Welcome to episode 497 of the Recruitment Marketing and Sales podcast, and I am your host, Denise Oyston.

Today, we are wrapping up our kick-off series for 2026 about the what and how of Standing Out this year. Over the past few weeks, we have covered mindset, visibility, and re-engaging your database. If you missed any of those episodes, go back and listen; they build on one another.

This week, we are discussing something that can completely change how you approach your marketing: creating longer-form content that works harder for you.

Now, before you switch off because you think this is going to be about writing 5,000-word essays, hear us out. This is actually about working smarter, not harder. It is about creating a single, substantial piece of content and getting maximum value from it.

Whether that is a podcast, a report, a webinar, or a detailed blog post, the principle is the same. Create once, repurpose many times.

So let’s get into it.

Let us start by explaining what we mean by pillar content.

A pillar piece is a substantial, detailed piece of content that demonstrates your expertise in your niche. It could be a comprehensive blog post or series. A thorough market report. A webinar where you go deep on a specific topic. Or a podcast episode where you really explore something properly.

The keyword here is substantial. This is not a quick LinkedIn post or a two-paragraph update. This is something meaty that shows you really know your stuff.

Why does this matter? Short-form content is brilliant at getting attention, but it is your longer-form content that builds trust. When someone engages with your quick posts and wants to know whether you actually understand what you are talking about, they will look for something more substantial. They want to confirm that you understand their sector and its challenges.

Think about it from your own experience. When considering working with someone, do you look at their social media posts? Or do you dig a bit deeper? Do you read their blog? Listen to their podcast? Download their report? Of course you do. We all do.

The research backs this up. 71 per cent of B2B buyers consume blog content before making a purchase decision. They want depth. They want evidence. They want to feel confident that you know what you are talking about.

Here is where it gets exciting, especially if you are running a small team and do not have endless hours for content creation.

The smartest recruitment companies we work with follow a simple principle: create one substantial piece of content, then repurpose it into multiple shorter pieces.

Let us give you a concrete example. Say you record a 45-minute podcast episode about hiring trends in your sector. From that single recording, you could create six LinkedIn posts pulling out key insights. Two blog articles going deeper on specific points. A dozen short videos or audio clips for social media. An email to your database summarising the main takeaways. Content for your newsletter. And quotes and statistics you can use in proposals and pitches.

That one piece of content has now given you weeks’ worth of material. And the beautiful thing is, it all came from the same source, so your messaging stays consistent.

This approach ensures quality and depth before brevity. You are not scrambling to come up with something to post every day. You have already thought. Now you are just packaging it in different ways for different platforms.

We would like to discuss podcasts, as they are particularly effective for recruitment businesses.

Podcasts continue to grow in popularity, particularly with executives and founders, which is exactly the audience most of you are trying to reach. Decision-makers listen to podcasts during their commute, at the gym, or while walking the dog. It is a way to reach them when they are not at their desks, ignoring emails.

But here is the bit that makes podcasts especially clever for recruitment businesses: they serve a dual purpose.

First, they are relationship-building and positioning tools. When you invite someone onto your podcast as a guest, you are building a relationship with them while positioning yourself as the go-to person in your niche. And who might make a good guest? Often, your potential clients. Think about it. You reach out to a hiring manager or business owner in your niche and invite them to share their expertise on your show. That is a much warmer conversation than a cold sales call. You are offering them something valuable: a platform to share their knowledge and raise their profile.

Second, podcasts are content engines. As we just discussed, one episode gives you material for weeks. The conversation generates ideas, insights, and quotes that you can use across all your other channels.

And niche podcasts can reach very specific audiences. A show about scaling health tech companies. A podcast for legal practice managers. A series on finance recruitment trends. When you narrow your focus, you become the go-to voice for that specific audience.

Podcasts are not the only option, of course. Let’s discuss other formats that work well.

Market reports and salary guides are brilliant for recruitment businesses. You have access to data and insights that your clients and candidates find genuinely valuable. A well-researched report on salary trends or hiring challenges in your sector positions you as the expert. It also makes a great lead magnet: people will happily give you their email address in exchange for useful data.

Webinars let you go deep on a topic while building your email list. You can invite guests, share screens, and answer questions live. The recording becomes an asset you can use long after the live event ends.

A detailed blog series lets you explore a topic in depth across multiple posts. Titles such as “The complete guide to hiring fintech sales leaders” or “Everything you need to know about legal recruitment in 2026” demonstrate genuine expertise and attract readers seeking that specific information.

The format matters less than the substance. What matters is that you create something substantial enough to demonstrate your expertise and generate enough material for repurposing.

Now, we know what some of you are thinking. “This sounds great, but I do not have the time or resources to create professional-quality content.”

Here is the truth: you do not need professional production values. What you need is valuable, consistent content.

A podcast recorded on a decent microphone in your office is absolutely fine. A report created in Word or Canva will suffice. A webinar run through Zoom works perfectly well.

The key is consistency and specificity, not production value. Your audience cares far more about whether your content is useful and relevant than whether it looks like a big agency made it.

In fact, overly polished content can feel less authentic. People want to hear from real experts sharing real insights, not a slick marketing production.

So do not let perfectionism stop you from starting. Good enough, published consistently, beats perfect, but never finished.

We cannot talk about content creation in 2026 without mentioning AI. Yes, AI can help you create more content more efficiently.

But here is the important bit: AI works best when you give it good raw material to work with.

The companies that get AI right use it to increase output without sacrificing quality. They do not publish AI-generated content as-is. They use AI as a starting point, then make the content specific, opinionated, and genuinely useful.

This is where your pillar content becomes so valuable. Record a podcast where you share your genuine expertise and opinions. Now you have rich source material that AI can help you repurpose into other formats. The insights are yours. The expertise is yours. AI helps you package it more efficiently.

The human element, your knowledge, your opinions, your specific experience in your niche, that is what makes your content valuable. AI cannot replicate that. But it can help you get more value from it.

If you are new to creating longer-form content, the prospect can feel daunting. So let us make it simple.

Start with what you know deeply. What questions do clients ask you all the time? What mistakes do you see companies making when they hire? What do candidates always want to know about your sector? You already have expertise. You need to capture it.

Choose one format to start with. Do not try to launch a podcast, write a report, and run webinars all at once. Pick one. Get good at it. Build the habit. Then expand.

If you want to start a podcast, the minimum setup is simpler than you think. A decent USB microphone, free recording software, and a hosting platform. You could be publishing your first episode within a week.

If a podcast feels like too much, start with a detailed blog post. Write the definitive guide to something in your niche. Make it thorough. Make it useful. Then break it down into shorter pieces for your social channels.

The most important thing is to start. Your first piece of content will not be your best. That is fine. You will get better with practice. But you cannot improve on something you have not created.

Let us conclude this series with a final thought.

Over these four episodes, we have talked about mindset, visibility, re-engaging your database, and creating content that works harder for you. And if there is one thread that runs through all of it, it is this: the recruitment businesses that will stand out in 2026 are the ones that commit to consistently delivering valuable content.

Not perfect content. Not content with massive production budgets. Just useful, relevant, consistent content that demonstrates your expertise and keeps you front of mind.

Creating pillar content and repurposing it is one of the smartest ways to do this without burning out. One substantial piece becomes the engine that powers your marketing for weeks.

So here is our challenge for you. Choose one pillar content format that appeals to you. Maybe it is a podcast. Perhaps it is a quarterly market report. Maybe it is a detailed blog series. Whatever it is, commit to creating your first piece in the next month.

Then repurpose it. Get maximum value from the work you have done. And watch how much easier your content marketing becomes when you have a solid foundation to build on.

That is, it’s for today’s episode, and that wraps up our Standing Out in 2026 series. Thank you so much for listening.

If you have found this series useful, we would love it if you could share it with another recruitment business owner who might benefit. If you haven’t already, please subscribe to avoid missing future episodes.

Until next time, keep creating, keep showing up, and keep recruiting brilliantly.

See you next time.

Thanks,

Denise and Sharon

If you want help building a content strategy that actually works for a small recruitment business, that is exactly what we do inside Superfast Circle.

Our members receive done-for-you content they can use and adapt, frameworks for creating their own pillar content, and support from a community that understands the specific challenges of marketing a recruitment business.

If you would like to learn more about how we can help you stand out in your market, book a call at superfastrecruitment.co.uk/call. We would love to chat about where you are right now and where you want to be.

The post Standing Out in 2026: Creating Content That Works Harder appeared first on Superfast Recruitment.

Today, we are continuing our Standing Out in 2026 series. If you have been following along, you will know we started with mindset, then last week we talked about being more active and more visible.

This week, we are talking about something that could be the fastest way to generate business this year, and yet it is one of the most neglected areas we see in recruitment businesses.

We are talking about your database. Your past clients. Your old contacts. The people sitting in your CRM and your LinkedIn connections who already know who you are.

Here is the thing: most recruitment business owners are so focused on finding new leads that they completely ignore the warm relationships they have already built. And that is like leaving money on the table.

So today, we are going to talk about why your database is a goldmine, why it gets neglected, and how to re-engage those contacts in a way that feels natural, not awkward.

So, let’s get into it.

Let us start with a question. How many contacts do you have across your CRM and your LinkedIn connections right now?

We are talking about past clients, placed candidates, people you have spoken to over the years, connections you have made at events, and all those LinkedIn connections you have built up over time.

For most recruitment business owners, that number is in the hundreds, often thousands. Some of you listening right now have 5,000, 10,000, or even more LinkedIn connections alone. And yet, when we ask how many of those people have heard from you in the last three months, the answer is usually… not many.

Here is why this matters so much.

Database re-engagement is one of the most cost-effective marketing strategies available to you. These people already know who you are. They have worked with you, or at least had a conversation with you. They accepted your LinkedIn connection request. They do not need to be convinced that you are legitimate. The trust-building work has already been done.

Email marketing has one of the highest returns on investment of any marketing channel, and the reason is simple: your list is an owned asset. You are not paying for ads. You are not fighting an algorithm. You are simply staying in touch with people who have already raised their hands and said, “I am interested in what you do.”

One of our clients did exactly this. He focused on re-engaging his database with insight-focused emails, and within three months of sending his first campaign, he had secured £120,000 in new roles with a client he had not spoken to in ages.

That is not a typo. £120,000 from people who were already in his database, just waiting to hear from him.

Let us talk about why these contacts are so much more valuable than cold leads.

Think about the journey someone goes through before they decide to work with a recruiter.

At the top, you have people who do not know you exist. They are completely cold. They have never heard your name, never seen your content, never had a conversation with you.

Then you have people who are aware of you. They have seen your name around. Maybe they follow you on LinkedIn. Perhaps they met you at an event once. They know who you are, but they are not actively thinking about you.

Then you have warm people. They have worked with you before or had a proper conversation. They trust you. They are not in buying mode right now.

And finally, you have hot people. They have a need right now, and they are ready to pick up the phone.

Here is the key insight: the people in your CRM and your LinkedIn connections are already warm. They are much further down that awareness cascade than any cold lead you could find. Which means they are far easier to convert when the time is right.

The only thing you need to do is stay front of mind, so that when they do have a hiring need or they are ready to make a career move, you are the name that pops into their head.

So if your database is such a valuable asset, why do so many recruitment business owners neglect it?

We see a few patterns here.

First, there is the obsession with the new. Something is exciting about finding new leads. It feels like progress. Reaching out to the same people again can feel like you are going backwards. But that is completely the wrong way to think about it. Those existing contacts are not old news. They are warm relationships waiting to be activated.

Second, there is a lack of systems. Most recruitment business owners do not have a process for staying in touch with their database and LinkedIn connections at scale. They might reach out to individual contacts when they remember, but there is no consistent rhythm. No automated sequences. No regular touchpoints. And without a system, it just does not happen.

Third, and this is a big one, there is the fear of being annoying. People worry that if they email their database or message their LinkedIn connections, they will be seen as pushy or salesy. They do not want to bother people. So they stay quiet. But here is the reality: if you are sending genuinely useful content, you are not being annoying. You are being helpful. People only get annoyed when you send them stuff that is irrelevant or purely self-promotional.

And fourth, there is the data decay problem. Contacts go stale. People change jobs. Email addresses bounce. If you have not cleaned up your database in years, it can feel overwhelming just knowing where to start. The same goes for LinkedIn connections you made years ago and never followed up with.

Let us talk about what happens when you do not stay in touch.

That client you placed three candidates with two years ago? They have probably had vacancies since then. But if they have not heard from you, they might have used someone else. Not because you did a bad job, but simply because you were not front of mind when the need arose.

That candidate you placed five years ago who is now a hiring manager? They could be sending work your way. But if they have forgotten about you, that referral is going to someone else.

That LinkedIn connection who accepted your request three years ago, and you never messaged them again? They might have the perfect vacancy for you right now, but they do not even remember who you are.

Every relationship that goes cold is a potential opportunity lost. And the frustrating thing is, these are not strangers. These are people who already know you, like you, and have worked with you or connected with you. The barrier to re-engagement is so much lower than starting from scratch with a cold lead.

We see this pattern constantly. A recruitment business owner is so busy chasing new clients that they forget to nurture the ones they already have. Then, when the market gets tougher, they realise they have no warm pipeline. They have to start building relationships from zero, at exactly the moment when they are under pressure. That is a stressful place to be.

So, how do you re-engage your database without feeling awkward or salesy?

The key is to lead with value, not with a pitch.

Nobody wants to receive an email or a LinkedIn message that says, “Hi, just checking in to see if you have any vacancies.” That is not valuable. That is just asking for something.

Instead, think about what you can give. What insights do you have about their market? What trends are you seeing? What challenges are other companies in their sector facing? What would be genuinely useful for them to know?

The most effective email strategies we see are insight-focused newsletters that position you as a market observer rather than just a vacancy broadcaster. Share hiring trends. Talk about salary movements. Discuss regulatory changes affecting their niche. Give them something worth reading.

Another approach that works brilliantly is plain-text messages from individual consultants, whether via email or a LinkedIn direct message. Not templated marketing emails with fancy graphics, but genuine, personal messages that share a specific story or insight. These tend to get much higher reply to rates because they feel like real one-to-one communication.

And if you want to get more sophisticated, behaviour-triggered sequences work really well. For example, if someone downloads a salary guide from your website, that could trigger a three-part email sequence with related insights, a case study, and then an invitation to a call. It feels timely and relevant, not pushy.

Let’s talk specifically about past clients, because they deserve special attention.

These are people who have already paid you money. They trusted you enough to hand over a fee. That is a significant relationship.

And yet, so many recruiters make a placement and then disappear. They move on to the next search, the next client, the next fee. The relationship goes quiet until someone happens to remember to pick up the phone.

Here is a simple question: when was the last time you reached out to a past client to see how things are going? Not to pitch. Not to ask for work. To maintain the relationship.

A quick check in every few months keeps you front of mind. You could share a relevant article. Congratulate them on the company news. Ask how the person you placed is getting on. These small touchpoints add up over time.

And do not forget the referral potential. A happy past client is one of the best sources of new business. But they will only refer you if they remember you. Staying in touch keeps that door open.

Now, let us address the elephant in the room. What do you say when you have not been in touch for ages?

This is what stops many people. They feel awkward reaching out after a long gap. They worry it will seem strange or opportunistic.

Here is our advice: do not overthink it.

You do not need to apologise for being quiet. You do not need to explain why you have not been in touch. Just reach out with something of value.

It could be as simple as: “Hi Sarah, I was thinking about you this week when I saw this article about changes in the finance sector. Thought it might be relevant to what you are dealing with right now. Hope you are well.”

Or: “Hi David, I have been doing some research on hiring trends in your sector and thought you might find this interesting. Let me know if you would like to have a chat about what we are seeing in the market.”

The key is to make it about them, not about you. Lead with value. Be genuinely helpful. The conversation will flow naturally from there.

And honestly, most people will not even notice how long it has been. They are busy with their own lives. They will just be pleased to hear from you.

The real secret to database re-engagement is having a system. Because if it depends on you remembering to do it, it will not happen consistently.

At a minimum, you want regular communication going out to your list. That might be a monthly newsletter with market insights. It might be a quarterly update on trends in their sector. It does not need to be complicated. It just needs to happen.

For your LinkedIn connections, think about how you can incorporate regular touchpoints into your routine. Commenting on their posts. Sending a quick message when you see they have been promoted or their company is in the news. These small interactions keep the relationship alive.

Beyond that, think about segmentation. Not everyone in your database needs the same message. Your clients care about different things than your candidates. People in finance have concerns other than those in tech. The more relevant you can make your communication, the better it will land.

You do not need fancy technology to do this. Basic email tools can handle simple segmentation based on industry, job level, or how they entered your database. Even just splitting your list into clients and candidates is a good start.

The goal is to create a rhythm of communication that keeps you visible without requiring you to think about it every day. Set up the system, generate the content, and let it run.

Let us wrap up with this thought.

Your database is not just a list of names. It is a collection of relationships you have built over years, sometimes decades. Every contact in your CRM, every LinkedIn connection, represents a conversation you have had, a placement you have made, a connection you have formed.

Those relationships are valuable. But they only stay useful if you nurture them.

The recruitment businesses that will stand out in 2026 are the ones that treat their database as the asset it is. They stay in touch. They add value. They keep those relationships warm so that when the time is right, they are the obvious choice.

So here is our challenge for you this week. Pick ten contacts from your CRM or LinkedIn connections who you have not spoken to in the last six months. Reach out to each of them with something of value. Not a pitch. Just a genuine touchpoint.

You might be surprised at how many conversations start. And how much business comes from simply staying in touch.

That is it for today’s episode. Thank you so much for listening.

Next week, we will be wrapping up this Standing Out series with an episode all about creating longer-form content that works harder for you. If you have ever thought about starting a podcast, writing a report, or building content that you can leverage across multiple channels, you will want to catch that one.

Until then, go and re-engage those warm relationships. Your future self will thank you.

See you next time.

Thanks  Denise

If you know you need to do more with your database but are not sure where to start, that is something we help with in Superfast Circle.

Our members get done-for-you email content they can personalise and send to their list. They get the systems and templates that make regular communication straightforward. And they get the support of a community that understands exactly what it is like to run a small recruitment business.

If you would like to find out more about how we can help you turn your database into a consistent source of business, book a call with us at superfastrecruitment.co.uk/call. We would love to chat about where you are right now and where you want to be.

The post Standing Out in 2026: Re-engaging Your Database appeared first on Superfast Recruitment.

Here’s a question: What if I told you there’s a marketing tool that converts and educates your prospects about what they need, AND makes them genuinely like you more?

Sounds too good to be true.

Stay with me because we’re talking about quiz and assessment marketing, and no, this isn’t some gimmicky Buzzfeed “Which sandwich are you?” situation. This strategic business asset is changing the game for B2B companies, especially in professional services like recruitment.

By the end of this episode, you’ll understand why quiz marketing is exploding right now, how it solves multiple business problems simultaneously, and most importantly, how you can implement this in your business.

Let’s get into it.

Let’s discuss what makes quizzes and assessments valuable to your marketing toolkit.

You’re probably already doing great work with your marketing, creating content, building relationships, and establishing your expertise. And that’s brilliant. But here’s what’s exciting: quizzes and assessments offer something that complements everything you do.

Here’s what makes them unique:

They’re interactive rather than passive. Instead of reading or watching content, your prospects are actively participating. They’re clicking, thinking, and engaging with your brand in a way that creates a different kind of connection.

They’re personalised from the start. Every person who takes your assessment gets results tailored specifically to their situation, not general advice that might apply to them, but specific insights about where they are right now.

They provide immediate value. There’s no waiting, no “we’ll get back to you.” When someone completes your assessment, they receive insights they can use immediately. That instant gratification creates a powerful positive association with your brand.

And here’s the fascinating bit: while your prospects discover insights about their business, you’re also learning about them. They voluntarily share information about their challenges, goals, and priorities; not because you’re asking intrusive questions, but because the process is valuable to them. 

We’re not talking about entertainment quizzes. We’re talking about diagnostic tools wrapped in an engaging experience. Think of it as a conversation starter that provides value.

But it’s not just about the numbers, it’s about the psychology.

Think about the last time you took a quiz or assessment. What happened? You got curious. You wanted to know where you stood. You kept clicking to find out more. And when you got those results, you felt like you learnt something valuable.

This is the psychology of self-discovery at work because humans inherently need to understand themselves.

About 80% of people use personality or diagnostic quizzes at least monthly. Each question answered triggers a small dopamine hit, which your brain rewards you for making progress. And when you reach the results? That’s a sense of accomplishment.

Here’s the beautiful part for business owners: While all this is happening, your prospects are actively educating themselves about their challenges, gaps, and opportunities. They’re not being told they are discovering, and that makes all the difference in how they receive and act on the information.

Let me break down why assessment marketing is particularly powerful for business owners. It serves two critical purposes simultaneously.

Purpose Number One: Diagnostic Value

Most of your ideal clients don’t fully understand their own problems. They know something’s not working but can’t pinpoint exactly what or why.

A well-designed assessment helps them:

When someone takes your assessment and sees their results, they’re not being sold to—they’re getting an objective evaluation. You’re positioning yourself as the expert diagnostician who understands their challenges deeply.

This creates a different kind of relationship from the start; one built on insight and expertise rather than just promotion.

Purpose Number Two: Rapport Building Through Engagement

Here’s something that’s often underestimated: Quizzes break down psychological barriers uniquely.

Something powerful happens when you lead with education and insight through an interactive experience. Your prospect’s defences naturally lower. They’re having an enjoyable, valuable experience. They’re interacting with your brand helpfully and collaboratively.

The “fun factor” of interactive content creates positive brand associations. The interactive format makes it engaging even if the topic is a serious business strategy.

And here’s the key: By providing immediate, personalised insights for free, you demonstrate genuine interest in helping, not just selling. You’re giving them transparency about what they need before you ever ask for a meeting or a sale.

This builds trust at a foundational level. Trust that translates into warmer leads, shorter sales cycles, and higher conversion rates down the line.

Now let’s talk about something that should excite every business owner: data.

When someone takes your quiz, you’re collecting gold:

This isn’t invasive because they volunteer this information in exchange for value.

Making it Practical

Okay, so you’re probably thinking: “This sounds great, but how do I actually do this?”

Let me make this practical.

Start with the right quiz type. For business owners, I recommend starting with a diagnostic assessment. Something like:

This positions you as the expert while providing genuine value.

Keep it focused. Six to ten questions is the sweet spot for B2B audiences. You want completion rates above 65%, so don’t make it too long. Target under 7 minutes to complete.

Structure your questions strategically. Start with easy, engaging questions to build rapport and momentum. Then move into more specific business questions. Include one or two qualifying questions about budget, timeline, or authority and make them natural, not pushy.

Make the results page powerful. This is where the magic happens. Your results page should include:

Build the follow-up sequence. This is crucial. When someone completes your quiz, trigger an automated email sequence:

Platform-wise, tools like ScoreApp or Typeform make this incredibly easy. You can build your first quiz in 20-30 minutes using templates. You don’t need to be technical.

The investment is minimal, usually £20-100 per month for a platform, but the returns are exponential compared to traditional lead generation.

Now, I believe in practising what we preach.

If you are curious about the current state of your marketing, we’ve created an assessment designed specifically for recruitment search and staffing owners based on our insights from working with clients over the last eighteen years.

The Client and Candidate Attraction Scorecard is a perfect example of today’s discussion.

In just 3 minutes, you’ll get a personalised snapshot of your current marketing across five critical areas:

You’ll receive instant results showing where you’re strong and where small, focused improvements could make a significant difference. No fluff just actionable insights tailored to your business.

You’ll see what we’ve been discussing firsthand. You’ll experience how engaging and valuable a well-designed assessment can be. You’ll understand why these convert so much better than traditional lead magnets.

To take your free scorecard, go to superfastrecruitment.co.uk/scorecard.

After you get your results, we offer a complimentary 45-minute Marketing Strategy Consultation. In this consultation, we’ll review your scorecard in detail, identify your highest-impact opportunities, and outline specific next steps. There is no pressure or obligation; just practical strategies you can implement immediately.

Let’s wrap this up with the key takeaway:

Quiz and assessment marketing is a powerful addition to your marketing toolkit. It engages prospects through interactive, personalised experiences that provide genuine insight.

By combining diagnostic value with engaging experience, you’re not just generating leads—you’re pre-qualifying them, educating them, building trust, and personalising their journey, all automatically and at scale.

Recruitment business owners who implement this alongside their existing marketing will have multiple touchpoints to engage prospects differently. You’re giving people options for how they want to interact with your brand; that flexibility is valuable.

So, here’s my challenge to you: Take that first step. Experience the scorecard at superfastrecruitment.co.uk/scorecard and experience how it feels from your prospect’s perspective. Then start thinking about what assessment you could create for your own business.

Because here’s the truth: Your ideal clients are out there right now, trying to figure out what they need. They’re looking for clarity and direction. Be the one who helps them understand where they are and how to move forward.

That’s what makes you memorable. That’s what builds trust. And that’s what ultimately grows your business.

Thanks for tuning in to today’s episode. If you found this valuable, share it with another business owner who might benefit from adding assessments to their marketing. And I’ll see you next time.

Thanks

Denise

You’ve just discovered a powerful marketing approach that could transform your lead generation. But here’s the reality most business owners face: knowing what to do and implementing it consistently are two very different things.

That’s exactly why we created Superfast Circle—a marketing community where recruitment business owners get the resources, templates, and weekly support they need to implement proven strategies without starting from scratch.

Inside, members access pre-built campaigns, join weekly coaching calls to troubleshoot challenges, and receive step-by-step guidance on executing the marketing tactics that drive results in our industry.

It’s the difference between collecting good ideas and building a marketing system that works while you focus on placements.

Curious about how it works? Email Sharon at [email protected] or visit superfastrecruitment.co.uk/circle to learn more.

This version focuses on the implementation gap and positions Superfast Circle as the solution without being overtly promotional or specifically mentioning quiz marketing.

The post The Quiz Marketing Revolution: How Interactive Assessments Are Transforming Lead Generation appeared first on Superfast Recruitment.

Today, we’re tackling a question I hear from recruitment business owners: “Is blogging really worth it anymore? Everyone’s talking about TikTok, LinkedIn videos, and AI chatbots. Why should I invest time in blogs?”

While the digital landscape keeps evolving at breakneck speed, the data tells a completely different story. Companies that blog are seeing 67% more leads than those that don’t. Blog-driven leads close at 14.6% compared to just 1.7% for leads from other sources, while social posts rarely drive direct conversions above 2%.

But here’s what makes this even more interesting for recruitment agencies: you’re one of the few B2B businesses serving two completely different audiences – clients needing hiring and candidates needing jobs. That dual-audience challenge isn’t a problem – it’s your secret weapon, if you know how to use it.

Today, I’m sharing six data-backed reasons why blogging isn’t just alive for recruitment agencies – it’s thriving. And by the end of this episode, you’ll have a clear action plan to either launch or supercharge your agency blog in 2025.

Before we discuss the six reasons, let’s acknowledge what makes recruitment marketing uniquely challenging—and why that’s actually your advantage.

Most B2B businesses have one target audience. Software companies sell to IT managers, marketing agencies sell to CMOs, and accountants sell to finance directors.

You? You’re simultaneously attracting hiring managers who need talent AND professionals who need opportunities. You’re creating content for the CEO looking for a senior developer AND the senior developer looking for their next role.

This dual-audience challenge means your blog content can work twice as hard. A single post about “The Future of Remote Work in Tech” attracts both tech professionals considering new opportunities AND companies planning their remote work policies.

But here’s where most agencies get it wrong—they try to create generic content that appeals to everyone and ultimately fails to engage anyone. The agencies winning with blogs in 2025 understand that specific, valuable content attracts audiences more effectively than bland, one-size-fits-all posts.

Now, let’s look at exactly why blogs are delivering measurable results for recruitment agencies right now.

The Data: Businesses with blogs see 434% more indexed pages and 55% more website visitors than those without. This translates directly into more candidate applications and client inquiries for recruitment agencies.

This matters more in 2025 than ever: when someone searches “best recruitment agency for software engineers in Manchester” or “how to find senior marketing roles,” they’re not casually browsing. They have a specific need, right now. Your blog posts targeting these searches capture people when they’re ready to engage.

Practical Takeaway: Audit your most successful placements from the last six months. What questions did clients and candidates ask during those processes? Turn each common question into a detailed blog post. For example, “How long does executive recruitment typically take?” becomes a 1,500-word guide that attracts executives considering moves and companies planning hiring timelines.

The Data: 76% of B2B marketers generate leads through blogging, but recruitment agencies have a unique advantage – every piece of content serves two potential lead sources.

Think about traditional B2B content marketing. A cybersecurity company creates content for CISOs and IT directors. That’s their entire addressable audience through content.

You can create a post titled “Salary Trends for Data Scientists in 2025” that attracts data scientists evaluating their market value AND companies budgeting for data science hires. One piece of content, two lead generation opportunities.

The Strategic Advantage: This dual-purpose content creation means your content marketing ROI is inherently higher than that of single-audience businesses. You’re not just creating content for companies or candidates—you’re creating an ecosystem where both sides of your market find value.

Practical Takeaway: For every blog post you plan, ask: “How does this serve both my candidates and clients?” If it only serves one audience, expand the scope or create companion content that addresses the other perspective.

The Data: Companies prioritising thought leadership content are 13 times more likely to report positive ROI from their marketing efforts.

The recruitment industry has a perception problem. Many people see recruiters as transactional middlemen rather than strategic partners. Your blog is your opportunity to change that narrative entirely.

When you publish insights about industry trends, salary benchmarking, or hiring best practices, you’re not just sharing information – you’re demonstrating the depth of knowledge that makes you valuable to clients and candidates.

The Authority Effect: Candidates are likelier to work with recruiters they perceive as industry experts. Clients pay premium rates to agencies that demonstrate strategic thinking beyond just CV matching.

Practical Takeaway: Choose one specific trend or challenge in your sector and commit to being THE voice on that topic. If you specialise in healthcare recruitment, become the go-to source for NHS hiring trend analysis. Publish consistently on this theme for six months and watch how it transforms client and candidate perception of your expertise.

The Data: Recruitment websites with authentic, story-driven content see conversion rates of 8-12%, significantly higher than generic agency sites.

In 2025, candidates are sophisticated. They research agencies before engaging, just like they research potential employers. Your blog is your opportunity to show them who you really are, not just what you do.

This isn’t about corporate speak and stock photos. It’s about sharing real stories—the six-month placement that resulted in a perfect match, the candidate who faced redundancy and how you helped them pivot careers, the client whose growth story you supported through strategic hiring.

The Trust Factor: Authentic content builds trust faster than any sales conversation. When candidates read about your approach, your values, and your success stories, they’re pre-sold on working with you before they ever make contact.

Practical Takeaway: Dedicate one blog post monthly to storytelling. Share (with permission) real case studies of successful placements, focusing on the challenges overcome and the impact created. These posts will become your most shared and most conversion-driving content.

Reason 5: Educational Content Builds Long-Term Relationships

The Data: Blog-driven leads close at 14.6% compared to just 1.7% for leads from other sources, because educational content pre-qualifies and nurtures prospects.

Your blog isn’t just about immediate conversions – it’s about building relationships with people who might not be ready to engage today but will remember you when they are.

The candidate reading your “Interview Preparation Guide” might not be job hunting now, but when they are, they’ll think of you first. The hiring manager learning from your “Building Diverse Teams” series will remember your insights when they have their next hiring need.

The Long Game: Educational content creates a warm audience of people who trust your expertise and appreciate the value you provide. When the timing is right, these relationships convert at much higher rates.

Practical Takeaway: Create evergreen educational content that serves your audience regardless of their immediate needs. “How to Negotiate Salary in Tech” helps candidates now and positions you as their go-to recruiter for future moves.

The Data: Companies with blogs generate 67% more leads, and those posting 11+ times monthly see 4x more leads than minimal bloggers. The math is clear – consistent blogging drives measurable business growth.

But here’s the specific advantage for recruitment agencies: your success metrics are clearer than those of most businesses. You can directly track blog traffic to candidate registrations, client inquiries, and, ultimately, successful placements.

Every blog post you publish continues working for you indefinitely. A post from six months ago can still drive leads today, creating compounding returns on your content investment.

In a world of increasing digital noise, quality content isn’t just an advantage – it’s becoming essential. The agencies that recognise this now will dominate their markets in 2025 and beyond.

Thanks

Denise

If the evidence is clear that blogging drives measurable results for recruitment agencies, but you’re struggling to find the time or expertise to create consistent, high-converting content, you’re not alone.

Many successful recruitment business owners recognise the power of content marketing but lack the resources to execute it effectively while managing their day-to-day operations.

That’s exactly why we created Superfast Circle.

Our comprehensive marketing program provides recruitment agencies with:

Rather than struggling to create content from scratch, you get proven templates and strategies that our clients use to attract more quality leads and build stronger market positions.

Want to see how your current marketing stacks up?

Take our free 3-minute Client & Candidate Attraction Scorecard to discover your marketing gaps and get a personalised action plan for improvement.

You’ll receive instant insights into what’s working and what isn’t, as well as practical next steps to start generating more leads through strategic content marketing.

The post Why Recruitment Blogs Still Continue to Drive Business Growth in 2025 and Beyond appeared first on Superfast Recruitment.

This week’s post and podcast discuss LinkedIn essentials for recruitment business owners. As we cycle through August and prepare for the back end of the year, many of you are getting ready to finish strong.

With that in mind, if you haven’t completed our Candidate and Client Attraction scorecard yet, please visit superfastrecruitment.co.uk/scorecard. You’ll get a personalised report showing exactly where you stand with your marketing, plus a complimentary conversation to discuss your results.

LinkedIn continues to grow at an impressive rate. I’m recording this in August 2025, and there are approximately 1.1 to 1.2 billion members on LinkedIn now. Generally, this increases by 60 to 70 million annually, so by January, we’re looking at 1.2 to 1.3 billion members. Not all members are active, but that’s still a rich database of people you can work with.

This weekend, my great-nephew and his fiancée visited us. He’s just started a new management course and tends to dress differently. While other guys wear t-shirts and ripped jeans, he works in an engineering company and wears chinos and polo shirts.

He does this because he knows making a good impression works.

Sometimes we forget about first impressions, especially when someone lands on your LinkedIn profile.

Let’s start with the basics. Your header banner is crucial. LinkedIn provides a standard muted-colour banner, but you can create your own using Canva. Look at the different LinkedIn banners available there. We create custom banners with our Superfast Circle clients, but you can easily do this yourself. Go to Canva and make sure you’re making the right impression.

If you’re wondering what to include, look at my profile or Sharon’s. You’ll see it’s on brand – we use the same colours consistently. You can achieve this with Canva, too. We have a professional headshot because people like to know who they’re working with. The data on LinkedIn shows impressive results around profile views and engagement time for profiles with professional images.

Nothing’s wrong with pictures with your mates, friends, or at weddings. However, get a professional headshot—it makes such a difference. Make sure your face is prominent, you’re looking directly into the camera (eye contact is crucial), and your shoulders are included in the image. You don’t need to hire a photographer—we all have smartphones with amazing cameras now.

Use all available resources like Canva, the images in Canva, and your smartphone to create something professional-looking. Include your contact details so people can reach you. Remember, you want to appear both professional and approachable. Forget the holiday shots, ensure high quality, make it recent, and ensure your headshot is recognisable.

My hair changes constantly, as does Sharon’s, so we always update our profile images. When people get on a call with you, they see a picture and think, “This is the person I saw on LinkedIn.” Consider your brand, too – if you’re targeting corporate clients, dress accordingly. If not, dress appropriately for your brand. Remember, this image represents your recruitment business. Would you trust someone with a blurry selfie to find your next senior hire?

Here’s a helpful tip: use the same professional image across all your business and social media platforms. People who Google your name will click through to your Facebook, Instagram, and Twitter profiles. Consistency in messaging builds recognition and trust.

Anyone you’re trying to connect with will examine your About section – they’ll check you out first. It’s prime real estate for converting profile visitors into connections, and connections into clients and candidates. Most recruiters waste this space with boring summaries often taken from their CVs.

Instead, think of it as your elevator pitch that answers key questions in someone’s mind: Who do you serve? What problems do you solve? What makes you different? How can people contact you? Structure your About section around these questions.

Here’s a helpful tip: look at my profile to see the structure I use. We help our clients get their profiles correct because we know how important LinkedIn is. If we’re not connected, please reach out – that would be wonderful.

Make sure your profile is filled out. Depending on whether you have creator mode switched on or use a paid LinkedIn version, use your featured section. Have a newsletter, fill your profile with content, and get recommendations. Don’t just do your profile image and stop there – attention to detail matters.

Like anything online, the more information you share, the more likely you are to appear in search results. We want people to find us on LinkedIn so they can decide whether we’re someone they want to work with.

I shared data earlier about over a billion people on LinkedIn, but less than 4% post regularly – they’re missing out on being visible to the market. Content is where recruiters can shine or completely disappear. Content marketing generates three times as many leads as traditional marketing and costs over 60% less.

Here’s where most people go wrong: they only post about jobs they have. There’s nothing wrong with posting jobs, but it’s useful to share insights too. This insight-driven content helps build your brand. You can post industry insights, practical advice, problem-solving content for candidates and clients, behind-the-scenes personal insights, and market intelligence.

Regarding content frequency, the more you post, the better for you. We’ve had clients who only posted once weekly, then started posting more and saw huge impacts. We always recommend posting every single day on LinkedIn.

If you’re an international recruiter with clients in different time zones—we have clients in Australia, the US, the UK, and Europe—post across all those time zones. People access LinkedIn at different times throughout the day, so post in the morning, lunchtime, teatime, and evening. People look for your content at various times, which is about correctly positioning you.

We recently spoke with someone about personal branding and living in an online world. Many recruiters don’t network in the same way anymore—they don’t see clients and candidates as much face-to-face. They must create connections differently, and personal branding is one effective method.

Personal branding enables you to stand out in a crowded market. Think about how you’ll communicate your expertise, personality, and values. Consider your visual consistency, voice consistency, and the thought leadership you bring.

Many people we work with have been in recruitment for years. They’re excellent at what they do regarding recruitment, but not always good at promoting themselves. This is where you could make a huge difference by being more personally present on LinkedIn.

We’ve discussed imagery, personal branding, and sharing content. All these elements must be connected, and you need an outreach strategy. I’d add an engagement strategy, too—actively commenting on people’s content and strategically reaching out to make connections.

Remember, LinkedIn limits connection requests – currently up to 400 daily and weekly. Utilise them. This is where key performance indicators can work effectively. Reach out to people daily, make those connection requests, and after posting content, make connection requests so you have a complete LinkedIn process to follow.

We have a new client who started with us over the summer. He’s been following our processes that we give Superfast Circle members, and now he has three role options from one company worth about £120,000. That’s significant, and it’s simply because he started posting and reaching out strategically. You can see this makes a huge difference.

I’ll discuss direct messages more in another podcast in the coming weeks. For those who haven’t done much on LinkedIn, it makes a difference towards the end of the year. Get started on this – you have five key areas to make a difference.

Look at my profile and Sharon’s to understand where to start next. Even though we’re in August, you can still achieve so much before year-end.

Thanks

Denise and Sharon

How We Can Help

At Superfast Recruitment, we understand that LinkedIn can feel overwhelming when balancing client delivery with building your online presence. That’s exactly why we’ve developed our Superfast Circle programme – to give recruitment business owners like you the systems, strategies, and support needed to build a powerful LinkedIn presence that attracts the right clients and candidates.

Our members get access to proven templates, personalised guidance, and ongoing support to ensure their LinkedIn efforts translate into real business results. If you’d like to discover where your marketing currently stands and get a clear roadmap for improvement, start with our free scorecard at superfastrecruitment.co.uk/scorecard.

The post LinkedIn Marketing Essentials: 5 Actions That Lead to Success appeared first on Superfast Recruitment.

Today’s post and podcast are recordings from one of our most popular webinars: The Lead Generation Triad. This system helps you create consistent lead generation within your organisation or company. It will also work for you if you’re a solo recruiter or small micro recruiter.

The important thing about this system is consistency, ensuring it happens every week.

First, I’ll discuss why your current system might be failing, share some lightbulb moments that often get “I didn’t realise that” responses, and then walk through the exact process we teach our clients to use—a process that works exceedingly well in the current market. I’ll also explain how you can replicate this approach in your organisation.

Let’s start with the buyer cycle. People buy on their timeline, not ours. Before anyone can work with you, they need to know who you are. For high-value purchases, which human placement fundamentally is, they need to understand who you are and how you can help them.

Here’s a shocking figure: less than 7% of people are ready to buy right now. This is why cold calling alone, or simply sending email blasts, often fails. You’re targeting only a few potential clients who might convert immediately.

The gold lies in using different lead generation strategies that create results in the short, medium, and long term. This approach takes people from unaware to aware, then to understanding your expertise, moving to engagement and dialogue, and finally to the Holy Grail: placement and partnership.

Remember, we implement this system because people go through a buying cycle. There’s no magic pill to change that – we must work with their natural process when developing our marketing and strategies.

The second important concept is that people need to know, like, and trust us before they’ll part with money and work with us. Taking people through the buyer cycle requires multiple touchpoints, yet many give up too soon.

Let me share some data about points of contact from the American Sales Association. These figures always shock me:

This highlights why the information I’m sharing today is pure gold – it’s about increasing meaningful touchpoints with prospects in different ways.

The Lead Generation Triad looks deceptively simple: Current Connections, Content as a Convincer, and Cold Outreach. The magic happens when you integrate all three components.

Many companies don’t make these connections when generating leads. Those who implement this system well – and I’ll share examples of clients who’ve done this – get tremendous results by having all these elements working together.

Before diving deeper, let’s look at common mistakes people make with lead generation in recruitment:

Many smaller recruitment companies, especially solo practitioners, often get caught up filling jobs and neglect lead generation. With today’s marketing collateral, content, systems, and processes, this doesn’t need to happen anymore.

Let’s start with the first element: Current Connections and how content works with them.

One client who joined us last year had 20,000 people in their database but admitted, “I never talk to them.” This is a common situation – you’ve done the hard work getting people into your database, but they grow cold without nurturing.

This is where the content machine comes in. To warm these connections, you can send blogs, reports, and other valuable content. People respond when a new role arises because you’ve consistently added value and demonstrated your commitment to their interests.

The first step is segmentation. Consider your current clients – there’s still value even after placing a role. Don’t forget candidates, and what I call “the lapsed and lost.” It’s about getting to know the people in your database.

You can use Sales Navigator, Recruiter, and LinkedIn filtering to build current connections. Then, communicate with them consistently. LinkedIn offers newsletters, but what about the thousands in your database? Could you send a weekly value-adding email to stay at the top of your mind? When a candidate decides to move roles, or a client needs recruitment help, they’ll come to someone regularly in their inbox, not a recruiter they’ve never heard of.

Social media posting is crucial. If you do only one thing, post valuable content on social media. This gets you back on people’s radar. We focus on this with clients right from the start for quick wins. Posting consistently on social media (not just job ads, but value-adding content and personal branding) brings remarkable results. One client recently told me, “Someone I worked with years ago came back after seeing me on social media again.”

The content machine works with both current connections and cold outreach. In today’s knowledge age, we spend significant time on LinkedIn, social channels, and websites. Content helps promote your brand and stand out.

Even if you’re on your own, having a brand is important. Some solo recruiters we work with have magical brands that attract people specifically wanting to work with that individual. Good content helps you dominate your sector, generates leads, keeps you front of mind, and demonstrates expertise.

What can you do for content? I’ve highlighted several approaches anyone can implement:

For larger companies, consider starting a podcast, hosting webinars, or developing other advanced content strategies that help you stand out in your market.

One client, Steve in Sydney, embraced content marketing after initially being unsure. His results speak for themselves: He sent reports (or “ebooks” as he calls them) on performance reviews and pay rises to his candidate database. This generated 538 downloads—538 people he could follow up with who were likely considering career moves. Steve created significant revenue from these campaigns.

Finally, cold outreach—everyone’s favourite (or not)! Cold outreach is essential for growing or entering new sectors. It is how you build your business.

People reached through cold outreach may not convert immediately, but they enter your connections and world. Once there, it’s much easier to influence and persuade them to work with you. The content machine works brilliantly with cold outreach – you can send cold emails with valuable content that people open, bringing them onto your list and generating interest.

Be consistent with cold outreach – don’t just do it sporadically. Make it an ongoing strategy. This gives you the luxury of choosing who to work with rather than taking on every client that comes your way.

Start by creating a list of ideal clients and candidates. You can either buy lists or build them. When someone registers for a webinar like this one, they enter our world. You can also purchase data or use software that collects email addresses.

After building your list, reach out through multiple channels:

Cold outreach isn’t always easy—your mind may tell you people don’t want to hear from you or that you’re interrupting them. But it’s worth pushing through if you have a product or service that genuinely helps people. When implemented well, this long-term strategy will revolutionise your business.

For cold emailing at scale, consider platforms like Apollo.io and Mixmax. For LinkedIn, automation tools like Dripify work well. You can also use advertising through Indeed, Facebook (with 3.7 billion users), Google AdWords, and LinkedIn.

Remember that messaging apps such as WhatsApp, LinkedIn messages, and Facebook Messenger all work effectively. Combining messaging, calling, and email creates a powerful approach.

Thanks,

Denise and Sharon

At Superfast Recruitment, we’ve developed proven systems like the Lead Generation Triad to help recruitment and search firms generate consistent leads and placements. Our Superfast Circle program provides all the content, campaigns, and strategies you need to implement this system effectively.

From ready-to-use blog posts and social media content to email campaigns and nurture sequences, we provide everything you need to keep your current connections warm, create compelling content, and support your cold outreach efforts.

Clients who consistently implement these strategies see results within weeks, not months. If you’re ready to transform your lead generation approach and create a more predictable business flow, we’re here to help you implement these systems.

The post The 3 Part System for Recruitment Lead Generation appeared first on Superfast Recruitment.

As we approach the year’s final quarter, many recruiters fall into the trap of winding down, waiting for the new year to kickstart their efforts. However, this mindset can lead to missed opportunities and a slow start to next year.

In this episode, I dive into five powerful strategies to help you close the year strong and set yourself up for success in 2025.

A full summary of the recording is below.

From tapping into your existing network, creating compelling content, and implementing effective cold outreach campaigns.

These ideas are designed to boost your recruitment business before the year ends. Whether you’re a seasoned recruiter or just starting, these strategies will help you maximise your potential and finish the year strong.

As we approach the end of the year, it’s crucial to pause and reflect on your achievements and goals. Take a few hours to review what you wanted to achieve this year and what you can still accomplish. This brainstorming session will reveal opportunities you may have overlooked.

Identifying opportunities that have fallen by the wayside can give you a clear starting point. You’ll likely find several quick wins that can make a significant difference before the year ends.

One of the most overlooked strategies is tapping into your existing network. Many recruiters have thousands of LinkedIn connections but fail to engage with them regularly. These connections are a goldmine of potential opportunities.

Consider running a re-engagement campaign. Reach out to people who haven’t responded to your messages or those who asked to be contacted later in the year. This strategy often yields quick results and can set you up for success in the coming year.

Don’t forget about past clients and placed candidates. Pick up the phone and have genuine conversations with them. Ask about their current situation plans and whether they know anyone who might benefit from your services. These conversations can uncover opportunities you hadn’t considered.

When you increase your outreach, people will naturally check out your online presence. Ensure your LinkedIn profile and website content reflect your expertise and value proposition. Share content that addresses the problems your clients and candidates face, offering solutions and valuable advice.

Consider using various content formats, such as blog posts, images created with Canva, and videos. Video, in particular, is underutilised in the recruitment industry and can help you stand out. The goal is to demonstrate your knowledge and build trust with your audience.

Remember the Know Like Trust process: the more people see you and understand how you can help them, the more likely they are to work with you. Consistent, valuable content helps build this familiarity and trust.

Despite its challenges, cold outreach remains an effective strategy when done correctly. Start a cold emailing campaign using Lemlist, Mixmax, or Apollo software tools. The key is persistence – many give up too soon due to rejection, but success comes with consistent effort.

Create a targeted campaign and start reaching out now. You might see results before the end of the year, and at the very least, you’ll be building a foundation for future success.

Don’t be shy about promoting your successes. Share testimonials and case studies on social media and in your email campaigns. People always look for validation when considering a service-based business, and hearing about others’ positive experiences can be compelling.

Use platforms like Canva to create visually appealing images featuring testimonials. Share these on LinkedIn and other social media platforms. Also, don’t hesitate to promote your achievements directly. Tell people about your placement success rates or the quality of candidates you provide.

By implementing these strategies, you can close the year strong and set yourself up for success in the coming year. Remember, the key is to start now – don’t wait for the new year to begin making positive changes in your recruitment business.

Here’s a call to action for the end of the post about how Superfast Circle can help business owners and encourage them to book a call:

Thanks

Denise

Ready to Supercharge Your Recruitment Business?

As a Superfast Circle member, you’ll get:

Don’t let another year slip by without reaching your full potential. Book a call to discover how Superfast Circle can help you close this year strong and set you up for unprecedented success in 2025.

Click here to schedule your call.

The post Closing 2024 Strong: Your Recruitment Marketing Action Plan appeared first on Superfast Recruitment.

Today we’re talking about LinkedIn profiles and several mistakes you could be making. Your profile is a key piece of marketing collateral, and it’s important for every business owner, particularly if you work in the recruitment sector and you want to attract attention from clients and candidates.

When we talk to people online who are considering working with us, we look at their LinkedIn profile and their social media, website, and online presence.

We often notice some business owners making several mistakes with their profiles, not realising how important their profiles are.

As a recruiter, you have one of the highest-trafficked profiles of any business owner or person who works in a recruitment company across the whole spectrum of sectors because you consistently reach out to new people to work with, whether candidates or clients.

One thing that people do when recruiting or looking for a new role is to jump online to search for people who can help them and, of course, to check out who they are and their level of expertise.

Our online world means we can Google people, we can have a good look at their LinkedIn profile, and decide whether that is the sort of person we want to work with.

Unfortunately, many people forget that their LinkedIn profile is searchable. Remember, LinkedIn is a huge website and search engine in its own right. People will find you online, and they will make a value judgment on you and how you can help the business.

So, logically, it is important to make the most of it.

Today, let’s go through seven areas that you might not have considered, or might have forgotten about, or need to update if you want to make the most of your profile this year, so you stand out as THE recruiter to work with.

In at one is taking it seriously #fillitoutinfull

Now, that might surprise me, but as I mentioned before, we look at many profiles, and you can see how people have started to fill them out, then got a bit bored and left them!

They have not completed things, and there are significant gaps. They haven’t filled it out in detail with all the important things, like calls to action, telephone numbers, contact details, and why they are the recruiter to work with.

One thing to remember is that, over time, what you do and how you communicate with your market might change. You might have slightly moved sectors or bolted on some additional sectors.

Have you updated your profile to make sure this is what you are now communicating?

Because there are many people, and we’ve even had people that we are connected to, who work in the circle, who have added new sectors and have forgotten to add them to the profile, or they were rushing and didn’t fill out their telephone number in detail, or they’ve moved into a new market, or they’ve moved into working in Europe, and they haven’t added alternative phone numbers for people to contact them.

My first plea is to take it seriously and complete it in full. Remember that LinkedIn is always updating the different things that you can add to your profile. You can add the different services that you do now.

You are subscribed to this podcast, so you will get updates from me and Sharon about different things happening in the market and changes.

Number one is to take it seriously.

Now, number two is that LinkedIn is a business networking platform. You will be reaching out to people and connecting with more people, and they will go and check out your profile.

One of the things that’s important is to make it visually appealing.

You can grab your client’s attention by giving your profile some TLC regarding its visual impact. This is around the banner. There’s another area as well, which I’ll come onto later.

A question: Are you using the standard banner, or have you created a more compelling banner that will attract people?

This is easy to do. If you can go to Canva, you can create your banner. You can even go to Fiverr, a freelance website. If you click this link, they will give you 10% off your first order.

Now, here’s something to consider when it comes to visual impact.

That is when we are scrolling, looking at things, we are wired as human beings to notice differences. I know I’ve recorded multiple podcasts about the science around this.

If you imagine your profile banner, if your brand colours allow it, make it a different colour from LinkedIn. Now, many of us, us included, have blue as part of our brand colours, and we have blue. Because we change our banners quite regularly, we change the colours and keep our font the same, but our colours sometimes change; currently, as I’m recording this, we have a darker blue, which is similar to everything else we do.

We use white font on our banner to help it stand out. That’s a hot tip.

The other thing is to have a photograph rather than a picture of your brand in your photograph area. We always recommend having a professional photograph, not something taken at somebody’s wedding.

If you’ve got something that could communicate your personality. You’ll notice Sharon’s is a professional photograph. Mine is a professional photograph, and I’m not looking directly at the camera. You can use a different style, but it communicates more about my personality. It was taken at an event when I was presenting. You will see that it’s a professional photograph.

Make sure that you communicate who you are through your photograph. Get a professional photograph or get somebody to photograph you with a smartphone. Think about the lighting you use and upload it because it makes an impact. People want to know who they’re working with. Is this a professional person?

Now, the other thing people often miss out on their banner is that they don’t use all the real estate they can. What I mean by that is ideally, you want to have your name on it quite bold and big and how people can contact you.

For instance, your direct-dial phone number if you want people to ring you, and, of course, an email address.

You want to communicate who you are and how you help people. You want to stop people in their tracks. Have a look at my profile. If we’re not connected, reach out and connect with me, and you’ll be able to see some of the things that I share.

Both Sharon and I have questions in our profile banner.

As we know, the brain loves to answer questions. What question could you put into your profile banner that will stop people in their tracks, and they could then start to ask, “I wonder if this person could help me?”

Now, the third part of your LinkedIn profile is your strapline. This strapline needs to communicate clearly how you help your target market.

My banner states, for example, “I help experienced solo, micro, small SME recruiters globally stand out in the sector as the people to work with.” This statement is pretty clear about what I do.

For instance, if you work at the C-suite level, you need to ensure that people know that. If you are very sector-specific, let people know which sector you work in and what roles you can fill or place.

It could be, “I help technology companies recruit their next CMOs, their next CTOs.” Whatever it might be, be clear on your heading because, as human beings, we make snap judgments.

When people are scrolling through their mobile phones, they see who you are. You want to get them to read further. They don’t want to waste time. If they can see that “This person could help us,” this would work.

This is most certainly one area I would encourage you to look at, make it specific, and stand out in your market. One of the things we noticed is that many experienced recruiters (the market we work with) don’t always communicate how good they are and specifically who they can help.

In this section, you will notice that you can highlight your contact information along with your website details, again an area that people miss because they forget to fill it out.

When going through your profile, ensure you fill out all the areas you can.

For instance, you can add multiple links to your website with your contact information. You might want to add a link to some free content that they can download. You’ll notice that on ours, we have our marketing checklist and links to our testimonials and case studies. You can add multiple links to your website. As a recruiter, add a link to your jobs page.

Add your phone number, your company address, and your email. Make sure that you fill all that out if you want people to contact you because a lot of people don’t. I think they forget

Now, as we come into number four, the next thing that I want to talk about is your About section, which is vital collateral. If you ever look at your Google Analytics, you’ll notice that people will look at your About page, and the same is true for your LinkedIn profile.

Here, remember that your About section needs to be not just about you but about them. It should relate to who you are and how you can help them because if people are scrolling down your LinkedIn profile, then they are checking you out and how you can help them.

It’s important to start with a positioning statement, such as “This is who I am; this is who I can help,” because when it comes to marketing, repetition is one of the first laws of learning.

When it comes to sharing who you are and how you can help, you’ve already stated who you are underneath your banner in that pre-statement. It’s important to repeat that in your About Us section.

Then, what is important next is to think about your market. These are your ideal clients and candidates you want to work with, known in marketing as your client and candidate avatars.

What’s going on for them? What questions are they having that are causing them frustration?

Your About section needs to remind them about their problems and how you can help them. This is a specific copywriting framework.

[Important: I share more about this framework in an email marketing webinar which you can access here. www.superfastrecruitment.co.uk/ode]

On our profile, you’ll notice the framework that we use. We talk about Superfast Recruitment, and we talk about why us, and then we have a call to action at the end. The good news is you don’t need to overthink the About section on your profile.

The next part is your top skills and services. You can add these to your profile. Think about what you might be searching for on LinkedIn because this will also help bump your profile up in the search engine when people start looking for help.

Don’t just think, “Oh, well, everyone knows what I do. I’ll not add that in.” Add your top skills and the services that you deliver for people because, for some people, it might be, “I work on retained” or “I work on RPO.”

You offer different types of recruitment services. You might also offer talent consultancy, and you can add all of these to your profile.

The next thing is your features section. Now, depending on whether you have a paid-for or free profile, you can get additional features here. That’s why, as a recruiter, I would expect that you would have a paid-for profile that you then can leverage and use with all the benefits that it comes with for a small cost.

A lot of people miss utilising the featured section. In your featured section, you can add some of the top-performing posts that you’re sharing, documents, videos, and all kinds of media to help your marketing. This could be a PDF of your services or case studies.

Remember, I talked about visual media. For ours, we have some pretty bright images that reflect our case studies of people who work with us, demonstrating who we are and how we can help.

It’s a drag-and-drop menu on LinkedIn; you can move these things around. You can start with a particular case study, whatever it is. Say you’ve got a focus on a certain part of your business at the moment, say one specific subsector, and then you can always move things around.

Your LinkedIn profile can do many things, and finally, to round this off, let’s look at communicating your experience.

Make sure you highlight all of the roles you have had over time that support how you can help your clients and candidates.

When you have worked in different organisations across a whole spectrum, no matter if it’s been a year or two years, people see that as “They’ve got a rounded experience. They could help me fill these roles,” or “They could help me do X,” or “They could help me do Y.”

Of course, in your Experience section, you will have a section on the current company you’re working with, which can be similar to your About section.

Here, talk more about the company and the results deliver.

I do encourage you to make the most of your LinkedIn profile. One of the things that people miss out on when it comes to their profile is sharing content down your profile.

Don’t just share it on your company page. I know many people who don’t share enough content. This is about standing out to your market because as you start to share more content, people are going to look at your profile and check you out.

You now have several ideas about things that your LinkedIn profile has not leveraged as much as it could.

It will still be a tough market over the next few years, and you will have to do more outreach.

This means you will have to stand out in front of people AND sell who you are and what you do.

Your LinkedIn profile can do exactly that.

Thanks

Denise

As part of Superfast Circle, we give you access to detailed training to help with all aspects of your marketing; we even have a detailed module on how to set up LinkedIn to work for you. If you want to learn more about how this could work for you, book a quick call with us here.

The post LinkedIn Profiles: 7 Mistakes You Might be Making appeared first on Superfast Recruitment.

Today, let’s talk about the buyer’s cycle. Normally, business owners and most salespeople want immediate results, yet the truth is, at any one time, only 3% and 7% of people are ready to invest and buy your services now.

So, if you’re thinking about scaling your recruitment or search company, you can’t possibly expect to do that when you focus your marketing solely on that 3% to 7%.

Yet sadly, that is what some business owners do because they don’t have strategies to target the other 93%.

You can use strategies focusing on 3% to 7% because you want immediate results. However, I’d encourage you to start thinking about how your marketing addresses the 93% of other potential buyers who are not ready to work with you or any recruitment company yet.

This is where the buying cycle comes in because you want to have marketing strategies that create awareness of your business throughout this process.

Then, as they get to a point where they are thinking about hiring, maybe bringing in some temporary or contract workers or filling some critical permanent roles, you are the company they think of. Maybe they haven’t used recruiters before, they’ve been dissatisfied with another company, and they’re looking for somebody new, so they start looking for what kind of specialist recruitment company they can work with.

It’s no different from thinking about investing thousands in a new kitchen or a car. You don’t just go and make a snap 30, 40, 50,000K purchase unless you’ve got that winning lottery ticket.

You research and think about what car you want, what kind of kitchen you want, and what type of company you want to work with to install that new kitchen.

Then, when you’re ready to decide, you go and engage with a company you have seen before. Well, your clients are no different.

They’re going to go and do their research, check you out, and look at reviews about good and not-so-good recruitment and staffing companies. Then, when they are ready to start working with you, they will get in touch.

Logically, then, you want to make sure that the different marketing activities that you are doing are nurturing people through that journey of being aware of you and your business, considering who you are, what you do, and whether they work with you versus somebody else.

The good news is different marketing strategies work through this decision-making process. Therefore, when you’re reviewing your marketing and thinking about up-levelling how you are creating demand through marketing so you get your business in front of the right clients and candidates right now, ensure you’ve got the right strategies in place.

These need to meet the following goals.

• Building awareness

Doing this will get business today from those strategies that will accommodate the 3% to 7%, and you will also make sure that you’re getting a constant flow of leads of people when they are ready to buy and engage with you.

Thanks,

Sharon

Are you wondering how to build your marketing systems so that you have a consistent supply of new candidates and client leads? Then drop us a link or book a call in our diary here.

The post Why Recruiters Need To Understand The Buyers Cycle appeared first on Superfast Recruitment.

Today, we’re talking about BD, Why it’s not working the way it was, and, of course, logically, some of the things you could be doing about it now.

Before I get into that, if you’re new here, welcome; this is episode 416 of our podcast and blog post, so there are another 415 you can search through to find what you are looking for.

You can search for any topic related to recruitment marketing, which will help you because it will bring up all the different posts and podcasts we have created.

If lead gen is at the top of your mind, watch one of our on-demand trainings. There is one particular training around lead generation you can watch that is about an hour long.

If you go to superfastrecruitment.co.uk/lgt, which stands for lead generation triad, you will be taken to a web page. Enter your name and email address, and it will be sent to you.

Today, let’s talk about BD and why it’s possibly feeling harder than it has been for some time.

The first thing to consider is that you’ve probably lost a lot of momentum over the last few years. I have mentioned this several times, and it’s well worth saying it again.

Remember, the start of this decade has been a bit weird. As I’m recording this, we’re about to move to the anniversary of Lockdown day in the UK when everything stopped.

If you think about it, many of you were doing BD in 2019, and then the market went a bit crazy, and then later in 2020, the market exploded. Recruiters had some of the best years ever, and consequently, many smaller companies stopped their BD process if they had one.

Then 2023 arrived, and suddenly, things started to change as the UK moved into a ‘soft’ recession, as our PM likes to call it

You’ll notice that you probably have not done much BD for some people for years.

As we all know, you lose momentum if you aren’t doing something consistently.

You start to forget what is involved and what level of input is needed, and therefore, you need to rebuild that momentum if you want anything to happen.

Momentum comes through action.

The more you do, the better you get, and the more you build up your skills. That is a factor to remember that the reason your BD probably isn’t working is you need to do more of it.

Many recruitment startups have entered the market; they are fired up, active and doing BD as well.

They are tech-savvy and get the power of marketing, content, and reaching out to people.

They appreciate that the market has changed and that you must do much more.

There’s a critical mass in doing more and building momentum.

Making four or five LinkedIn connection requests daily doesn’t help; You need to do more.

To start building momentum, go to the maximum LinkedIn will allow. For instance, you need to do more reachouts because if you don’t, momentum won’t build, and you won’t be able to have the conversations you want.

The other thing that’s happened and why BD probably isn’t working quite the same way is that many people are still fishing in the same pond they have had for years.

Yet the pond and the market have changed, and the people you want to work with differ.

If you keep fishing in the same drier pond than ever, it will not work.

If you’re doing BD, and all your current connections are not recruiting, you need to find some new ones.

This is a mental shift to get your head around.

The good news is you need to build a system around it, and it is a simple process; go and watch our lead gen triad system, which gives the basic steps here.

Many of you listening to this are probably experienced business owners. You’re used to picking up the phone, and you may have a team of consultants that only want to email people; They don’t want to use different approaches.

Fact: Using multiple approaches is what you need to do now.

It’s important to ensure you create your daily outreach process and practice and use a multimedia and multichannel approach.

You are picking up the phone and speaking to people. You are sending texts. You are sending messages on LinkedIn, Messenger, or WhatsApp that you’re doing all these different things.

You’re sending video, you’re sending voice notes, you’re doing all of this different approach to people to get people’s attention.

Map this into a process you and your team consistently implement that will work for you.

The next thing that follows this is that your skills will be rusty if you haven’t done something for a while.

Especially if you haven’t done any selling for a while, go in and do the sales-heavy pitch, which doesn’t work in the same way.

We’re much more connected now. People want to get that you understand what’s going on for them.

It may be that your skills, in the words of Stephen Covey, you need to sharpen the saw.

I know people might scream at the thought of that, and over the years, whenever I’ve done roleplay practice, I always get better.

Carry out your skill audit; are you as good as I used to be?

Do I need more practice?

What could you do differently?

I want to mention some critical things in today’s market.

Suppose you send an email or a message through LinkedIn. The first thing the recipient is going to do is check you out.

They will look at your LinkedIn profile to see if it’s that particular medium, Google you and see what they can find, or visit your website.

Many people have forgotten that this happens; you only need to check your profile views to see that what I am saying is true.

And they judge who you are and how you can help them.

If you are one of the recruiters who doesn’t use content marketing, you’re not posting consistently and regularly on LinkedIn with value-added content.

If your website looks like a ghost town, there’s nothing on there and no blogs.

Then, you won’t make the impact you hope to make in front of your market.

If somebody comes across you on LinkedIn, they come across you on your website. You look outdated, and you’ve not got anything there that communicates your value or your level of expertise; people will then move to the next person because there are plenty of people out there with content with a website that communicates value.

Though that’s hard to swallow, it’s true because we judge people by what we see and hear about them.

That could be happening to you.

The good news is, of course, that you can alter that quite easily.

The final thing is people give up too easily.

It is a tough market.

It’s at times like these that you need to do more, and you need not give up.

And please don’t join the pity party with everyone else saying, “Oh, it’s a terrible time. I haven’t had a new job in weeks.”

Well, maybe you are having it rough.

This means you need to have a word with yourself.

If you are having a terrible time, what can you do about it?

How can you take control of this yourself?

BD isn’t hard, though it does take work.

In today’s market, with all the software we have and all the people available, you can even buy a database of people cost-effectively, which is easier than it used to be.

You’ve got tools like Sales Navigator; you can reach out to people.

You need to do more of it more consistently; It’s not all doom and gloom.

Yes, it’s a bit of a tough market, but dial in your BD process because it works and will build your pipeline.

The more you sit and complain about it, it’s not going to help you.

You’ll stay where you are and end up further away from where you want to be. You must accept the situation, move on, and start doing things differently.

I hope I’ve given you a few ideas here.

Maybe it has made you realise why things aren’t working as they were and that now is the time to change.

Thanks

Denise

As a member of Superfast Circle, we support you in getting your lead generation on point so it works for you. We provide all the training and content you need; if you want to find out more, book a call with us here.

The post Why Your BD Isn’t Working Like It Used To appeared first on Superfast Recruitment.