Content Ideas for Recruiters

• Include context: the client's business, the role they needed filled, and what made it a difficult hire (tight market, niche skillset, previous agency failures, short timeline).

• Summarise what you delivered: time to shortlist, quality of candidates, how you found hidden talent.

• Include real figures where possible - time to fill, interviews conducted, number shortlisted, time role was vacant.

• In a separate post, share a testimonial from the hiring manager.

• Use the outcome as your hook. For example: "The role had been open for four months after two agencies failed to fill it. We placed someone in three weeks. Here's how."

Think about the challenge you can solve for your dream clients.

• Choose one part of it, and help them solve it with helpful advice that they can action straight away.

• Carousels, lists, diagrams are all great ways to help them visualise your content.

• Give examples of how it works.

• Example: “Hiring managers always ask me why they're losing good candidates at the induction stage. Here are 3 reasons why your onboarding process is costing you hires, and how to fix them."

• Show your character in your content, tell your story and include pictures of yourself.

• As you build your following, you can create reintroduction posts to remind people of what you do, who you serve and give your audience a greater insight into you as a person.

• Whenever you reach a company or personal milestone, share it with your network.

• Consider a summary post of the recent quarter, and share your wins in one go. For example;

  • Number of roles filled.

  • Winning a retainer against a larger firm.

  • Filling a role that two agencies had failed to fill.

• Posts from personal profiles get 2.75× more impressions and 5× higher engagement than those from company profiles. (Refine Labs)

• If your marketing team is already working hard publishing content, reshare it with your own views added. It will help the content travel further and give you ready-made ideas.

Here are some general LinkedIn content angles that most people can use:                       

Personal

• Try Dick’s trick: First, best, worst and last.

  First, pick a word like “job” and link it to an area of your professional life, i.e. what was your FIRST job? What was your LAST job? What was your BEST job? etc.

  See what springs to mind and which ones feel LinkedIn worthy.

  Then repeat with another word – “brief”, “client”, “hire” – and try again.

• Describe a helpful course, training or qualification you've done that has helped you become a better recruiter.

• Describe an interesting client/candidate meeting (in-person or online) or activity that you have in the diary this week.

• Tag and describe a recruiter community, hobby group, business group or volunteering cause that you're a part of. How did you get into it?

Business-Focused

• Your ideal client - What kind of business are they? What hiring challenges do they typically have, and why do you do your best work with them?

• Who don't you work with, and why? (A sector you don't cover, a type of role outside your specialism. Being clear on what you don’t do helps build trust.)

• A change you're making to how you work with clients or candidates, and how they will help.

• How do you do it? Demonstrate your methods, for example, how you find hidden talent.

Testimonial

• Share a testimonial you've received. This can be over email or a Google review for your business.

Opinions

• What frustrates you the most about your industry?

• What's a common mistake you see being made in your industry? Can you flip this into positive advice for what people could do instead?