Are you investing time in social media marketing but wondering if it’s worth it when engagement seems low?

Many recruitment business owners fixate on likes, shares, and comments as the only measures of success. But the truth is, these visible interactions represent just a tiny fraction of your content’s real impact.

The recruitment sector presents unique challenges for social media engagement. Candidates rarely interact with your posts publicly (they don’t want current employers seeing their activity), whilst clients often avoid revealing they’re working with recruiters (to prevent being flooded with calls).

Yet, despite this apparent silence, your content is doing powerful work behind the scenes.

In this podcast and post, I’ll reveal why social media marketing remains essential for recruitment businesses regardless of visible engagement metrics.

You’ll discover how the “lurker phenomenon” works in your favour, understand the buyer cycle that explains why most of your potential clients aren’t ready to engage yet, and learn practical strategies to maximise your social media presence for long-term business growth.

The value isn’t in the likes—it’s in consistently positioning yourself as the go-to expert when your audience is ready to act.

When discussing social media, it’s easy to focus on visible metrics like likes and comments. But these statistics tell only a fraction of the story.

LinkedIn now has over 900 million users, yet less than 4% post regularly. Most are “lurkers”—people who consume content without visibly engaging.

This silent audience represents your true target market. They read your posts, watch your videos, and form impressions of your brand without ever clicking that like button.

Consider this example from one of our clients, Rachel. She had been consistently posting on social media following our guidance. One day, she received a call “out of the blue” from a former connection with a CTO role to fill.

When Rachel asked why they reached out, they replied, “I’m seeing your content all over LinkedIn. It reminded me we used to work together, and I thought you could help.” That’s the lurker effect in action.

One of the most critical concepts to grasp in marketing is the buyer cycle. Based on extensive research, at any given time:

Most businesses focus exclusively on the 3% % -7 % who are ready to buy now, ignoring the massive potential in the other 93% % -97 %.

This is precisely why a consistent social media presence matters. When you regularly appear in people’s feeds, you’re positioning yourself for that moment when they move from “not looking” to “ready to buy.”

Another client, Steve in Sydney, experienced this firsthand. After resuming regular posting on LinkedIn, past connections who had forgotten about him started reaching out. They suddenly remembered his expertise precisely when they needed it.

Rather than obsessing over engagement metrics, focus on these five fundamental goals of social media marketing:

This leads to what psychologists call the “Familiarity Effect”—people naturally prefer to work with individuals and brands they recognise, even if that familiarity comes solely from seeing your content regularly.

Sharon experienced this at a recent NPA conference where numerous attendees approached her, feeling they already knew her from consistently seeing our LinkedIn content and emails. They had become familiar with us without ever directly interacting.

With a clearer understanding of social media’s true value, here are some practical strategies to maximise your effectiveness:

Embrace consistency over perfection. Regular posting matters more than creating the “perfect” content that rarely gets published.

Mix educational content with personal branding posts. People want to work with individuals they know, like, and trust, so let your personality shine alongside your expertise.

Focus on communicating that you understand your clients’ and candidates’ problems. The four main reasons people choose to work with you are to solve their pain points, save them time, make their lives easier, and make them feel good about their decisions.

Incorporate short-form video into your strategy. These are easier to create than longer videos and currently seem to be prioritised by the LinkedIn algorithm. They’re also highly engaging and build stronger connections.

Remember that social media is part of a longer game. While it can provide quick wins, its true power lies in consistently building your brand over time. The compounding effect of regular posting creates exponential results.

When evaluating your social media effectiveness, look beyond surface-level metrics to the real business outcomes.

Have past clients reached out “out of the blue” and mentioned seeing your content? Social media works as intended, regardless of whether they ever liked your posts.

Are you getting more connection requests and profile views? These often indicate lurkers becoming more interested in your services.

Do people at industry events mention seeing your content? This face-to-face recognition demonstrates your social media’s effectiveness in building familiarity.

The recruitment industry presents unique challenges for social media engagement. Candidates won’t interact publicly for fear of alerting current employers, whilst clients avoid revealing they’re working with recruiters.

Understanding this dynamic frees you from measuring success solely through likes and comments. Your true measure of success is being top-of-mind when someone needs your services – which often happens long after they’ve consumed your content.

Social media isn’t about instant gratification through engagement metrics. It’s about consistently positioning yourself as the expert solution provider so that when someone’s ready to hire, your name is the first that comes to mind.

Think of it as planting seeds that may take time to germinate. Some will sprout quickly, and others might take months or even years – but nothing grows at all without consistent planting.

Thanks

Denise and Sharon

Ready to create a social media strategy that builds real business results beyond likes and shares?

Book a call to discuss how we can help your recruitment business develop a content approach that positions you as the go-to expert in your recruitment niche.

The post Beyond The Likes: The True Power of Social Media Marketing appeared first on Superfast Recruitment.

As we begin 2025, maintaining a strong social media presence remains vital for recruitment businesses. Through our work with recruitment firms, we’ve observed that while many are active on social media, consistency often presents challenges. In this summary of our recent webinar, I’ll share why social media presence is critical and how to make it work effectively for your recruitment business. 

A strong and consistent social media presence is essential for maintaining a full pipeline in the current recruitment market. Only 3 to 7% of potential clients and candidates are ready to make a decision at any given time, meaning 93% require nurturing through the buyer’s cycle. Social media allows you to maintain visibility and create multiple touch points with your audience across different stages of their journey. 

Different audience segments require varying numbers of touch points: 

With 4 billion people globally having a social media account, the potential reach is significant. In the UK alone, with a population of 67 million, LinkedIn has 37 million users. This presents a substantial opportunity for recruitment businesses to connect with both clients and candidates. 

Content creation follows three key principles. The first is personal and company branding, where you share company culture, values, team activities and events, while building authentic connections with your audience. The second principle focuses on positioning, where you share industry insights and knowledge, establish yourself as a trusted advisor, and provide valuable market information. The third principle covers promotional content, including sharing job opportunities, presenting testimonials, and highlighting years of experience and expertise. 

Several key tools can enhance your social media presence. Canva Pro provides professional design capabilities with access to images and brand colour palette integration. For social media management, Meta Business Suite enables posting to Facebook and Instagram, while LinkedIn offers its own native scheduling tool. Link Tree helps manage bio links effectively across platforms. For automation, tools like Meet Edgar or Smarter Queue, costing approximately $25-40 per month, can help maintain consistency. 

Social media content can take many engaging forms. Blog snippets and industry insights provide value to your audience, while video content creates deeper connections. Testimonials and case studies build credibility, and sharing industry news demonstrates market awareness. Event participation and learning opportunities show professional development, while behind-the-scenes glimpses of daily activities add authenticity. Including national awareness days and themed content adds variety, and polls encourage audience engagement. 

The key to sustainable social media success is consistency. This requires using a blend of automated and manual posting while maintaining presence across relevant platforms. Engagement through likes, comments, and shares keeps connections active, while monitoring post impressions helps guide content creation. It’s important to vary content formats beyond branded templates to maintain visual interest and capture attention. 

As we progress through 2025, social media remains a critical tool for recruitment businesses. Remember that success comes from a balanced approach of personal branding, positioning, and promotion, supported by consistent implementation and engagement. 

Thanks Denise 

Need support in developing your social media strategy? Book a call to discuss how Superfast Circle can help you develop and maintain an effective social media presence that drives results for your recruitment business.  

The post How to Become Unstoppable on Social Media For Recruiters in 2025 appeared first on Superfast Recruitment.

Today’s topic is about a social network, and that is LinkedIn. If you weren’t aware, LinkedIn is the biggest social network for business in the Western world.

It’s approaching 870 million members globally, which will increase before the end of the year.

Most recruiters have a paid membership, but for many people, this is a great free platform to use to get in front of your market.

Now, what’s been happening recently, and to allay anybody’s fears, this happens with every social network. For some reason, our reach on LinkedIn—and I’m saying our reach as members of LinkedIn—our engagement, number of comments, shares, and impressions are down at this point in the year compared to the end of 2023.

Is that disappointing? Yes.

However, it’s not a reason not to use LinkedIn because, for some of us, we’ve got 25- 30% less reach on our posts, and maybe fewer people view from an impression point of view.

It’s not the end of the world, though you would think it, reading some of the posts on LinkedIn

As I mentioned in the intro, you must remember that some of the people talking about this are big LinkedIn “influencers”.

Their business is LinkedIn. They sell programs around LinkedIn and teach people about LinkedIn. They want to be ahead of their market.

They are not small business owners like you and I who want to get in front of our clients and candidates on LinkedIn so people can see we’re there.

Several people have asked us if it’s still worth posting on LinkedIn.

The answer is YES!

Why? Because there are so many advantages to posting on LinkedIn, particularly now, because you’re going to get some people thinking, “Oh, well, it’s not worth marketing on LinkedIn,” and they’ll stop, which means it’s better for you.

So here are eight reasons why posting on LinkedIn is useful and how you can get your mindset around this.

Let’s start with number one: posting on LinkedIn more than once a week. It’s interesting because when we have our demo calls for Superfast Circle and talk to business owners, we have a discovery call with them to see if we can help them understand their goals.

I am fascinated by the number of people who rarely post on LinkedIn. If they do post, it might be a job, or once a week or a couple of times a month.

Data shows that only about 3% or 4% of the LinkedIn population posts more than once a week.

If you look at that as an opportunity, how can you stand out on LinkedIn? Simply posting consistently makes a huge difference because, remember, you want to work with candidates and clients, and people can’t work with you if they don’t know who you are.

Social media is huge, and over 4.6 million people have social media accounts. Social media is key for connecting with people, and with LinkedIn, you’ve got 850 million people plus who have accounts you can get in front of.

Now, number two, posting will get you back in front of past clients again. Interestingly, one of our Superfast Circle members, the lovely Rachel, got an additional CTO role because she had been posting regularly on LinkedIn.

One of her past clients was one of those out-of-the-blue requests that said to her, “Look, I’ve got a CTO role. Can you help me with it?”

Rachel was delighted about this, and logically, as we teach people, she asked, “What was the reason you reached out to me? How did this happen?” She said, “I can’t miss you. You’re all over LinkedIn, and I’d forgotten about you. I thought, oh, Rachel would be the person to contact about this role.”

This is key to remember. We are human beings who live in a very distracted world. Our brains get full, and we forget about things. We forget about people. Have you ever had that experience where you just thought, “God, I’ve not heard from such a body in ages.”

You’ve gone on to Facebook, and you’ve Googled the name. “God, they’re still there. I don’t see a lot from them anymore. I wonder how they’re doing.”

It’s the same in business.

We forget about suppliers that we used to work with. “Oh, they were really good. I should get back in contact. I wonder if they could help me. I wonder if they know somebody.”

It’s the same on a platform like LinkedIn. You start getting out in front of your market again because, remember, we’ll come on to people you’re not connected to in a second, but if you are connected to these people, your first-degree connections, they will see your content again.

This brings me onto, logically, and I’m sure you know where I’m going with this, number three, and posting gets you back in front of past candidates again. We have another Superfast Circle member, the lovely Steve, who has been with us for several years. One of the first things that he noticed as he was posting more on LinkedIn was that he was getting more connection requests, but also, he was back out in front of his candidates again, who were reaching out to him saying, “Steve, you helped me get a job X number of years ago. I noticed you’re on LinkedIn again. Can we have a conversation?”

How could that work for you?

It’s one of the things that lots of people forget about. For those of you who have attended different webinars, we have one particular webinar called the Lead Generation Triad. We talk about how you can work leads. I think one of the things that a lot of people forget is you have a database, and there are people on your database you are not speaking to, and connecting with and posting on social media helps to get you back in front of these people.

Imagine all the followers and connections. I know that some recruiters have thousands of people to whom they are connected on LinkedIn. Suppose you can start to get your content in front of them, which, because they’re a connection, you will do. Then what a difference that can make because it will raise their awareness level about you. That is just purely posting on LinkedIn.

Next, let’s discuss how posting gets your content in front of new connections. We always recommend maxing out the number of connection requests you can make on LinkedIn, and I’m sure you’re doing this anyway.

You want to bring new people into your sphere of influence. You want to be connected to new people. Have you ever noticed that people view your profile when you make several connection requests?

Imagine if they go and view your profile, they see that you’ve not posted in months; they don’t see any content on your profile at all. They’re not seeing much of you. That is possibly a reason not to connect with you, but when they accept your connection requests, they will suddenly start seeing your quality content.

They will validate why it’s important to be connected to you. They will experience your knowledge and expertise in the market they’re dealing with, yet another reason why it’s important to post.

The next one I want to talk about is videos. We have noticed that some of our views on posts have dropped. However, there’s one modality: I love my technical words.

One modality it hasn’t done that with is video. Interestingly, we post some of what are known as short-form videos.

Generally, videos are about a minute long. Sometimes, they’re a little bit less. That way, we can upload them to YouTube and other places. Videos engage people because they give you a visual experience. They’re hearing you and listening to what you’re saying.

The way LinkedIn works, you don’t have to hear the sound because you can see the text across their screen. Videos will help you because not many people do them, and they help you stand out and be recognised.

It’s interesting when we talk to people, and they have a conversation with us, many will say, “Oh, yes, I’ve seen your videos on LinkedIn. I find them useful. They’re just little snippets that get me focused. I like them. That’s one of the reasons why I’m having a conversation with you.”

For recruiters, it’s so important to get your brand out there. If you are considering video, and I hope you are, get them out onto LinkedIn and do it consistently because that will help you.

The next one is content. It is not any content but what I like to call value-added content. Some of you may have seen I posted a version of this podcast as a short post on LinkedIn. It adds value. Many people—and I say people, sometimes other marketers—love to bamboozle and confuse people.

We like to keep things simple. That was one of the reasons for writing this post and recording this podcast: to stop people from worrying and think, “Okay, I know things are changing, but what can I do?”

Here, I am giving you eight things you can do that will help. I think the thing about it is you can write really short content snippets that will help your market.

Be that candidates or clients, give them some value bombs.

You have so much value to share; you will not give away the crown jewels. You are giving away information that will support and help people. So, who do you think that person will go to when they’re ready to move roles or when they want to bring on board a new recruiter to help them?

Content makes a huge difference because it profiles you as the expert.

Relating to something I’ve just said, I wrote a short post and posted it on LinkedIn. I appreciate I am a writer. I have many ideas and am very used to doing them, but this post took me less than 10 minutes to write and post using the LinkedIn scheduling tool.

The whole process probably took me 12 minutes. What if it took you 15 minutes? Imagine doing that, even if you did it three times a week, and what a difference that would make.

People consistently use time as an excuse. We all have the same number of hours in a day, but if you focus and plan your activities, you will achieve more.

Here’s a tip.

If you post something like this on LinkedIn, nothing stops you from posting it again in a few months because people ‘ll have seen other posts and forgotten about it.

Potentially, you could connect with over a few hundred new people each month in your LinkedIn feed who haven’t seen your content. If you post it at a different time of day, a different person will see it.

There are many reasons to post on LinkedIn. It’s interesting that I decided I’d write the post for LinkedIn when I wrote this very short version of this podcast. I needed to do more on this because many people are concerned about what they do next.

It is not about overcomplicating things; it’s about posting more, and you’ll still get views on your content.

I posted a picture of Gabi Preston-Phypers. Many of you will know her from Tooled Up Raccoons, a good connection of ours. I came across Gabi because of a post that she’d made on LinkedIn. I contacted her and asked if she would come on our podcast.

Gabi then presented at our client event last year and did a great presentation. On the back of it, good for Gabi, she sold several people in our membership her Tooled Up Raccoons process and software. I was very pleased because she made a great offer, and clients used it to help with sourcing.

She added huge value, and that came because I saw her post on LinkedIn. Imagine if that was the same for you. Imagine if someone sees you on LinkedIn and decides to reach out to you, and maybe it’s one of those people.

When we start working with people, we often ask them, “How much contact have you made with your first-degree connections?” Often, there’s a blank look, and the question is, “Not a lot. I could do a lot more.”

I hope that’s been useful. Multiple ways and multiple reasons to post on LinkedIn and the benefits it will give you.

Thanks

Denise

As members of Superfast Circle, Sharon and I are your outsourced marketing directors. We help you plan your marketing and determine what will work for you, and we also provide marketing collateral you can use.

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

The post LinkedIn Marketing: 8 Reasons Why It Is Still Worth Posting on LinkedIn appeared first on Superfast Recruitment.

Hi there, everyone. This is Denise with The Recruitment Marketing and Sales Podcast, and we’re on Episode 405 as we cycle through December.

We are recording answers to the most common questions that we have had over the past year at Superfast, and today we are talking about standing out on Social Media.

We’re often asked.

Should social be something that I have as part of my marketing plan?

They are all good questions.

In fact, in September, we ran a webinar for the NPA. We are MPA members over in the US, it went incredibly well. We shared all of the things to consider when you’re standing out on social.

We’re going to run that as a webinar masterclass in January next year. I will talk about it again in the future and if you would like an invitation, drop me a quick email through the contact form here.

I will make sure that you get an invite, and we will go into a lot more depth than I can in a podcast.

Let’s talk about social media.

It is important to frame this conversation about why social is so important.

Here is the thing; People can’t work with you if they don’t know who you are.

Fact: You have to be where the people are because if you aren’t there, then people are never going to come across you, they’re never going to know who you are, and they’re never going to know the value that you can bring.

People make buying decisions according to the buyer’s cycle.

The buyer’s cycle explains the decision-making process that we all go through when we are making a major purchase, which is obviously from a B2B context, which is what we are.

It’s a moot point that recruitment’s slightly different, isn’t it? Because logically, you’re selling to candidates as well.

I think you get the general gist that people need to be taken from being unaware of the problems that they have and how to fix them, and also the providers of solutions for them in their market through to awareness about problems, awareness about suppliers, and then they go into a decision-making process.

To get people into the top of that purchasing funnel, which it is, people are funnelling from being unaware to starting to work with you.

Logically then you need to be where they are; and they are on social media in their millions!

Then, you need to be where they are.

When you look at market data currently on Statistica, which is a huge market research organization in the US, you can see that almost half of the Western world is on social media.

And you have an opportunity to be in front of them with your message, and they are on multiple platforms. Don’t make the mistake of thinking that your market is not on Facebook, they’re not on X, they’re not on Instagram.

Each of these platforms has, I’m not sure about X now, but the majority of platforms have millions and in the case of Facebook and Instagram billions of users.

There is something like 1.5 billion people now on Instagram, and something like 3 billion people are on Facebook now. Even if a percentage, even say worst case scenario, 30% of your potential clients and candidates are on those platforms, if you could be on those platforms, then that would make a huge difference for you.

Top Tip: make sure that you are on multiple platforms, and that you are sharing content down these platforms.

What content should you be sharing?

There are three real content themes to be using and to be sharing when it comes to social media that work. We have been monitoring this for many, many years. As some of you will know, we had a full-service business as a marketing service provider in recruitment.

We wrote content for years and we monitored everything that was going on, and we still do with our Superfast Circle clients.

The three basic content themes that you need to use, I am going to share with you below.

Promotional content is obvious; Recruiters love to promote themselves. There’s nothing wrong with promoting yourself, provided that you balance it with two other content types.

The two other content types are positioning content and personal and company branding.

Let’s talk about positioning first.

This is where you position yourself as an authority and expert in your market. That is not by telling people how good you are.

Instead, it is by giving people insights and possible solutions to their problems because you can. This is where you help people by actually helping them. This is where there’s that value exchange, and you help people, and that anoints you as an expert, and that is the sort of content to be sharing.

The final content is personal and company branding. Personal branding is very much the rage, and I understand why.

In fact, we are in the middle of running a personal and company branding boot camp for our Superfast Circle membership. When you join I will give you access.

Those are the sorts of things that you need to consider when you are creating content and sharing it with your market.

Positioning content includes things like your blog posts, ideas, suggestions about what people can do, reports that you’ve written, and blog posts that you have gone into detail about how you can help people; All of these things are part of your positioning.

Logically, when it comes to promotional, you’re thinking about your call to action, asking for people’s email addresses to opt into something useful for them.

You’re talking about who you are, how you can help, case studies, and testimonials.

Personal and company branding is the longer post that you probably see on LinkedIn.

I’m sure some of you have read some of my posts. I write longer posts, it might be a tip, it might be an observation, it might be an insight, polls, or motivational quotes.

These are key as well to communicate your brand and your values.

It might be sector news or company news. All of these things, if you share them out in front of your market, you get back on their radar and they start to see you.

That’s when the DMs start happening, when people start messaging you or when you message them or you go out and you start connecting with them and you’re sending them messenger campaigns, then you will start to get awareness and brand building.

[We write all of these for our clients.]

People often say, “How often should I post on social media?” We always say, as often as you can stand it!

We post easily three or four times a day on our various channels. posts. It always keeps us front of mind with our clients because the thing is, lovely LinkedIn and other social channels will not show all of your content to all of your followers; you need to mix up the times, you need to mix up the days, and you need to mix up what you’re sending out.

What is so good today is there are so many ways that you can do this. There are so many software tools that will help you.

There are people in the market like us who can provide content and direction for you.

There is no excuse not to get onto social. I think for many of you, I know some of our Superfast Circle members some of them have like 15,000, 20,000 connections that they can get in front on LinkedIn alone.

This might be the same for you; so imagine if you are not regularly posting the opportunity you are missing

Many of our clients, when they join Superfast Circle, suddenly say, “I’ve started posting, I’m getting loads of people commenting and messages.” That’s because if you’re not doing it and suddenly, you’re there in front of your market again, it makes a huge difference.

A final word from me: Social media, be all over it in 2024.

Thanks

Denise

As a member of Superfast Circle, we give you all the consulting, training, campaigns, and content you need to stand out in your market.

If you would like a quick call with us book in here.

The post Stand Out On Social For Your Recruitment and Search Companies appeared first on Superfast Recruitment.

As we move towards the last quarter of the year and have that goal of ending the year strong, our minds turn to lead generation.

We all want to end one year and start the next with a string pipeline.

I was looking at some data from Neil Carberry at Rec the other day about how jobs and clients have gone up and down phenomenally over the last two or three years. We bounced out of COVID, and then the last few months, and I think particularly in 2023, it’s been more of a challenge for people to bring on board clients.

That’s why ensuring you have a committed and regular outreach strategy on LinkedIn for your clients is always good.

Let’s talk about your daily practice on LinkedIn and what will work for you. I’m not going to talk about sourcing and reaching out to candidates, though this is the same process you can use.

Our focus today is client acquisition.

We have developed our process for this, called the three R process.

The first part of the process is responding, the second is reaching out, and the third is resharing value. I’m going to go into each of these in turn.

We have our KPIs, Sharon and I, for what we do on LinkedIn because we know when we first started in business, we’d forgotten that you need to do a bit more lead generation than you ever thought you would need. We implement several strategies consistently now, and it helps to fill our pipeline.

Let’s talk about the first R, which is responding. Now, there’s a clue as to why we’re called Superfast, and it’s been the bane of my life.

I’m just one of these people that I love to respond to people, not necessarily immediately, but as soon as possible thereafter.

It frustrates some of my friends that, “Why is it you are always the first one to respond?” I don’t know what it is, and I have this thing that I love to respond fast.

I think it’s the same for a lot of people. One of the first things I do when I go onto LinkedIn is responding to any messages that I have had in my inbox, even if it’s saying, “No, we’re not interested,” I will always make a response because as business leaders we are all salespeople at heart. I have respect for all salespeople out there.

Then, I comment, like, and reshare posts of the ideal clients we want to work with. We use Sales Navigator, so we know when some of our prospective leads and clients have shared posts, it’s very easy to go in, comment, like, and get on their radar.

I like to always respond to people and keep the conversation going. If I’ve been in a conversation with somebody, so say I’ve reached out to somebody I’m going to talk about next, then I like to ensure that I’m nudging people along because we can all get busy.

If I’ve sent a note to say, “Hey, do you fancy jumping on a call? Can I show you how we’ve helped this particular client of ours or this particular client?” Then, I like to nudge people to have people interested. Are they not interested, or if they’re not, maybe we can schedule a call later in the year.

That’s the big thing about responding and not responding because some people avoid responding, and you lose so much. Now, when I talked about responding, comments, likes, and shares, we have target companies we would love to work with in the recruitment sector.

We have our ideal avatars: companies that are independents, solos, small micro-businesses, or smaller SMEs. That’s where we know what we do can add the most value, so we target those people. Those are the people we have in our line of fire in the nicest possible way. If we’re connected to people, then I’m going to go and like their content, I’m going to share it, I’m going to do all of the things so that I am front of mind. That’s the first thing that I do.

The second thing is we reach out.

Fact: You cannot keep fishing in the same pond if you want more clients. You need to continually build your connections so your connections get to know, like, and trust you. Then, when they know, like, and trust you, you stand a sporting chance at some point of money changing hands.

What we do is we have a reach-out process, and we send invitations.

We have a target of how many invites we will send out each day/week and keep within LinkedIn’s remit on that, and we do pretty well in hitting our target.

It’s part of our process. What we also do is reconnect. If you went through your LinkedIn connection, and I know some people have 10,000 connections on LinkedIn, some of whom they haven’t connected with in ages, we reach back out and start a conversation again with that individual.

Maybe we’ve gone off their radar, perhaps they’ve gone off our radar, maybe they’re in a different position now, and they are ready to work with us, and we won’t know that unless we reconnect with them.

We’re reaching out, reconnecting, looking for new clients, and making offers about who we are, what we do, and how we might help them.

This doesn’t take much time; I allocate 60-minute time slots daily.

The next thing we do is reshare value. For potential new clients to have a relationship with you, they need to know, like, and trust you; this is where and why content marketing works.

Now, earlier in September, we ran a webinar for the NPAWorldwide Recruitment Network, and the topic was becoming unstoppable on social media, and we shared some of these concepts.

We shared multiple things that you can do when resharing value. There are three content themes to focus on, but let me give you some ideas about it anyway.

It’s about sharing value to demonstrate your expertise and that you are the recruiter of choice that can help them.

The types of things you can share, blog posts, podcasts, personal branding posts, company branding posts, personal quotes, blog posts, and newsletters, can help position you as a recruiter of choice; you don’t have to overcomplicate things.

When you do this, as you start reaching out to people, you’re going to get back on somebody’s radar. When you’re back on somebody’s radar, they will be searching for you.

Then, if they start searching for you and see that you’re sharing great content on LinkedIn, you’re resharing their content, which will elevate you in their eyes, and you’ll start being front of mind.

These strategies are critical when you’re thinking about BD.

You are responding to people, reaching out to people, and then, of course, resharing content. You’re demonstrating who you are and how you can help them.

It is a straightforward, practical process that you can do every day that works.

Thanks

Denise

As part of your Superfast Circle Membership, we even provide you with messages and content you can use as part of your LinkedIn outreach process. If you want to have a quick demo call on how this can work for you, book a call here.

The post Recruitment Marketing: Your Daily Client Marketing on LinkedIn appeared first on Superfast Recruitment.

This is Denise from The Recruitment Marketing and Sales Podcast, and today we’re talking LinkedIn advertising. This is specifically LinkedIn advertising around promoting you and your brand.

However, if you’re new here, welcome; great to have you. Depending on when you’re listening to this podcast, if you haven’t signed up for our Recruitment Marketing Week, then head over to the website or head over to this URL

www.superfastrecruitment.co.uk/RMW

Over five days we are running a training programme, an hour each day, on how to build a marketing system for you and your recruitment company.

I think you’re going to find it incredibly useful. We will leave the recordings up for over a week after the event. You can access workbooks, frameworks, and video recordings for up to two weeks after the event.

Head over to that URL I mentioned: superfastrecruitment.co.uk/rmw stands for Recruitment Marketing Week; pop your Name and email address in and grab your place.

I look forward to seeing you on Monday the 26th.

Now, let’s talk about LinkedIn Ads.

I wanted to share this with you because we have been delving into LinkedIn Ads for several months.

I will be honest and say the jury’s out as to how this will deliver for us because we’ve been testing all sorts of different strategies, and as a marketing company, it’s something you need to do.

What I wanted to talk to you about today is what we’ve been doing, some of the upsides of LinkedIn Ads, some of the pitfalls, and some of the things you might want to consider.

The first thing is LinkedIn Ads really need to be part of your whole process. If you rely on LinkedIn to build your brand, get in front of people, and generate immediate leads, it won’t work; It’s a much longer-term strategy.

It is potentially a very effective strategy, but it is long-term because it’s a very different platform from others; It is still a social media platform, and here’s a top tip when it comes to advertising on social media.

It works in a B2B environment; however, if you think doing ads for a month or six weeks will work for you long-term, then the answer is no. You need to give it six to eight months to test and measure what’s going on so people can see you in their feed.

It’s the same with LinkedIn. Possibly with LinkedIn, it will take a little bit longer because you’re going out to a cold audience of people that don’t know you.

The strategy for using LinkedIn Ads that we’ve been using is to advertise to a very specific and targeted group. Now, you can do this on various social platforms; however, LinkedIn works particularly well because, from our perspective, we are targeting the staffing and recruiting sector.

When you sign up for LinkedIn, you click staffing and recruiting as the group you are associated with- so we can target our adverts for you. Now let’s say that you’re in the engineering space, then you could look for the equivalent; off the top of my head, I don’t know what it is in engineering, but people that are involved in engineering, and then you can drill down to who specifically you would like your ads shown to.

We work with micro businesses and small SMEs, targeting our ads to those individuals. You might want companies with over 50 employees, 50 to 2,000 employees, whatever it might be, and on LinkedIn, you can do that.

You can target Facebook, too; they have a lot of data on their users and their behaviours!

Though LinkedIn has fewer data points, you can still use a useful amount to target potential buyers.

For example, this is the industry I’m after, the company’s size, and with LinkedIn, you can even direct your adverts to specific companies that you want to get your ad in front of.

Remember, with any platform like this, the more specific you are, the more expensive your ads will be. Now ads on LinkedIn are generally much more costly than on Facebook, but they are incredibly targeted.

One of the big benefits of LinkedIn Ads these days is that you can set up retargeting. Now those of you who are new to us or maybe you’re new to marketing, let’s just do a quick tutorial on retargeting.

If you want to know more, head to the Superfast Recruitment website, go onto our blog, and you’ll see a search bar there. Add the word retargeting, which will pull up one of the podcasts I probably recorded a while ago.

Retargeting is a classic marketing technique when shopping for something for your significant other at Christmas. You want to buy them a new pair of boots or a new jacket or something like that, then suddenly you see that new pair of boots or jacket all over the internet, on Facebook, on Google, wherever you’re going.

Fundamentally you can put some code on your website. When someone visits your website, they are known as cookied, and then you can show adverts to them generally.

Regarding LinkedIn Ads, which are the same for many other platforms, the general idea is you’re going out to a cold audience. They don’t know you, so that you might decide– Let’s say for us, we’ve decided that we will go out to an audience in the UK, in Australia, and in the US, so our ads go out in front of those people.

They may not know who Superfast Recruitment is. They might not understand Superfast Circle, so we first want to get some brand awareness.

What we do is use a cold ad. In other words, we direct people to our website, where they can find out more about us, and we ‘cookie’ them.

What we’ve done is we have set up on our website a cookie from a piece of code from LinkedIn so anyone that goes onto our website and visits a particular page is cookied/tagged.

That means we are building up a list on LinkedIn of people who might be interested in Superfast Recruitment and Superfast Circle.

They’ve seen our advert, something is connected with them, and they’ve gone to look at our website.

They are new to us; in other words, it is a cold audience, so they need a lot more nurturing, they need more information, they need to see our adverts and our brand more, but what we’ve done is build an audience.

Then what we do is we start to show adverts specifically to those people that have expressed an interest.

All seems logical. If someone rings you up and they’re interested, somebody comes onto your email list, or a new candidate comes onto your database, they are interested.

A client opts into a report you might have; they’re interested.

The retargeting audience you build is quite an asset, and then you start to advertise to them.

The thing to remember is these people are cold. They don’t know you. They need several points of contact. Then, you start showing slightly different information to these individuals, more than brand awareness advertising. Y

You talk to them about the results clients who work with you can get, maybe some case studies you have, maybe a couple of videos about how you help people.

You get more specific.

Depending on your business driver, the goal is to get them onto a call/demo with you.

The goal, then, is we build more advertising around these individuals. You may have been caught in our spell. You may have decided that you want to watch one of our master class training, and you put your Name and email into a lead generation form on LinkedIn, and now you’re on our email database.

You can see how this works.

The thing to remember about this is it is a longer-term strategy. It was a strategy we decided we wanted to try this year, along with more LinkedIn outreach that we do, and up to now, we are getting traction, but it has taken four to five months to build.

Whilst it’s been building, we are paying for ads, so we haven’t gotten a huge ROI yet on our spending. We have a lot of very warm people that we’re talking to because of it, but it has taken some time.

What I want to say about LinkedIn Ads is that if you want immediate leads, you’re much better at implementing cold outreach and emailing people you already have connections with.

When it comes to LinkedIn advertising, it’s about building your brand; it’s about making you a recruitment organisation that people can work with. Remember, you’re going to have to factor in a significant investment.

It is a learning curve like any marketing strategy; it will take time, and depending on your market and size, it might just be a good investment for you.

Thanks,

Denise

Are you a recruitment or search business owner who wants to get marketing working in your business? Hence, you stand out and create a consistent supply of job-ready meetings and move-ready candidates who see you as the logical company to work with.

Then we can help.

We have been working in the recruitment and search sector, supporting clients across the globe for over 15 years. Our Superfast Circle programme will deliver an ROI of its entire investment in less than 50 days. You can read our case studies here.

Want to find out more? Then book a quick demo call here.

The post Are LinkedIn Ads Worth It For Recruiters? appeared first on Superfast Recruitment.

Today‘s blog is all about LinkedIn and how you can leverage the incredible reach that this platform has to offer. I‘m also going to point out a few things that maybe you could do better to take your brand presence to the next level.  

Last week I wrote about how to stand out on social media. Of course, the one place that people want to stand out on is LinkedIn. 

If you look at some of the stats from the last 12 months, the number of visits people make to LinkedIn has grown exponentially. Throughout the pandemic, people were online a lot more. They looked at what other business owners were talking about, the content people were sharing, the ideas and that need for a connection to your community.  

It’s always fascinating that once they talk about how something has altered and changed in shape, it rarely goes back to its original form. That is proving the case with LinkedIn because the number of visitors, the number of members, the number of people purchasing paid LinkedIn products, the number of people investing in paid advertising on LinkedIn have all increased exponentially.  

If your market is on LinkedIn and I very much suspect you work in recruitment and staffing, how do you stand out on LinkedIn?  

I‘ve got some suggestions for you – some of the things that we teach our Superfast Circle clients regularly about where their focus needs to be. I want to share these ideas with you guys too.  

Let‘s kick off with number one, and that is your profile.  

The first thing people do, if they see something that you‘ve shared and it‘s interesting, or it makes them think, or they wonder who that person is, is to go and check out your profile. 

Just like anything, if you want to make an excellent first impression, think about your LinkedIn profile.  

Sometimes you start to read someone‘s profile, and you think, “What do they do? What particular niche are they serving? Who‘s the ideal person that should be working with this individual?“. 

If you look at my profile, and by the way, if we‘re not connected, then reach out and connect with me. I get straight to the point, and I tell people in my title what I do. Mine says, “I help recruitment businesses stand out in a crowded market and generate all the client and candidate leads they want.“ 

Also, you‘ll notice I have a professional image and a graphic in my banner that is very to the point: a hand coming out of the computer with a magnet, attracting people.  

My telephone numbers and email addresses are all over my profile to connect with me straight away. In my ‘about‘ section, I talk in the first paragraph about what we do. Then I talk about the marketing aspects of what we do, so I get straight to the point.  

I look at LinkedIn profiles of recruitment businesses regularly, and they don‘t always get to the point about what they do, who they serve, and how they can help people. 

That will be your first starting point. If you are reaching out to people or you‘re going to have a concerted LinkedIn campaign, and people will be visiting your profile, you need to make sure that people know who you are, are impressed by you and understand what you do and how you might help them. 

So that‘s number one – refreshing your profile.  

Number two is to develop a plan.  

Think about: 

I would strongly suggest that as part of your plan, it is to build your network.  

You can never have too big of a network. Make sure that you do things consistently, like connect with ideal people in your network. While you‘re doing that, throw out people that are irrelevant to you.  

When you first joined LinkedIn back in the day, I‘m sure we all accepted connection requests from all sorts of different people that maybe are not aligned to our niche. It‘s much better to have people that are relevant to the market you are in. Make sure that you‘ve got a good clean list of people.  

As part of your plan, consistently reach out to people to build your network, then start to engage with these individuals. 

That should be your key thing to do on LinkedIn. I remember someone once told me, “Oh, I‘ve got something like 500 connection requests I haven‘t even looked at.“ Which astounded me – what if they were clients who wanted to connect with you?  

Have a systematised process that every day you go in and you connect with people, and you answer questions that people maybe have asked you in your LinkedIn messenger. 

Remember that everything needs planning, including the content that you‘re sharing. It can be very easy to suddenly think, “Oh my God, I haven‘t posted anything on LinkedIn. I need to get some stuff out.“  

Ensure you share content, ideas, and suggestions with your market, as this will elevate you as an authority.  

People can then check you out as an individual and determine whether you‘re the kind of recruiter they want to work with. Yes, it‘s great to share amusing things on LinkedIn. However, think about how that is going to impact your brand.  

Plan out your content. Think about what you will share that will add value, and remember to use and leverage share buttons on your LinkedIn articles.  

We live in an environment today where content is king and knowledge and authority. People are looking for advice, and as I‘ve said before, the recruitment sector is perfect for that.  

An easy way to do this is if you‘ve got content on your website, which I sincerely hope that you do. If you go along to your website, you‘ll notice a share button.  

If you are logged into your LinkedIn account, you can share content from your website seamlessly. Press the share button on any of your blogs or articles, then you can copy the first couple of sentences from the blog post, and you can share that along with the article. 

It looks professional, and I have noticed that we always get more views when doing that with our website’s content. 

We use a particular type of social sharing button called Social Warfare, which works well. 

On your LinkedIn profile, you will notice that you have something called LinkedIn articles. This is an opportunity for you to leverage the content you already have on your blog and share this on LinkedIn articles. You can add a great image, you can add a call to action, and you can link it back to your website.  

If you go into your analytics on your website, you‘ll notice that you might be getting backlinks from LinkedIn as well.  

That‘s not going to do you any harm at all, and again, we get notified when people share our content and articles.  

This is all about elevating you and your brand; the whole point here and what we‘re talking about today is how to stand out on LinkedIn to your market.  

The other thing that a lot of people don‘t do is share the love.  

By that, I mean to consistently and regularly share and comment on content shared by people you want to work with as well as your clients. When I say regularly, I mean every day.  

Now, I know many recruiters freak out when I say this to them because they fear that if people know who they‘re working with, other people will go in and steal their business.  

What I have to say to you is that if you are an excellent recruiter and you‘re offering a fantastic service, you don‘t need to worry. People only move suppliers when they aren‘t happy with the service they‘re getting.  

If someone has shared, liked or commented on a post of yours, LinkedIn notifies you. If you‘re doing that with people you want to work with, you will stand out to that individual. 

When you like and share content and add an intelligent comment, what a difference that will make in helping you stand out. 

There‘s a whistle-stop tour on some different things that you can do to stand out on LinkedIn. 

Ensure that you refresh your profile, develop a plan, start connecting with people, start adding value, and communicate how you can help them.  

Make sure you have a content plan; and, share your content. Finally, share the love, by liking and commenting because that will help you to stand out in your market.  

Do you need to boost your website content? We offer recruitment-specific content packages to improve your sharable website content – get in touch with us on +44 (0)1524 784 331 to find out more. 

The post How to Stand Out to Your Market on LinkedIn appeared first on Superfast Recruitment.

In our Social Media for Recruiters blog post series, we have shared specific details about the power of social media in our current post-pandemic world.

Recruiters have lost roles, candidates and clients, and a hell of a lot more than they ever anticipated 12 weeks ago.

It might feel like you must make a fresh start, especially if you want to have a sporting chance of regaining any revenue this year.

Bad news alert: at some level, you do.

For the first time in a while, many recruiters are facing the challenge of new business development – not always the most popular task or the easiest KPI to deliver.

The issue for many companies is they ‘thought’ they were ‘marketing’, and this was based on sharing their current vacancies and resharing the odd link to an industry body.

Which brought in some level of ‘ok’ growth.

The cold hard truth is that we are now in a time frame where transactional selling won’t work in the same market and especially when you are looking for new clients.

Yes, now is the time where you need to create more demand while improving your conversion skills too.

Do you remember when LinkedIn first arrived on the scene, and business blogging and content marketing became a thing? Well, over the years, content marketing is being embraced by companies who realise that demonstrating value to potential new clients alongside your worth is a critical part of the decision-making process.

Whacky memes, comments on the market, good news stories all have their place. However, like all things in business, you need to have a system and process around this to make it work for you.

You want your potential new clients and candidates to –

We talked about having a content plan in our last post, which you can find here.

When it comes to planning, what content specifically should you rotate round when it comes to social media updates?

Do you share your own or others’ content and what specific areas of focus do you need to consider?

Here’s a rough guide of just some of the things that we share with our clients in Superfast Circle that you could jump on right now.

Let us start with the most obvious as I always say there is no free lunch so send people back to your website with snippets from your specific content that will help them that could be client or candidate.

Memes/visuals go down well. Who doesn’t like a good positive quote?

And here’s something to consider – you can pack a lot more power into the punch of your meme by adding some text as well, as you pre-sell the reason why this particular quote might be relevant for your audience.

Consistently, we always receive more views when we do this on social.

Consider social media as a fishing pond for prospective clients and of course candidates too.

A relationship starts by getting hold of an individual’s contact details and providing value at the same time.

If you’ve got the latest report on market trends or interview skills or building a talent pipeline, share this regularly and consistently, and you will be surprised how many names and email addresses you receive.

National days are all the rage, and if something is popular, it can be good to utilise this to your best effect; however, think about the days that you talk about.

Of course, mention the odd wacky one here and there. The best employee day or International Women’s Day or Movember all have a specific theme and are also business-related.

According to everything we seem to be reading now, video is ‘in’ and will continue to be for many years to come.

If you aren’t using video to communicate something of value or a market update, I strongly suggest that you start doing this consistently.

Yes, you’ll get more views and, it’s the closest way that an individual can get to experience you and your brand and what you might be about.

There really is no excuse these days not to create video content – most of us have semi-decent internet, and a smartphone with a microphone can do a fantastic job.

In our recent marketing trends report, which by the way is just as relevant now as it was at the start of the year, we talked about live video. You can stream live now onto multiple platforms; think Facebook, YouTube, Instagram, and LinkedIn.

People love lives, and the recent pandemic has tuned us into to watching live videos; whether that be our favourite band or politician, so leverage this change in behaviour where you can.

Now there isn’t anything wrong with sharing the latest roles that you have for your clients and multiple pages on your website that can add value; just don’t make it all that you share. Make sure that there’s added-value there too.

Something I have noticed recently is that updates about you, your team and what you’re up to get traction.

Not surprising really; people do like people no matter what popular culture might try to make us think otherwise, and it is especially relevant when your business is based on people interaction, which of course recruitment is.

Imagine if you’re a candidate looking at a potential recruitment consultant online; you want to see what they’re doing and how they could help you.

On the flip side, if you’re a client seeing that a company you work with supports a local charity, works well with their team and demonstrates they are a professional organisation – what a difference this can make in a final decision.

Finally, what about some self-promotion about what your market thinks about you and the service you deliver? One of the most highly trafficked pages on a website is the page that promotes testimonials and case studies. So make sure that this also is shared on social media. If you’ve got a great testimonial, why not share this in front of your market on a consistent and regular basis?

As always, it takes action. Start sharing content like this consistently, and watch your brand make an impact in the market.

Thanks,

Denise

P.S. Would you like clarity and direction on how to market your way out of the pandemic. Then give us a call on +44 01524 784331 or book a slot with us here.

The post Social Media for Recruiters – What Content Should You Share? appeared first on Superfast Recruitment.

Social Media Marketing for recruiters is the next series of posts we will be creating. If you want to access last week’s post, you can do so here.

We gave you a ton of reasons last week why you need to double down on posting now.

The question is, where do you start?

Fundamentally why they should choose you as their recruiter; I know! Though there are a few stages before that, and this is about answering the many questions going on in their head.

We gave you a whole host of ideas in this post here about evergreen versus COVID content. So no excuse to get going.

When it comes to posting content on various social media channels, you need to consider a few key things. It’s always important to add value, to engage your readers, to entertain and most importantly include a call to action too; all while maintaining your brand voice.

Your brand voice is about what you are recognised for –

The thing is people will look out for you, and what you say, so you need to ensure consistency. So if you are sharing content that demonstrates you are Mr or Mrs Professional Recruiter and then you post a rogue image or meme, you aren’t doing yourself any favours at all.

Yes, you need to be authentic and make sure that your authenticity aligns with your overall brand.

When it comes to the style of content, use a combination of text, video and images and if you’ve got the voice for it – go with podcasting too!

The thing about human beings is we have many different preferences when it comes to consuming content; some of us are visually preferenced, others audio, and others just like to read.

That is why you need to make sure that you mix things up, again this always boils down to testing and measuring what content performs well, what images do people view and what times are the best to post content your market will see.

Remember if you are an international recruiter, you will need to mix up your timings across the board. For instance, we have clients on the other side of the globe in Australia and Dubai, as well as here in the UK.

Therefore, we mix all our content around, and it’s posted at different times. Whatever you do, make sure you have a posting schedule that ensures consistency about you and your posting. 

Today on our Superfast Circle call, we discussed this exact topic. Over the past few years, social media automation has got a bad rap, and yet the reality is it still works incredibly well.

Believe it or not, some of our automated social media posts get exceptional views.

Our recommendation is to combine the two.

Have a base level of automated posts so that you know your brand is always in front of your candidate and client market no matter what is hitting the fan in the office!

Then as part of your daily process create a status update in the moment; there is no excuse not to do this as it takes less than 10 minutes, all done. The status update character count is currently less than 1300 characters too, so it isn’t exactly a War and Peace post!

When it comes to using social media automation software, there is a huge choice – from Buffer to Hootsuite to MeetEdgar and Paiger App.

Your preferred option will come down to budget.

Though don’t throw the baby out with the bathwater; look at the functionality that you want, whether you are a prolific content creator and how many individuals you have in your team. All of this information will help you make an informed choice.

Yes, there are free versions of many tools; however, if you’re a serious business owner, free versions just don’t have the functionality that you need.

When it comes to planning out your content, it’s a good idea to have a content plan related to your market and what is important for them throughout the year.

For many recruitment companies, this has gone out of the window, and if that’s the case for you, it’s time to press reset. With lockdown now being lifted, there is light on the horizon, and you can start to plan out your content as a minimum for the next few months ahead.

Think about having content that speaks to both your candidates and clients problems. Interrelate this with Evergreen content, some engaging think pieces and of course that all-important call to action for you and your recruiting brand. Do this, and you won’t go far wrong.

Earlier we mentioned posting at different times of the day that includes weekends; yes people may know that your posts are automated, but it’s still good to have that content out in front of your market… hold your hand up if you’ve ever been on LinkedIn at the weekend – yes I thought so!

Next time we will share several ideas on content you can share, most of which you might already have.

Thanks

Denise

P.S. Would you like clarity on your next marketing steps as you plan your bounce back? Then book a call with one of us here.

The post Social Media Marketing for Recruiters: Guidelines Before You Start appeared first on Superfast Recruitment.

Today I want to talk about Social Media and Recruitment. Strange times we live in as I sit down to write this in June 2020; living in a rural setting, we haven’t physically seen any of our family and friends for approaching three months.

Not normal for us though hardly as challenging as some people in similar situations to us make out.

Though let’s get real, our ancestors didn’t exactly have it easy either, multiple plagues, wars, and recessions happened quite frequently in the scheme of things; so, they had their fair share of challenges too!

Though you might debate the sentiments I am sharing here, there was no Zoom to run a family or friends quiz on or Facetime to chat to a friend or multiple social media feeds to keep us engaged, aware and let’s be honest entertained.

At a low point last week even, I sank to watching a cat video; something I said I would never do.

Which leads me onto to today’s post, your use of social media.

I’m talking about your use as a recruitment business.

One of my first ever business mentors told me to put my bucket where the water was flowing.

Sage advice: don’t you think.

So here is the thing social media usage globally has increased exponentially over the past three months.

Let’s look at the most relevant channels for the recruitment sector.

In the UK Telegraph at the start of May Mark Zuckerberg shared that Facebook’s services are now being used by more than 3bn people across the world, and with the global population at about 7.8 billion; that is one huge opportunity.

LinkedIn also reported a daily increase of 2500% from members visiting the site.

YouTube hasn’t released any figures to date though it doesn’t take a genius to work out what might be happening on a website that last year was approaching a daily usage figure similar to Facebook.

Though you might think YouTube is just about the latest Taylor Swift or Slipknot video, it’s not; YouTube is becoming one of the biggest online learning platforms on the planet.

So what?

Well, let’s go back to your bucket and the process your clients and candidates go through before they ‘buy’ you and your service.

If you’ve read or listened to any of our posts or podcasts before you know that we talk consistently about the buyer’s cycle.

People rarely buy anything straight away, especially when it comes to a recruiting service or the opportunity to change their career; and this is only likely to increase in the current market we are all operating in.

So, your candidates and clients need to get to appreciate who you are and why you are the ideal recruiting partner for them this starts in the first instance when they become aware of you, and the easiest way to do this currently is through Social media.

In our content marketing report, we share the content marketing matrix and how this relates to nurturing leads. One of the first steps is that social media allows people to experience your brand and what you can offer currently.

Opportunity alert: Many recruitment companies are in hibernation mode we know that for a fact because we’re still carrying on our business development and its fascinating how many recruiters haven’t even diverted their office phone!

Crazy I know so there is a massive opportunity for those of you who are willing to act now.

Imagine being able to get your brand out in front of potential candidates and clients before anyone else and let me tell you there is a massive opportunity.

Jump onto LinkedIn and Facebook, and you’ll notice how little activity there is from recruiters, I know many are considering shutting up shop until later in the year what a weird idea so while they are doing that you can be creating your brand presence in front of the candidates and clients that you want.

Social media doesn’t need to be hard either, and in the next couple of blogs, I’m going to share more ideas about what you can do to elevate your brand and service on Social media.

Before then go and carry out an audit.

Thanks,

Denise

P.S. Are you ready to get your recruiting and staffing brand in front of more clients and candidates? If the answer is yes, we can help. Call Us +44 (0)1524 784 331 or book a call with us here.

The post Social Media for Recruiters: Why Your Recruitment Company Needs to Be All Over Social Media Now appeared first on Superfast Recruitment.