• Relationship Marketing Framework:

  • Focus on building genuine connections rather than transactional relationships
  • Maintain consistent touchpoints with candidates/clients without being invasive
  • Add value through relevant content and meaningful interactions
  • Goal is staying “top of mind” with target audience

• 20-10-5 Daily Engagement Model:

  • Connect with 20 new relevant people daily (no initial message)
  • Like and meaningfully comment on 10 posts
  • Send 5 targeted direct messages (90 words or less)
  • Spend 15 minutes daily on this activity
  • Focus on connecting with target market, not other recruiters

• Content Marketing Strategy:

  • Video content is currently most effective for engagement
  • User-generated content from candidates/clients
  • Show “day in the life” content for various roles
  • Convert common objections into helpful content
  • Keep content brief and mobile-friendly
  • Use multiple platforms (LinkedIn, Instagram, TikTok, etc.)

• Website Lead Generation Approach:

  • Website should function as “24/7 employee”
  • Clear pathways for job seekers vs clients
  • Mobile-optimized experience
  • Maximum 2 clicks to key information
  • Regular content updates
  • Clear calls-to-action
  • Strategic use of chatbots

• Personal Brand Development Process:

  • Consistently share industry knowledge
  • Engage authentically on social platforms
  • Create valuable content for target audience
  • Build authority in specific niche
  • Differentiate from “cookie cutter” approaches

• Career Development Framework:

  • Self-advocacy is essential
  • Network both within and outside current company
  • Seek mentorship opportunities
  • Set clear career goals
  • Look for opportunities to expand skills while staying in industry
  • Consider different roles within recruiting/staffing ecosystem

• Recruiting Best Practices:

  • Focus on changing lives, not just filling roles
  • Regular follow-up with placed candidates
  • Look for opportunities to advance placed candidates
  • Build long-term relationships with candidates
  • Be flexible with candidate circumstances
  • Remember time is biggest competitor, not other agencies

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