You could be a world class employer doing amazing things for your staff, but without this brand in place you will struggle to hire the skills you need and will miss out on talent to your rivals. However, it’s one thing building and developing this brand over time, you also need to consider whether it is still relevant in the drastically different employment world in which we’re now operating. So how do you keep your brand relevant and ensure it is up to speed with the demands and motivators of the modern workforce?

Employee Value Propositions (EVP) have traditionally focused on the workforce as, well, workers, and not much else. However, like so many other areas in the modern employment world, this has changed. But why is the traditional proposition on shaky ground and what must employers to do when adapting their EVP?

The employment market is evolving rapidly, you won’t need us to tell you that. However, businesses that want to win the war for talent need to evolve their employer brand in line with it, rather than risk being left behind. Here’s why it’s so critical to regularly assess where you are carry out an EVP audit.

While not quite as much has shifted post-COVID as many expected during the height of the pandemic, it’s obvious that some areas of life have changed dramatically, perhaps most notably, the employment market.

The importance of having a strong external consumer or customer brand enables your customer base to know that a product they invest in will have a certain level of quality and is obviously recognised as a fairly fundamental part of almost every business, but many firms aren’t aware that they also need a strong brand in order to recruit staff for themselves. But why is an Employee Value Proposition (EVP) so important in the modern world?

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

Podcasting has exploded in popularity over the past decade, with 42% of Americans aged 12 and older having listened to a podcast in the past month (Edison Research). It's a medium that provides a unique opportunity for businesses to demonstrate thought leadership, deliver value, and generate substantial profits. Yet, many staffing agencies and direct hire firms are late to the game.

If you're new to the world of PR and looking to raise your business profile in the B2B (business to business) space, you might be wondering just how effective B2B PR can be for your firm. The truth is, when done well and done properly, B2B PR strategies can deliver fantastic results and be hugely effective for any recruitment firm. However, the challenge lies in getting it right from the start. In this blog post, I'll explore some actionable tips to help you make B2B PR work effectively for your recruitment agency.

I asked: Can you summarise this report and pull out the key quotes relevant to the recruitment industry? https://business.linkedin.com/content/dam/me/business/en-us/amp/marketing-solutions/images/lms-state-of-b2b-marketing/pdf/the-b2b-benchmark-report-2023-final.pdf

Are you ready to take your recruitment marketing to the next level? Let's talk about how AI can help you out!

Are you a recruitment agency looking to build and promote your brand? Public relations and marketing are two important tactics that can help you achieve your goals. But what are the differences between the two, and how can you combine them to create an effective strategy?

Blogging has been around for over two decades now, and it's safe to say that it's not going anywhere anytime soon. In fact, according to WordPress, there are currently over 600 million blogs on the internet. That's a lot of blogs! And around 77% of internet users read blog content regularly (Social Media Today).

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.

If you’ve found yourself at work thinking, “This meeting could’ve been an email,” you’re not alone. One of the big things the pandemic revealed was how much time some companies waste on pointless meetings, along with how this can have a knock-on effect—damaging productivity, preventing employees from focusing their energy on more important things, and giving your company a bad reputation among employees and potential recruits.

ChatGPT is all the rage right now, with many marketers excited (76% according to my LinkedIn poll) about the prospect of AI but a few feel threatened by it.

In today's job market, one of the biggest hurdles recruitment firms and internal recruiters both face is attracting talent.

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.

Personal branding is something that recruiters are often asked about, but many don't know what it is or how to get started. Personal branding for recruiters is about becoming a known entity within your industry. And it’s about creating a consistent persona across all your different platforms, so your audience knows what to expect from you. One of the key ways you can improve your personal brand is by creating content that builds trust with people who are interested in what you have to say.

Whether you are working alone or as part of a team, a content calendar is a quick and efficient way to streamline your marketing process. In this article, I’ll cover how a content calendar can help your strategy – and keep you in check – during the next 12 months.

A successful content marketing plan can become your strongest ally in attracting clients and candidates and retaining your current audience’s attention. A successful strategy will need to be not only well focused on the needs of a target audience, but also avoid being too salesy or not informative enough.

To understand why SEO blog content is so valuable for recruitment agencies in attracting candidates, it is first vital to understand why blogging is needed for SEO.

For recruiters the biggest problem right now is most likely finding candidates right? You've got how many open roles? And zero (or it feels that way) candidates.

The concept of ‘word of mouth’ reviews has changed dramatically now that the internet is an integral part of our lives. Years ago, disgruntled clients and candidates would express their dissatisfaction by telling their friends and colleagues. Now, they tell the world via a frustrated tweet, withering LinkedIn comment or damning Google review. The speed at which these comments can be shared means that your business can suffer widespread reputational damage, which is why it is important to manage them with care. Just Google 'viral negative reviews' and you'll be amazed by how many results you get. So, if an unhappy client or candidate has left your agency less-than-glowing feedback, what can you do?

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

You already know the importance of having a business blog for your recruitment firm. But what's the next step once you get started? For a successful content marketing strategy, you need to use the right keywords for recruitment agencies, and then apply them effectively. This can be difficult to get to grips with at first, however it is a crucial step to master in content writing, as without the correct keywords, your carefully crafted blog post risks being lost in the depths of Google! There are a number of free keyword research tools online such as ‘Google Trends’ or ‘Answer The Public ’ to help you find out what is trending around your topic and the relevant keywords you should be using.

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.

As most people operating in and around the recruitment industry will have heard, recent ONS figures reported that, for the first time since records began, there are fewer unemployed people than job vacancies in the UK. While this shows that the efforts of recruitment are certainly paying off, businesses still have vacancies that need to be filled, and with talent pools drying up, it’s becoming increasingly difficult to attract top talent.

Over the past several 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 irrelevant posts that appear in users’ feeds.

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.

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.

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.

I know, I know. You’re busy. You barely have time to write a blog post, let alone make and edit a video. In the world of recruitment marketing (all marketing actually now that I think about it), there is never enough time.

Burnout has been an aspect that is usually not paid much heed. Though it is one of the things that employers have had to deal with for the longest time. Employees who are overworked, unappreciated, dissatisfied, frustrated are usually at the brink of burnout. It is one of the significant factors affecting retention.

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.

STOP looking at PR as a vanity project – have objectives and measure outcomes STOP creating content and not marketing it STOP writing crap job adverts and blaming the advert and the talent who applies STOP sending out press releases about what you do… no-one cares STOP using billers to write blogs Tracey Barrett and Lisa Jones’ top recruitment PR and marketing tips Focus on the objectives of your content strategy Content is a tactic There’s a lot of crap content out there Keeping your brand a secret isn’t a great tactic Leverage, stretch and repurpose your press coverage to get maximum ROI Think of job ads as content – not a rehash of the job spec Build your recruitment marketing strategy around your target market Stop telling people what you do – no-one cares – tell them what you know Promote the success of your marketing activities internally and take credit for the sales you contribute to Think about how you can get content from recruiters without asking them to stop billing Use PR as a business development tool Shocking stats: recruitment agency polls 58% of recruitment firms hardy ever appear in the media outside of the recruitment press 42% of recruitment consultancies are generating valuable leads and talent with their content – if you’re not one of them, you’re missing out 75% of recruitment businesses say they have lots to say but they don’t know how to create or send a press release 71% of recruitment marketers say getting recruiters to give them content is like trying to pull teeth Looking to build PR into your business development strategy? For more tips on how to leverage your media coverage read more from the BlueSky PR Blog and check out our free, on-demand webinars.

With the latest research from APSCo finding that jobs for marketeers were up 130% in 2021 on 2020 and recruitment agencies themselves victims of the ‘great resignation’ - if you're struggling to hire a recruitment marketer then perhaps it's time for to consider outsourcing all or part of your marketing function?

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 as a communication channel continues to grow, with a report by Datareportal in 2021 saying, “There are now 4.20 billion social media users around the world. This figure has grown by 490 million over the past 12 months.” This is astonishing as now the vast majority of the world is on social media, which increases your opportunities to find the perfect candidate for the role you are trying to fill.

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.

Live streaming – marketing tool or a Covid necessity? Do you need to broadcast a message to clients or employees?

Recruitment businesses need three things in order to be successful:

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.

Remote working is here to stay. It's been over a year now that most organisations have gone fully remote (whether temporary or long term) or adopted a hybrid working model. Face-to-face interactions, water cooler chats and coffee breaks have now been replaced by virtual meeting rooms and zoom calls.

In the busy world of recruitment, agencies are often so fixated on the daily complexities of their jobs that they may miss out on the benefits of an effective communications strategy. Here’s just a few of the most effective communications tricks to double your recruitment agency’s client base:

One of the most frequently asked questions I receive from recruitment marketers and agency owners is ‘How can we increase the number of LinkedIn followers we have?’

As a recruitment agency owner you’re no doubt aware just how important social media has become in recent years. It enables your business to increase its brand awareness, enhance its reputation and generate leads – to name just a few of its many benefits.

Any recruitment agency owner that has had limited interaction with outsourced PR and marketing support (or, indeed, a particularly bad experience with a less than reputable agency) might not automatically think of ‘authentic’ as being a key part of public relations or marketing. But authenticity is crucial in any content you’re pushing out.