Hi gang ??

Hope you have had a productive week?

In my series for my 1% Better Letter, I have been sharing my key recommendations for Improving your candidate communication by just 1%—whether it’s sending more personalised emails, offering quicker feedback, or optimising your social media presence—can make a significant difference.

Last week I shared some ideas for your email marketing, and this week I want to give you a peak into how your can optimise your social media. If you have been to any of my summer sessions, you will have heard me talk through some ideas on this (you can now buy this is a bargainous bundle here - Summer Sessions - The Recruitment Trainer)

Optimising Social Media: Engage Where They Are

Social media has transformed the way candidates interact with recruiters. A recruiter’s presence on platforms like LinkedIn, Instagram, or on X? is not just about job postings; it’s about building a brand and fostering two-way communication.

• Share more than just vacancies: Post engaging content like industry insights, success stories of placed candidates, or career tips. This shows that you’re invested in candidates’ professional growth beyond just filling roles. Posting a list of jobs every now and then is still engaging - but doing this every day is not adding to their knowledge or helping them get to know you or the business.
• Engage with comments and DMs: Responding quickly to messages or comments on posts increases your visibility and builds rapport with potential candidates. Even a simple ‘thank you’ or ‘good luck’ comment can leave a lasting impression.
• Use polls and Q&A sessions: These features offer a great way to engage candidates. Polls about industry trends, or open Q&A sessions where candidates can ask you recruitment-related questions, give them a chance to feel involved in the conversation. You can then use these results for future posts - share the results, give your view on the results and try and provide reasons and insights.

Your presence on social media should be active, engaging, and value-driven. If candidates feel like they can interact with you as a real person and not just a job-pushing robot, you’ll see higher engagement levels and a stronger candidate community.

As we get more AI driven, I think it becomes even more important to engage as humans, people want to see people. So don't be afraid to share your face every now and then!

Thank you for joining me this week - and if you would like to sign up, you can here:

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Have great Friday,

Ali

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