Lesson learned: align your content strategy with your candidates’ goals.

[Joyzfsddt66]

Still having reqs to recruit for, and prospects to research for the NBD team, I couldn’t afford to spend loads of time trying out a bunch of ideas based on just the theory of what I thought would work. I needed to learn about approaches and strategies that had already worked for others in my situation: marketing a recruitment business to candidates and clients. Ideas that had some hard data backing them.

Turning to Google for guidance, I typed in “best Twitter accounts to follow for afghanistan whatsapp phone number recruiters” and Social-Hire popped up in the search results on one of those influencer lists. The first thoughts that came to my mind were, “Social-Hire. Hmm, that’s a good name” and then “This is fantastic! They have, like, 100 articles on social recruiting.”

If Social-Hire’s audience persona had a face, mine would have been there.

If a candidate had 5 seconds to choose between following you or a competitor—a business in the same industry offering similar services to the same audience—why would they choose you?

This answer needs to be clearly communicated in how your profiles are written (e.g. the bio, description) and how they’re managed (e.g. the content you’re sharing, the people you’re engaging with, the voice and terminology you’re writing in).

In Social-Hire’s case, it was the social media and recruitment mix that struck me the most. That specialist expertise was backed up with their own profiles and the content they were publishing which I could see at first glance.