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How to turn every recruiter into a kick-ass content marketer

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Content Marketing for Staffing

Content marketing is big.

According to the MarketingSherpa 2012 Lead Generation Benchmark Report, content marketing is one of the most effective and widely used lead generation tactics.

And in staffing, content marketing can do so much for you:

  • Drive traffic to your website
  • Positioning your firm as a thought-leader
  • Help your sales people get more appointments
  • Sell higher margin staffing solutions
  • Attract more (and better qualified) talent
  • Get you out of the commodity end of the business
  • Enable you to attract better sales people and recruiters
  • Make your sales reps more productive
  • Increase profits…without having to work harder

But creating content can be tough. Really tough.

That same MarketingShrepa report also noted that content marketing is one of the most difficult forms of marketing, second only to trade shows.

When it comes to creating content, most staffing firms don’t know where to start. Writing blogs, creating video, leveraging social media can seem like an overwhelming task.

I’ve got some good news for you!
Great content is at your finger tips…every day.

Turning your recruiters into kick-ass content marketers

Great content is about telling a story. Sharing useful information. And delivering value to the people you want to reach.

Even if your recruiters hate to write, they can create amazing content. Here’s how:

War stories. I have never met a recruiter who did not have amazing (and often incredibly funny) stories about the trials of the recruiting world. Document these experiences. Turn them into blog posts, video clips, podcasts or even feature length articles and eBooks.

Top candidates. Create simple profiles of people you could skill market. Have a form for collecting and structuring data that you could use on your website, in an email or in a phone call.

Industry data. BLS. ASA. SIA. There are tons of sources of data about what’s happening in the world of staffing and HR. Give your recruiters the responsibility for keeping up with industry trends (they are doing this already, right?), and then have them simply summarize some of the interesting facts they read.

Market research. In staffing, you have unique access to both employers and job seekers. Instead of just filling job orders, use your daily calls to ask questions. Ask about hiring trends. Business issues. Or anything else that you think your clients and candidates would want to know. Then tabulate the responses, and you have a research study to report on.

Employer profiles. You’ll need permission for this one, but sharing a profile about the clients you serve makes for great content for job seekers

Advice. You are an expert. An expert and hiring. Talent selection. Job hunting. And employee retention. Simply sharing your knowledge may be the most valuable content you can offer.

Want to learn more about Content Marketing?

On Demand webinars:

This content was provided by Haley Marketing. 1.888.696.2900

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