Rule of Thirds Social Media

One of the most common dilemmas facing recruitment marketers when it comes to producing a social media strategy is deciding on the content mix. What should you be posting? How many job posts is too much? Should you be sharing articles from third-parties? In this, I outline the social media 'Rule of Thirds' model and how it can do good your recruitment firm.

What is the Dominion of Thirds?

The Rule of Thirds is a model used by the squad here at BlueSky PR to ensure that the content of our clients is balanced and doesn't lean as well heavily in i management – after all, practice you lot e'er pay attention to the social media feeds of recruitment firms that are job mail service followed by job postal service?

By implementing the Rule of Thirds into your social media strategy you will be able to produce content that is relevant, timely and engaging for your audience – allowing your recruitment business to stand out in their oversaturated feeds. And so what exactly are these thirds? And what content should you be posting on your social media channels?

One third of your content promotes your recruitment business concern and converts the audience

If someone is following your firm on social media then the chances are they already have an interest in your services and as such you should be promoting these.

However, don't be too 'salesy' with these posts – ensure that the corporeality of promotional content is varied and non likewise pushy in tone. Beneath are just a few examples of what you could postal service:

Job of the day/Job of the calendar week – Rather than posting vacancy later on vacancy on your channels, why not simply postal service a job of the solar day or job of the week? This, combined with the other types of content posts I outline below, will create much more diverseness in your users' feeds and they will take much more than find of your chore posts this way.

'Come across the squad' – Meet the team posts can be a fantastic style for your candidates and clients to put faces to the names that they and then frequently speak to via email or phone. These tin be produced by creating a branded image with their photo on and some details nigh them. Not only is this a much more subtle way of staying top of heed but by including a fun fact or two information technology is more likely to be remembered by a potential client or candidate and helps build rapport between them and your consultant.

Services offered – Occasional posts almost the services your firm offers can exist an effective mode of raising awareness near supplementary services, such equally salary surveys and benchmarking reports,that your audience may be unaware of.

Interacting with followers – This is often disregarded by brands in the recruitment manufacture as many businesses utilize their channels as a one-way messaging platform and forget to put the 'social' in 'social media'. Information technology is essential that you monitor your social channels for whatever questions or queries that y'all receive and answer to them promptly.

One third shares curated content

Many marketers tin can exist sceptical well-nigh sharing third party content just past gaining an agreement of what content your audition consumes and and so curating it on social media, your recruitment agency's channels can also become a 'get to' for the latest news and insights.

To practise this you should develop candidate and client personas which will provide insights on what sector and industry news publications these individuals read. Once you know this, actively visit these sites and share popular articles that relate to your audiences' current task roles or career paths.

Content curation helps demonstrate that your agency is aware of what is going on around them which tin can exist a major differentiator for both potential clients and candidates.

Here are some examples of the types of content you could share:

Breaking sector/industry news – By closely monitoring cardinal publications of the sectors you recruit in, you can stay on height of the latest news stories and ensure that yous're one of the kickoff recruitment firms to share this valuable information.

Trends and insights – What are the latest industry reports maxim regarding topics such as the impact of automation, multifariousness and inclusion or job satisfaction? By sharing data related to your audiences' job roles they will be more equipped when it comes to making choices regarding their own careers.

Career advice – If your website doesn't feature whatever resources aimed at providing candidates with advice such as CV or interview tips it can be benign to curate articles from chore sites that you advertise roles.

One third is branded content

The final third is the 1 that should come easiest to recruitment businesses and is aboutshowcasing your brand and the value you lot can add to clients and candidates.

This should consist of owned content including:

Blogs – Whatsoever blog posts hosted on your website that are candidate or client facing.

Careers resource – Content for candidates such as 'how to' guides, e-books and webinars.

And earned content such as:

Printing coverage – Y'all should use your social media to amplify credible media coverage that your concern has secured – whether that'south in local, sector or national publications.

Testimonials – Sharing branded social images of positive testimonials from placed candidates and existing clients tin exist an incredibly engaging way to highlight how good your consultants are at their jobs.

Past demonstrating the credibility of your brand on social media you lot are much more probable to attract new followers and generate new leads.

Using the Rule of Thirds will help shape the central components of your social media strategy and provide yous with an effective way of balancing your recruitment agency'due south social media content.

Author: Dan Stobbs

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