Marketing Messages Archives - Superfast Recruitment

This week’s post and podcast explore LinkedIn Messenger campaigns and why they should be a core part of your ongoing business development efforts, not just a tool you reach for when desperate for leads or trying to fill last-minute jobs. Most recruiters only message on LinkedIn when they need something, but the real magic happens when messaging becomes consistent and strategic.

With LinkedIn now hosting over a billion users and growing constantly, it remains one of the best ways to connect in recruitment today. This is particularly true if you work in the professional services sector, where it stands as the premier networking platform in the Western world. Despite what cold outreach experts might tell you, LinkedIn messaging achieves much higher engagement rates than cold outreach or emails.

Think about your behaviour – when did you last check your LinkedIn messages compared to your email? While recruiters tend to be on email frequently, consider your clients and candidates. These are the people you want to connect with, and these individuals check their LinkedIn messenger more often than you might realise.

The difference between recruiters who use LinkedIn successfully and those who don’t often comes down to timing. Many only send messages when they’re desperate—when a job order comes in or they have no leads. This approach is purely reactive, and anything reactive is always less effective than something planned strategically.

Imagine messaging regularly instead, consistently engaging your network with helpful content, conversations, and check-ins. This proactive approach puts you top of mind with people so that you’re the first person they think of when opportunities arise.

One of our clients, Rachel, reaches out to connections, saying, “I know we connect with many people on LinkedIn, but do you fancy a quick virtual coffee? Let’s jump online and talk about where you’re going and what you’re thinking about.” Some might think this sounds cheesy, but it works brilliantly for her. It’s amazing how many people respond positively, saying, “Yeah, that’s a great idea. Why not?”

How often do you do something similar or just reach out to make connections and then do very little with all those first-degree connections you’ve built up?

Messenger campaigns aren’t just a quick fix—they’re a powerful, ongoing business development strategy, particularly with all the tools we now can access. You should message consistently because recruitment is about relationships, not transactional selling. Many people thought recruitment was transactional pre-COVID, but people understand it’s about building familiarity, trust, and credibility in today’s market. This takes time.

The great thing about LinkedIn is you have two key audiences: your first-degree connections and the new connections you’re reaching out to.

Your first-degree connections are your silent gold mine. These warm contacts are just a few messages away from conversion if you start to nurture them properly. When you post content on LinkedIn, these people will likely see it, particularly if you start interacting with them. As a first-degree connection, they’ll see more of your content, a bonus point most people forget.

I remember working with Mohammed, who had about 20,000 connections on LinkedIn. When we asked what he’d done with his existing connections, he said he hadn’t done much at all. The penny dropped for him; he had all these connections with people, but wasn’t leveraging them.

Then you have new connections – the prospects, clients, and candidates you haven’t spoken to yet. Using LinkedIn to reach new connections means you can consistently expand your reach with targeted messages that create interest right from the start.

When reaching out to somebody new and they accept your connection request, remember that people will check you out. This morning, someone called Phoenix reached out to me with a cold call. He was one of the few people who followed through – when I said to send me an email, he did. But the first thing I did was check him out on LinkedIn because that’s how people operate. This is why it’s important that your profile looks good and contains content.

Here are four key considerations when reaching out to people:

First, do not pitch your job or services straight away. Please don’t be like those financial advisors who pitch their services immediately. Don’t pitch jobs or services right away. Instead, start conversations around challenges, recent LinkedIn activity, or industry news – these approaches engage people much better.

Second, personalisation is key. If you can reference a post they made or mention a mutual connection, it shows this isn’t a generic copy-and-paste message.

Third, take advantage of all the different features LinkedIn now offers – voice notes, video messages, and other features that help you stand out in a crowded inbox and give that human touch.

Fourth, set reminders for follow-ups. Follow these people up consistently. Consistency will always beat randomness. Ensure you reach out to people regularly, using a spreadsheet or whatever tool helps you maintain that connection.

Remember, it takes 7 to 12 touchpoints – probably more now – before people engage with us.

LinkedIn allows you to reach out to 400 people monthly with connection requests. You may want to use these strategically with different people, so think about breaking down how you tailor your messaging campaigns for candidates and clients.

For clients, share valuable market intelligence – salary trends, competitor hiring moves, workforce insights. Clients appreciate this type of information. Maybe invite them to participate in other ways, like panel discussions, interviews, or webinars. One of our clients does podcast interviews and contacts CFOs, which works well for him.

Provide value first. A well-placed tip or helpful resource will always build a more powerful relationship. Remember, nowadays, people have so many choices. Be the recruiter who stands out for the right reasons—the one adding value.

For candidates, share relevant job opportunities, but not always as a direct pitch. You can tell them about the types of roles you have on your website or that you have coming in the future, suggesting it would be worthwhile keeping in touch.

Send them industry insights, career tips, relevant articles, blogs from your website, or LinkedIn newsletter. Invite high-potential candidates to calls even when you don’t have a job for them. Give them some time for exploratory calls – not just job interviews. This is about nurturing long-term relationships with these individuals because they’ll appreciate it and sing your praises to other people in their network.

You can still be active with these people even if you’re not recruiting. We all know you never know when that role comes in that you suddenly have to fill. Rather than starting from scratch, having hundreds of warm candidate connections on LinkedIn makes a difference.

I mentioned this before, but we’ve just started working with someone who began posting more than ever, and it’s made a huge difference. In just one quarter, simply by interacting with people and posting content, he went from cold outreach to having conversations about potentially three roles worth $/£120,000 in commission fees. You can see how a specific process and messenger approach like this can work on LinkedIn.

The key is consistency. If you’re getting into interactions with someone and can see they appreciate what you’re sending them, you can reach out to your warm first-degree connections every couple of weeks, 2 or 3 times a month, even. It might be slightly less for colder connections because this requires a warmer approach.

Mix up your messages. Don’t just pitch jobs or services. Send congratulations. One of our clients always sends happy birthday congratulations to people he’s connected with, and he always adds, “Remember, if you’re looking or want to drop me a message, let’s have a conversation. If you’re hiring and think I could help, message me.”

He has people who return to him purely because of this daily activity. He has it on his task list—he does his birthday connections and birthday comments every day. That makes a real difference.

Track your success. Monitor response rates because the devil is in the data and tracking. Track how many conversations convert to phone calls and meetings. Analyse the time between initial outreach and placements or deals. This data will convince you that this approach is well worth doing.

Now, I suspect some of you have conversations about not wanting to come across as spammy. Remember, this isn’t spammy if all you’re doing is providing value rather than just pitching. Friendly, helpful, personalised messages are welcomed, not dreaded.

Some say they don’t have time, but you can use and customise different templates and ideas. Set aside time—this is part of your business development process and brings rewards and results.

Can you automate this?

Yes, there are tools you can use, and it depends on how many people you have. Honestly, this doesn’t take much time, and when you do this, you’ll see the results you can get.

Here’s your challenge for this week: Reach out to your first-degree connections and send at least five personalised, value-driven messages. Dedicate 15 to 30 minutes weekly to connecting with and messaging new prospects.

Personally, I’d suggest spending more time than that. I know people will say they don’t have time, but everyone has 30 minutes a week. I’d think 30 minutes a day is a better idea because LinkedIn is where the gold lies.

Remember, LinkedIn messaging campaigns are a long game. Consistency builds trust and opportunity over time. It depends on where people are in the buying cycle. If somebody’s just resigned and you happen to be sending them a message simultaneously, that would be great. But remember, less than 7% of people are ready to act now, and the other 93% take time to nurture. That will make a huge difference if you consistently appear in somebody’s inbox.

Thanks

Denise

At Superfast Recruitment, we’ve created comprehensive LinkedIn messaging campaign templates and strategies for our clients that take the guesswork out of what to say and when to say it.

Our clients see significant improvements in response rates because we help them move beyond random outreach to strategic, value-driven communication.

If you’re ready to turn your LinkedIn connections into reliable business growth, we’d love to help you develop a systematic approach that works.

The post Why LinkedIn Messenger Should Be Core To Your Recruitment BD Strategy appeared first on Superfast Recruitment.

One important thing to understand if you want to create more demand for your recruiting and search service is why clients and candidates decide to work with you.

Why?

Because these are the questions they need answers to before they decide to buy.

One of the reasons I wanted to record this podcast is that we’re having various conversations with our clients who are part of Superfast Circle about their messaging and how they communicate with their audience.

Some of you may have noticed that you will see different promotional messages on our various feeds, where we answer client comments and questions. Each message will include an image and content that answers one of the four drivers of people’s decision to work with us.

The good news is these reasons are universal and they are exactly the same for your candidates and clients.

When your clients and candidates are considering working with a recruitment or search company, they may have several unconscious questions; answering these in multiple ways can make a huge difference to your results.

Here are the four reasons clients and candidates choose to work with you.

Let’s go through each of these in turn.

First, you are solving a pain for a client or a candidate. If it’s a client they have a vacancy, is building a team, and wants the right person in the role.

For many of your clients, recruiting is a lottery because they never quite know who they’ll get if they recruit themselves, whether they’ll be skilled, or whether they’ll fit into the company culture.

You add huge value to this because you can identify the right people for them. You’ve been doing it for years. You’re a really skilled recruiter or search consultant, and you know what they need. You know where those people are, and you can really give them some guidance.

It is the same for candidates. I am a candidate; I want a new role. I know that if I send my CV or my resume to somebody, it might not even be seen!

Yet if I work closely with a recruitment consultant and there’s a clue in the title, a consultant, they will help me identify the right company to join.

Knowing how to help solve that problem and communicating how you can help make a difference.

How often are you communicating how you can help?

Are you communicating it through your testimonials, through your case studies, through the promotional content that you share on LinkedIn, on Facebook, on Google, on your website?

Does this come across in your messaging? Sometimes, it’s important to highlight to people not only, “I’m an amazing recruiter.” It’s, “These are the problems that you are having, and you will continue to have unless you work with someone who can help.

The second thing is time. We all complain, moan, and groan about not having enough time. The truth is that there are 24 hours a day, yet some people manage to do more with the time they have than others because they get help and develop new skills.

However, if you lack skills in reviewing a person’s resume, CV, video interviewing, or knowing the right questions to ask, then it will save you a lot of time if you use a professional to do that for you.

Have you noticed when you get somebody who’s a real pro to do something for you, it happens so fast, and it takes them like a third of the time it would take you?

That’s where the beauty of skills comes in.

Recruiting is a time-consuming process. Are you communicating how much time you can save somebody?

That leads to how much easier it would be for them to work with a recruiter. Let’s say you’re a client. You know that you’ve got two particular key roles to fill. You’re working with an experienced recruiter who has seen and read all their testimonials and case studies. You’ve been all over their website.

You can see that they are very experienced. You know that you can say, “Look, I need these types of people.” As a recruiter, you will have a shortlist for them within a couple of weeks. How much easier is that for them?

Sometimes it’s these really obvious things that you might not communicate in your promotional copy and posts.

Are you communicating the problems your clients and candidates have that you can solve on your social posts and website? Here is an exercise for you.

Grab a pen and paper or open a Word doc and write down each of these four areas: solving a pain, saving time, making life easier, and making them feel good.

Under each section, brainstorm what that means for you and the service you deliver, the problems your clients and candidates have, and the stories you’ve got about that you could share. Because when you are answering all these questions for people, that is going to make a huge difference.

The final one is that it makes them feel good. That probably sounds counterintuitive, so here is an example to explain the point. One particular person that we work with helps us with our tech; I always feel good that I have him working with us because I know that I give Jason all the tech to do, and it will happen exactly when I need it to.

I’ve written all the copy, and I know he’s very magical in how he manages to get all our campaigns and landing pages working, talks to the email system, and things pop up, and all of those things that he helps us with.

That makes me feel good because I like to give our clients and subscribers a seamless, really positive experience of Superfast. It’s part of my value set.

Again, think about your clients and your candidates. It makes them feel good that they know they are working with somebody who’s a real pro in the market and that if anyone can find the talent they need, it’s that particular recruiter. For candidates, it means they know that the people they’re working with will care about them and find them the right role in the right company.

We have people who work with us at Superfast, and I know they love that they get really good written content. They get reports, social media, and everything that help them stand out, making them feel really good.

There’s nothing wrong with that. Remember that this particular emotion that people feel is important to include in how you approach people and how you sell.

That is episode 425. We have shared four things with you. Please go back and listen to this because it is really important to ensure that you communicate these messages to the market.

Because many of these drivers for purchase, hang around at an unconscious level for people. It’s about how you are bringing this to somebody’s conscious awareness so they can move forward.

Think about the last time you purchased something significant yourself. Go back through your decision-making process. You obviously were in some level of pain. You knew that it was going to save you time and make life easier for you—I’m absolutely certain of that.

Reflect on this, and you will really understand that this is how human beings work. These are some key fundamental decision drivers that we all have that you need to tick when you are working with somebody.

Thanks

Denise

Imagine having direct access to someone who can help you craft messages that convert the clients and candidates you want to work with. This is just one of the areas where we can help.

If you want to learn more, book a quick call with us here.

The post 4 Reasons Why Clients and Candidates Decide to Use You appeared first on Superfast Recruitment.

Did you know that human beings have several basic requirements that need to be met before our primitive brain settles down enough to say yes to what we are being offered when it comes to committing to investing in a significant purchase?

That is investing in your recruiting service and process or trusting you and your team to find a candidate the career move they want.

Fascinating, isn’t it?

This critical part of the marketing and sales puzzle is based on several research studies on what is important for human beings to feel and experience before they say yes.

Last year, at one of our client virtual events, we ran a training on this topic and wanted to share it with you to support your BD efforts in the current market.

Build in the five convincers I share in the podcast, and it will make a huge difference in the number of your offers that are accepted.

Enjoy!

Denise

If you want to increase demand for your recruitment service this year, we can help. We will work hands-on with you to improve your messaging and marketing and provide all the content resources and campaigns you need. To find out more, book a call with one of us here.

The post The 5 Convincers Clients and Candidates Need To Hear Before They Say Yes appeared first on Superfast Recruitment.

Let’s talk about your marketing message to your candidates and clients and why it’s so important. I’m going to start at the helicopter overview level so you can then do a deep dive into this topic and start thinking about what some of the messages are that you want to start communicating out to your market.

The first thing to consider which will help you is what are our clients’ problems?

The thing about recruitment is it’s complex, isn’t it? Because you have candidates that you need to ‘sell’ to, and you’ve got clients.

The two things I would suggest that you look at are what are our clients and our candidates’ main problems. What are the main problems that we can help our clients and candidates solve? Write that down.

Then secondly, what’s aligned to this, is what are we actually selling?

This is where we have to go back to old-school selling and that training course probably you first went on when you became a recruiter. Think about our service’s features, our recruiting service, versus the benefits it adds to our clients and candidates that solve their problems.

The fact that you have a 24-stage recruitment process is exceptional. However, that doesn’t mean anything to a candidate or a client until you translate it for them.

What exactly does that mean?

It probably means that they can stop worrying about the fact that all the I’s will be dotted, the t’s will be crossed, and they will get a candidate that is ideal for the role.

They’ll get a candidate that other people don’t know about. The fact that maybe you have a database of 20,000 connections means that the individual that is working with you knows that you probably have access to some of the best talent.

That’s going to take a lot of stress away from their recruiting process while speeding it up, and they’re going to get somebody great in the role.

Think about your features versus the benefits. Classically, you’ll remember, “Which means that, so that,” because people don’t really buy because of the features of your service.

Yes, it’s nice to have all the features and all the whistles and the bells and the video interviewing, and most of the time, you need to translate that for the people that you are working with because people will buy solutions to their problems.

The challenge is that a lot of people do tend to communicate the features rather than the benefits.

Think about what your particular recruiting service means for your candidate and for your client. Imagine a candidate they’re unsure about working with a recruiter. You can talk about how you’ll represent them. You will support them to get a new role, and you will help with some coaching for them.

You will help them with their interview confidence and skills.

Because you are representing them, the stress and angst will be removed.

The same for your clients. They’re building a talent pipeline, but you have got access to all of those candidates other people don’t have.

They’re not going to be worried about the fact that, “Oh, if X person leaves, what am I going to do? Are they going to perform in the role?” Because you will have done all that heavy lifting for them.

The next thing that’s important is thinking about who do you help and how? This is where we talk about a business persona, the trendy marketing term is avatar, or some people call it a business persona.

Who’s that ideal person that you want to work with where you can deliver great results and both you and the candidate or client benefit?

As an example, for us here at Superfast, it tends to be independent, solo, micro, and small SME businesses that really don’t have the marketing capability because they are stretched, they’re small, and they can’t afford to recruit a marketing director that can give them all the ideas and all of the things that they need to do.

They might have a marketing assistant working with them, though not always.

They come to us because they know that they get a bit of a one-stop shop, and they’ve got two ex-marketing directors, and CMOs, that they can work with online without paying their six-figure salary.

It’s thinking about your avatar and how that works for you.

Now, for many of the people that we work with, we notice they are exceptional recruiters; they’re really good at what they do. However, they don’t communicate it very well.

That is one of the things that if you start to think about being really transparent and honest about, it is critical that your messaging communicates; “This is who we work with, this is who we can help, and I know we can help you and this is how it will support you to build your team or move forward in your career.

It might be that maybe you’re doing a retained service. Maybe you have video interviewing. Maybe you have training webinars that can help candidates.

All the things that you do are part of your package that provides the solution that your candidates and clients have access to.

The next thing is let’s think about why people would buy from us. How exactly can we persuade people? Why would people choose to buy from you and not others who are doing something similar?

How strong is your offer? What is it about you that maybe is unique?

People come and work with us, for instance, because they know that they’re going to get consultancy, copy, and content. They know that they’ve got two people that have been around a while. We’ve been marketing directors, as I mentioned before. They know that they can tap into us for consultancy and different things.

Why would people buy from you?

Maybe you are originally a specialist in the sector. I know we have some of our clients who are accountants and ex-accountants, and they’re working in the accountancy sector. We’ve got people that are engineers, they’re ex-engineers, and they’re working as an engineering recruiter.

There are all of these different things that will really give you an edge in what you do. It’s thinking about, “How am I communicating that?” and “Am I telling people enough about some of the things that make me unique?”

Lots of different things there to consider when it comes to your messaging. Even if I leave you with this, you’ve got much more going for you than you probably realise that you don’t communicate.

People make their buying decisions and buying criteria on all sorts of different things.

And remember, people will buy other people, and they buy you on a value match.

We have some people that work with us, and they work with us because they say, “I know that I’m going to get access to you. I’m not going to be fobbed off with somebody else or a “minion”-their words, not mine! – in the business, I know I’m going to get actually to speak to Sharon or Denise.

I know that you actually care about our business. I feel really connected that you always have our best interests at heart.”

What is the values match you have with your candidates and clients?

Having a great recruiting service packaged well as an offer for your ideal candidates and clients that solves the problems they have is stage one.

Though next, you have to communicate this through your messaging and consistently.

Thanks

Denise

When you join Superfast Circle during your 90-day fast start process, we will help you hone your messaging as you develop your communication strategy. You get our personal time and attention to nail this process. To find out how this can work for you, book a call with us here.

The post Your Marketing Message To Your Candidates and Clients appeared first on Superfast Recruitment.

Today it’s about you, and something that often goes unexamined in many recruitment organisations. That is the fact that you are appealing to an audience, and that is currently candidates, clients, and possibly talent that you want to bring into your organisation.  

Therefore, if you aren’t doing that, how do you put yourself across in the best possible way so that people say: 

Your value proposition delivers the answers to these questions to the market. 

The topic of value propositions has been coming up quite a lot with our new Circle members and people we’re talking to about joining  Superfast Circle now as they plan to move their marketing forward next year.  

What we notice is that lots of people are very unclear when it comes to their value proposition.  

It’s very generic, there’s very little data, and there’s very little sticking to “This is who we are. This is who we serve.”  

Now, I understand that many people want to keep generic, so they appeal to more people. 

However, if you communicate your offer to your ideal market, you will be amazed at the difference that will make in that clarity because if you try and appeal to all of the people, you’re going to appeal to none of the people.  

So much better to appeal to specific groups in the way you talk about what you can do for them, what you can do for their career, what you can do when you build their talent pipeline.  

Before we jump into giving you five reasons why it is a good idea to revamp your current value proposition, let’s define exactly what we are talking about. 

A value proposition is a clear statement of tangible results that a customer, be that candidate or client, gets from using your product or service, and to make it powerful, backed up by reasons to believe.  

That could be data that you have; it could be testimonials, it could be case studies, it could be years in service. How many candidates you have placed over the years. 

Pretty straightforward: However, most people don’t seem to do it. 

I was researching online before I recorded this podcast and checked a few different websites. It’s fascinating, but I probably came across seven or eight sites, and less than half of them had any form of this is who we are, what we do, and how we can help.

There was one particular website, which was for sales and marketing recruitment, that had nothing.  

It just said, “We provide a recruitment service. We can provide sales and marketing people for your company.”…….. yes, buddy, and so can another few hundred recruitment companies. 

They gave no reason why I would want to use them as opposed to anyone else, what skin they had in the game, and how long they’ve been around. Nothing like that at all. 

Let’s say that you are a sales recruiter, and on your website, you could have as your value proposition, “We recruit sales professionals for the South West of England for the automotive industry. We have got 15 years experience, and for every three CVs we send you, you will interview two candidates, and you will make an offer to one of them.”  

Using that as an example, that’s quite clear. If I am looking for a sales job down in the South West of England, then I would know that this particular organisation is one that I should contact. 

Now, this may seem simplistic. However, have you ever been onto a website and you’re trying to find something that you want, and you can’t work out, “Who is this website for?”  

Because most websites don’t necessarily have recruitment in the title, they often can sound like a firm of solicitors or estate agents. Unless you can read on the home page who they are, who they serve, then it’s likely that you’re going to jump off the website.  

If you can be clear, “We do X for Y, and we do it really well, and here’s some data,” that will make a difference because people will then actually start to look deeper into who you are and what you might be able to do for them. 

If you need any more convincing about value propositions, then let me give you five very, very straightforward reasons why now would be a good time to review your current value proposition.  

Do you have a clear value proposition on your website and social media and all your sales material?   

Doing this will create some buzz in your company with the consultants you have, the marketers, and everybody in the team; you’ve got some new messaging because you’re doing something different. You’ve thought about who you are, who you want to serve, and how you communicate this.

As we know, sales and marketing are all about exchanges of energy. That energy that you bring to the whole event will make a massive difference. 

When one of our Superfast Circle members has updated their value proposition, I always notice that they are sharing more. 

I see them sharing their homepage everywhere, which is fabulous because they’re putting it on memes, they’re sending it out, they’re communicating, getting emails, and they’re communicating it on their social media.  

Secondly, does your value proposition still communicate who you are and what you do? 

Over the last couple of years, I know that some of the clients we’ve been working with, their actual recruitment product, their recruitment service, and who they work with, have significantly changed. 

There’s nothing like a weird event like a pandemic in the world, a major crisis to make us all stop and think, “Mm. Am I working in the right sector? Could I be doing something else? Should I go to retained?” 

Think about, does your message communicate what you now do?  

It’s very easy to forget that you may have created your value proposition some time ago, and you haven’t been on your website and changed what you are now communicating to people on your home page about who you are and what you do.  

Ensure that you do this, particularly if you’ve got a revamped offer or a revamped service, or you’re embellishing your recruitment service now, and you’re doing slightly different things. I know many people that we’ve spoken to provide a recruitment service and are also doing some consultancy. If that is all part of the mix, is that now being communicated? 

Now, the third thing is we’re in a very competitive market at the moment. There’s a lot of recruiters around; we’re in a candidate short market. How are you differentiating yourself and your service compared to other people? You could say all recruiters are the same. Now, I know they are not; you know they are not, but sometimes clients and candidates don’t appreciate that. 

Does your value proposition stand out and communicate what you do? 

For example, we carry out a talent conversation and mapping with every client we work with. We do X with Y. If you communicate who you are and what you do, we will work with you, do X, and do Y. All of the different things you could potentially deliver for an organisation.  

Are you communicating so that you stand out head and shoulders above other recruiters in your sector than the rest? 

When I buy something, I look at all the different features and benefits, and then I make a value decision on who to work with. 

“That one could do Facebook ads, and they could do Google AdWords.” Or, “Well, this one can’t do that,” or, “This one can only do retargeting.” I make that decision on which person should I be working with. 

Here’s something else you might want to consider. When you create your value proposition, you can create it for your recruitment brand, but how about you create your value proposition for the candidates you now want to attract? Maybe you are going to offer a career consultation. Perhaps you will represent them exclusively. Maybe there’s something else that you provide as a service for candidates. If that resonates with you, you should be communicating this out to the market. 

Remember, your message needs to be communicated in absolutely everything you do. That might be your email footer. It might be the emails that you send out. It might be you’re your are sending out reports so that people are getting a consistent message time and time again about your level of service. 

What is great in today’s environment is there’s nothing to stop you from doing that too. It’s very inexpensive to get your message and your marketing out onto social media and via email. 

Now, the final reason is messaging will attract or repel.  

That is a good thing.  

We talked about the biscuits in the tin before and that some recruiters don’t want to hedge any bets. They want an opportunity to work with anybody. When you’re considering this, if you’re going to work with anybody, you’re probably not going to work with anyone because your message is too dilute, and you’re not honing into the people that you want. 

Make sure that you communicate your message clearly and concisely and speak into your ideal candidate or client avatar. 

Earlier today, we worked with a marketeer around their avatar and business persona. We gave them some suggestions on certain age groups that would respond to different messages; they react to different platforms. Consequently, the message that you want to communicate to these people is different too. 

Think about your value proposition related to the individuals that you want to attract, and of course, the ones that you want to repel. 

Value proposition. People don’t spend enough time thinking about their messaging. My mentor often says to me, “Your offer’s great; what you need to do is think about how you are communicating it!” 

We have many clients on track for their best year ever because they implement what we teach and utilise the content and campaigns we give them. If you want a quick chat to see how Superfast Circle can work for you, book your call and demonstration here. 

Thanks, 

Denise 

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