The Recruitment Marketing and Sales Podcast

Denise Oyston
  • 5.0 (2)
  • Marketing
  • Updated Biweekly

This is the Official Podcast of Superfast Recruitment

  1. 2d ago

    Imposter Syndrome Is Keeping Your Recruitment Business Small

    Key Takeaways From This Post In this episode of The Recruitment Marketing and Sales Podcast, Sharon Newey explores why imposter syndrome disproportionately affects the most capable recruitment business owners, what it actually costs commercially, and three practical actions you can take this week to start showing up with the authority you have already earned. You are on a call with a client you have worked with for a while. Good relationship. The conversation is going well. And then, almost as an aside, they say: “We had a really useful piece come through this week from another agency. A benchmarking report on salaries in our sector. Really timely.” They are not threatening to leave. They are not complaining. It is a throwaway comment. But something shifts. Because you know that topic. You have lived it. You have had the exact same conversation about salary expectations with four clients this month. You know what is happening in that market, why it is happening, and what businesses should be doing about it. You could have written that report. You should have written that report. But you did not. And someone else did. And now your client is talking about them on a call with you. That feeling is not a content problem. It is not a time problem. It is imposter syndrome. And it is costing your business more than you realise. The Statistic That Changes how you see This Research suggests that up to 85% of high-achieving professionals experience imposter syndrome at some point in their careers. Eighty-five per cent. That is not a niche phenomenon. That is not something that happens to people who lack confidence or ability. That is a pattern that affects the majority of people who are genuinely very good at what they do. Imposter syndrome is not evidence that you are not ready. It is frequently a signal that you are more capable than you give yourself credit for. The doubt is not a warning sign. It is a side effect of expertise. What Imposter Syndrome Actually Looks Like in Recruitment In a recruitment business, imposter syndrome rarely announces itself as imposter syndrome. It disguises itself as something far more practical. It looks like waiting until the website is ready. You know the marketing needs to happen. But the website is not quite right, so you will start once that is sorted. The website gets sorted. Then it is something else. It looks like not posting because it is not good enough. You draft something, read it back, and think: this is obvious. Everyone in my sector already knows this. So you delete it, and nothing goes out. It looks like avoiding video, permanently. You know video works. You have seen the data. But something about pressing record feels impossible, so the video conversation gets shelved for another quarter. It looks like undercharging and struggling to defend your fees. When you do not fully believe in your own authority, you drop your rate before the client has even pushed back. You discount as a reflex, not as a strategy. And it looks like watching competitors win work you know you could do better. They are not better than you. They are simply louder. They are showing up. They are saying the things you are thinking. Recognise any of that? Most recruitment directors and founders will recognise at least three of those patterns immediately. And they will have filed them under time, or priorities, or just not my thing. But that is not really what they are. Why High-Achievers are Most at Risk The people most susceptible to imposter syndrome are not the least competent. It is the opposite. The more expert you become, the more likely you are to experience it. And there is a name for this: the paradox of competence. When you are a junior recruiter, you know what you do not know. The gaps are visible and that feels appropriate. But as you become genuinely expert, your awareness of the field’s complexity increases at the same rate as your knowledge. You can see further. Which means you can also see further ahead of where you currently are. You know more, and so you are more aware of the things you do not yet know. And that awareness can feel, incorrectly, like inadequacy. There is a specific version of this that we see consistently. Many of our clients built their career inside a corporate agency. They were brilliant at what they did, and the brand gave them a platform. Candidates and clients trusted them, but some of that trust was borrowed from the institution. And then they went out on their own. Courageous, commercially smart. But it came with a hidden tax. Because now the brand is them. The credibility is theirs to build, not to borrow. And a voice surfaces that says: was it ever really me? The answer is yes. Thirty years of sector expertise does not evaporate when you hand back a corporate email address. But the voice does not always believe that, and the voice is loud. The Commercial Cost you are not Counting Imposter syndrome is not just an internal discomfort. It has a real, measurable commercial cost. And most recruitment business owners have not fully calculated it. The first cost is visibility. When you are not showing up consistently, not posting, not putting your expertise into the public domain, you are invisible to people who are actively looking for someone exactly like you. Your ideal client is on LinkedIn right now, forming opinions about who they trust. If you are not there, you are not in the conversation. Visible competitors win the work you should be winning. Not because they are better. Because they are present, and you are not. The second cost is fee pressure. Authority and pricing power are directly linked. When a client already knows who you are, has read your posts, has seen that you understand their market in a way that other recruiters do not, the fee conversation starts from a completely different position. They have already bought your expertise before you pick up the phone. When you are invisible, you are just another recruiter. And just another recruiter competes on price. We saw this play out clearly with a client who had close to thirty years in her sector. Before she started showing up consistently, she was competing on contingency terms like everyone else. Within months of building a visible presence, she was having completely different conversations. Fee negotiations became almost secondary, because clients had already bought into her expertise before terms were discussed. She went on to secure her first ever retained projects after decades of contingency work. The third cost is referrals. Referrals are generated not just by the quality of your work but by how front of mind you are. If your network has not heard from you in six months, they will refer someone else. Not because your work was not good. Because the other person was more visible at the moment the referral conversation happened. Three Things You Can do This Week These are low-risk, practical actions that genuinely move the needle. Post one piece of content about what you know, not who you are. The best content from a recruitment leader is about the market. What are you seeing in your sector right now? What are clients getting wrong? What do candidates need to understand about the current hiring picture? That is expertise sharing, not self-promotion. Start there. One post. This week. Share a client or candidate outcome. Not a polished case study. Just a moment. “We helped a client hire a head of finance last month, and here is what made the difference in the search.” Two paragraphs. It demonstrates your expertise and is built entirely from something that already happened. You are not inventing content. You are making your existing work visible. Say the thing you think is too obvious to say. Your market hears these things all the time and still makes the same mistakes. Obvious to you is not obvious to them. The insight that feels like basic knowledge inside your industry is exactly what your ideal client is waiting to read. Say it. None of these require a content strategy, a copywriter, or a professional photoshoot. They require you to decide that your knowledge is worth sharing. That is the only prerequisite. Something to Sit With Before you move on, one question worth sitting with honestly. What is the one thing you know you should be saying publicly that you have been holding back? And what is the real reason? Not the practical reason. Not the time, or the website, or the platform. The real reason. In thirty years of coaching, I have rarely met a business owner who lacked something worth saying. What I have met, time and again, are people who had everything they needed and were waiting for permission that was never going to come from anywhere external. You already have the expertise. You have earned it. The only question is whether you are going to let it stay invisible. Thanks, Sharon How We Can Help Working on your marketing consistently is one of the most important things you can do for the long-term health of your recruitment business. Visibility builds authority. Authority builds better fee conversations. And better fee conversations build the kind of business you actually want to run. We have just updated our Superfast Circle programme with new resources and support designed specifically for recruitment business owners who are ready to show up consistently and with confidence. If you would like the full details, email us at support@superfastrecruitment.co.uk and we will send everything across. The post Imposter Syndrome Is Keeping Your Recruitment Business Small appeared first on Superfast Recruitment.

    31 min

  2. Jun 1

    How to Build a Thought Leadership System That Runs Without You

    Quick Summary of This Post This post explores why thought leadership is no longer optional for small recruitment businesses, why most attempts at consistency fail, and how to build a practical five-component system that keeps your voice in your market without requiring you to start from scratch every week. If you run a recruitment business with a small team and want to stay visible without it consuming your diary, this is the framework you need. Think about the last time you sat down to write a piece of content for your business. A LinkedIn post. Something you had been meaning to send to your database. A short article you had planned weeks ago and kept pushing back. Now think about what stopped you. Not the first time. Not the second time. But eventually, what made you put it down and never pick it back up? For most recruitment business owners we speak to, the answer is the same. It was not a lack of ideas. It was not a lack of things to say. It was that there was no system underneath it. No repeatable process that kept it moving when life got in the way. And because there was no system, the moment a client called, the moment a candidate needed managing, the moment anything urgent appeared, the content went to the bottom of the pile. Again. Every week, it sits there; one week, your competitors show up and you don’t. This post is going to change that. What You Will Learn Why thought leadership matters more than ever in the current recruitment market The three reasons consistency breaks down for small recruitment businesses The five components of a thought leadership system that holds What the system looks like in practice for a typical recruitment business owner Why Thought Leadership is not Optional Right now Sometimes, thought leadership gets talked about like a nice-to-have. Something you do when things are good, when you have time, when business is ticking along. It is not a nice-to-have. And the market data from 2025 into 2026 is making that clearer than ever. 181 UK recruitment businesses entered liquidation in the six months to August 2025. That is an 18% year-on-year increase. The majority of those were micro and small agencies. Founder-led businesses, boutique specialists, people who were very good at what they did. But they were not visible enough in their market to weather the harder periods. The businesses that came through that same period in good shape were not always the most skilled. They were the most visible. They were the ones whose names came up when clients and candidates needed support. They had stayed present. Their competitors had gone quiet. Visibility in a difficult market is not about vanity. It is about being the name that comes to mind first when someone is ready to move. And thought leadership is the most sustainable way to build that kind of presence. When you share your perspective on what is happening in your sector, when you talk about what good hiring looks like, when you help your market think through a challenge they are facing, you are not just posting content. You are positioning yourself as the expert they should call. And that positioning compounds over time. The problem is that most recruitment business owners know this. They have heard it before. And yet, consistent thought leadership remains the first thing dropped when the diary fills up, which brings us to why. Why Consistency Fails Without a System There are three reasons thought leadership breaks down for small recruitment businesses, and each one needs a different solution. Time Running a small recruitment business means wearing multiple hats. You are billing, managing clients, sourcing candidates, running the team, and handling the finances at the same time. Content creation competes with all of that and rarely wins, because it rarely feels as urgent as whatever else is on your list. Perfectionism This one is less talked about but equally common. Many recruitment business owners hold back from publishing because they are waiting for something to be good enough. They want the post to be perfectly worded, the topic timely, the thinking original. And while they are waiting, their competitors are posting imperfect things that are still building their authority. The Absence of a Process This is the root cause underneath the other two. When content creation depends on motivation, on finding a window in a busy week, on inspiration striking at the right moment, it will always lose to the urgent. The only way to solve for time and perfectionism is to remove the decisions. To build a repeatable process that runs regardless of how the week is going. That is what we mean by a thought leadership system. Not a complicated content calendar. Not a full-time marketing operation. A simple, repeatable structure that keeps your voice in your market consistently, without requiring you to reinvent the wheel every week. The Five Components of a Thought Leadership System That Holds The word system can make this sound more complex than it needs to be. Each of the five components below is about reducing the number of decisions you have to make. Component One: One Primary Source of Thinking This is where your content starts. For most recruitment business owners, the richest source of thought leadership material is the work they are already doing. The conversations they are having with clients. The patterns they are seeing in their sector. The questions candidates are asking reveal something about the market. You already have opinions on all of this. The system starts with capturing them, even in rough form. A voice note on your phone after a client call. A short note in a document when something catches your attention. You are not creating ideas from scratch. You are capturing what is already there. Component Two: Your Primary Channels For recruitment businesses, two channels do the heavy lifting and work together: LinkedIn and email. LinkedIn puts you in front of your market in real time. It builds your profile with the people who could hire you and keeps your name visible in a marketplace where most of your competitors are silent. Email keeps you present with the people already in your world: the ones who have spoken to you before, engaged with your content, or been a contact for years. Those people are already warm. Together, LinkedIn and email give you reach and depth. LinkedIn builds the audience. Email deepens the relationship. These two channels, used consistently, will outperform five channels used sporadically every time. Component Three: a Repurposing Engine This is the part that makes a system genuinely sustainable. One piece of thinking should not produce one piece of content. A perspective you have on the candidate market this quarter can become a LinkedIn post, a section of an email to your database, a talking point in a client conversation, a short article, and a podcast topic. The thinking is the same. The formats are different. You are not working harder. You are working the same, thinking harder. This is where many small businesses leave significant value on the table. Component Four: a Scheduling Rhythm That Does not Depend on Motivation This means deciding in advance when content goes out, blocking time in the diary to batch-create it, and using scheduling tools to publish at the right time. You are not sitting down on a Monday morning, wondering what to post. You have already decided. When the time is blocked, you show up and create. When the content is scheduled, it goes out whether you are in a client meeting or on the other side of the country. Component Five: Team Involvement Many founder-led businesses overlook this because they assume thought leadership is the founder’s job alone. It does not have to be. If you have a consultant who is brilliant at what they do and knows the sector, their perspective is thought leadership. If you have someone close to the candidate market, their observations are thought leadership. The founder’s voice is still central, but a system that draws on the wider team is far less vulnerable to the week getting away from you. What This Looks Like in Practice Here is a simple picture of what this looks like for a typical recruitment business owner. On a Monday morning, you spend fifteen minutes reviewing the notes you have captured over the previous week. Client conversations, market observations, or something you read that sparked a thought. From those notes, you identify two or three topics that feel relevant right now. In a focused hour midweek, you draft content on those topics. Not perfect content. First-draft content. A LinkedIn post, a short note that might become an email. You are not writing for an audience yet. You are getting your thinking down. That draft goes through a quick review, either by you or a team member, and is scheduled to go out within the next week or two. The scheduling tool handles the timing. You do not think about it again until the next Monday morning. Over a month, that process produces eight to twelve pieces of content from your own thinking, without requiring a significant time investment, without depending on inspiration, and without competing with the urgent work in your diary. That is a thought leadership system. Not complicated. Not expensive. But consistent. And consistency is what builds the visibility that turns into clients. The businesses that do this well are not doing more than you. They have removed the friction. They are not waiting to feel inspired. They are following a process that keeps moving regardless of what else is happening. Thanks, Denise and Sharon How We Can Help If this framework sounds like what your business needs, consistent marketing activity, a system that keeps running even when you are fully focused on delivery, and the support of people who understand how recruitment businesses actually work, that is exactly what Superfast Circle is built for. We have ju

    31 min

  3. May 24

    You Are Not Losing on Price. You Are Losing on Positioning

    Marketing positioning is the topic we want to talk about today. Picture the scene; A client calls. The brief is good, right in your market, and you know you can fill it well. Then they say it. “We have had a cheaper quote.” So you do the maths. You come down on the fee. You win the business. And you tell yourself it was the right call. But here is the question nobody asks in that moment: why was price the thing being compared in the first place? Fee pressure is one of the most common frustrations we hear from recruitment business owners. And almost every conversation about it focuses on the wrong thing. Better negotiation tactics. More confidence in the room. How to justify your rate. Those things matter. But they are downstream of the real issue. The real issue is positioning. And if you do not fix that, the fee conversations will keep coming. What You Will Learn in This Post: Why fee pressure is rarely about the fee What positioning actually means for a small recruitment business Why generalist agencies are most at risk and what to do about it How to build authority that changes the fee conversation before it starts When Price Becomes the Only Variable Think about how a hiring manager chooses a recruiter. They have a brief. They reach out to two or three agencies. They have a conversation, maybe receive a proposal, and then they make a decision. If everything in that process looks broadly similar, if the conversations feel the same, the proposals look the same, and everyone uses more or less the same language. The only meaningful variable left is price. And of course, they are going to push on it. You cannot blame the client for that. They are making a rational decision with the information they have been given. The problem is the information they have been given. When a recruitment business has not established a clear position in the market and has not communicated what genuinely sets it apart from the next recruiter on the list, it is asking clients to take a leap of faith. Most clients will not make that leap. They will default to the number. This is not a negotiation problem. It is a positioning problem. And the fix has to happen long before that phone call. What Positioning Actually Means for a Small Recruitment Business Positioning is the answer to one question: why you, specifically, over everyone else, a client could call? Not “we have a great network.” Not “we really care about our clients.” Every recruiter says those things. They are expected, not differentiating. A strong position is specific. It names a market, a type of client, a type of problem, or a type of outcome that you are uniquely placed to deliver. And it is communicated consistently, before, during, and after every client interaction. When someone has been seeing your content for weeks, and it speaks directly to the challenges in their sector, when they visit your website. It feels like it was built for their industry, when they get on a call with you, and you already understand their world without them having to explain it, the fee conversation changes character entirely. One of our members described it perfectly. He said that by the time he got on a call with a new client, the fee was almost secondary. They had already decided they wanted to work with him based on what they had seen of him over time. They knew his value before the conversation even started. That is what a clear position, consistently communicated, actually delivers. The client has already done their own convincing. Why Generalist Positioning Is the Highest-Risk Place to Be The evidence is clear on this, and our experience with clients backs it up: generalist micro agencies face the most fee pressure. The reason is straightforward. When you are available for everything, you are the obvious choice for nothing. Generalist positioning tells a client you can help with whatever they need. The client hears: one of many options. Which means price becomes the tiebreaker. Specialist positioning says something different. It says: we work specifically in your world. We know your market, your hiring challenges, your candidate pool, and what goes wrong when you get this hire wrong. The client hears: this person understands us in a way the others do not. We see this consistently with the businesses we work with. Those who have committed to a clear niche, whether that is a sector, a geography, a type of role, or a type of client, have the fewest conversations about fees. Not because they never face pushback. But by the time they get to that conversation, the client already sees the difference. Karen, who runs a specialist medical sales recruitment business, had a company call her out of the blue to say they had been using another recruiter for the past 2 years. Still, her content had been so consistently useful that they wanted to switch to it. That client never asked about her fees. They had already decided. What to Do Instead of Dropping the Fee When the “we have had a cheaper quote” conversation happens, and it will, what is the alternative to discounting? First, understand what the client is actually telling you. When they say you are more expensive, they are usually saying they cannot yet see why you are worth the difference. That is not a price objection. It is a value gap. And value gaps are closed with information, not discounts. Second, have something to point to. If you have been producing content that demonstrates your sector knowledge, if you have case studies showing the outcomes you have delivered for similar businesses, if your personal brand on LinkedIn reflects genuine expertise rather than generic recruitment messaging, you have evidence. Evidence closes value gaps. Third, hold the position. Dropping the fee feels like the path of least resistance. But every time you drop it, you signal that your original number was not justified. And you train that client, and others like them, to push on price every time. The businesses that command the best fees are not the ones with the sharpest negotiators. They are the ones who have built enough authority in their market that clients do not feel the need to test the price. Thanks,   Denise and Sharon How We Can Help If fee pressure is something you deal with regularly, it is worth taking a closer look at how your business is positioned and whether your marketing communicates that position effectively. That is the work we do inside Superfast Circle, and we have just completely rebuilt the programme. If you have looked at joining us before and it was not quite the right fit, it is worth another look. Dop us an email on Support@superfastrecruitment.co.uk and we will send over the details. The post You Are Not Losing on Price. You Are Losing on Positioning appeared first on Superfast Recruitment.

    17 min

  4. May 20

    Recruitment Marketing: The Visibility to Revenue Framework™

    You post on LinkedIn. A few people like it. Maybe someone leaves a comment. And then nothing happens. No client call. No new brief. No obvious return. So, you shelve it and get back to billing. Sound familiar? The problem is rarely that you chose the wrong platform or posted at the wrong time. The problem is that nobody ever showed you how the dots connect between a piece of content and a client in the door. That is what the Visibility-to-Revenue Framework is designed to fix. What You Will Learn in This Post: Why most recruitment business owners cannot see a return from their marketing The three-stage framework that connects visibility to revenue Why LinkedIn alone is not enough in today’s market How to stay in front of your pipeline without it taking over your working week The Chain Most Recruitment Business Owners Are Missing Marketing does not fail because it is a bad idea. It fails because the chain of causation is invisible. You post on LinkedIn, and a client signs with you six weeks later. But there is no obvious line between those two events, so the post gets no credit, and the billing gets all the credit. The result? Marketing gets treated as a cost. Billing gets treated as the real work. And the cycle repeats. The Visibility-to-Revenue Framework makes that chain visible. It has three stages, and each one feeds the next. Stage One: Visibility in the Right Place with the Right People The first stage is about being seen. Not by everyone. By the right people, consistently, in the places they actually spend time. For most recruitment businesses, that means two channels working together: LinkedIn and email. LinkedIn builds your profile in real time. It positions you as someone who understands the sector, shares a point of view, and knows what is happening in the market your ideal clients operate in. Done consistently, it means that when a hiring manager scrolls past your name, they already know who you are before you ever reach out. But LinkedIn alone is not enough in today’s marketplace. Email is what keeps you in the inbox of the people already in your world. The clients you have worked with before. The prospects who downloaded something. The connections who engaged with your content last month. Those people are already warm, and a well-timed, relevant email to that database is one of the most underused tools in a small recruitment business. Together, LinkedIn and email give you reach and depth. One builds the audience. The other deepens the relationship. The mistake most people make at this stage is posting content that feels comfortable rather than demonstrating genuine expertise. Expertise is the currency that gets you into conversations. Comfortable content keeps you invisible. Stage Two: Converting Visibility into Conversations This is the stage that separates businesses that see a return from those that do not. And it is the most misunderstood part of the whole process. Most recruitment business owners behave as though visibility automatically leads to inbound. As though posting good content will prompt a hiring manager to pick up the phone. Sometimes that happens. You cannot build a business on sometimes. Visibility warms people up. Conversations are what convert that warmth into something real. And the bridge between the two is intentional outreach. When someone has been seeing your content for a few weeks, knows your name, and has seen you talk about the exact challenges they are dealing with. Then you reach out with a relevant, personalised message, the dynamic of that conversation is completely different from a cold call to a stranger. You are not interrupting them. You are continuing a conversation they have already been having with you, in their head, while reading your posts. One of our members committed to a consistent content strategy and, within months, had secured eight new clients. What struck him was that fee negotiations became almost secondary. By the time a client got on a call with him, they had already bought into his expertise through his content. They knew his value before the conversation even started. The practical mechanics here include connection requests with personalised notes, follow-up messages to people who have engaged with your content, and a proactive approach to starting conversations rather than waiting for them to come to you. The content gives you a reason to reach out. That is what makes it so powerful. Stage Three: Moving Conversations into Client Relationships This is where the revenue actually lands. And it requires understanding something many recruitment business owners find uncomfortable. Not everyone you speak to is ready to buy today. Most of them are not. If your only move is to have a conversation, get a no, and then move on, you are leaving significant revenue on the table. Your pipeline is full of not yet, not no. The difference between the two is whether you have a system to stay in front of those people until the timing is right for them. This is where your email marketing earns its keep. Not newsletters that shout into the void, but a considered sequence of content that keeps you relevant and useful to the people already in your orbit. One of our clients had a company ring her out of the blue, unprompted, to say they had been using another recruiter for two years, but her content had been so consistently useful that they wanted to switch. That client never saw a pitch. They saw value repeatedly until the timing aligned. Stage three is your nurture system. It keeps your name in the room even when you are not in it. It works when you are billing. It works at the weekend. It works while you are at a client meeting on the other side of the country. And when someone in your pipeline moves from not yet to yes, you are already the name they think of first. Your marketing has held that position for you. The Framework at a Glance Stage one is visibility. Consistent, expert-led content across LinkedIn and email, in front of the right people in your market. Stage two is conversion. Using that visibility as a warm platform to start intentional conversations with the people you want to work with. Stage three is nurture. Staying in front of your pipeline so that when someone is ready to move, you are the obvious choice. Each stage feeds the next. The whole thing runs on consistency, not brilliance. You do not need to be a marketing expert. You need a system that follows through. Thanks,   Denise and Sharon How We Can Help If you want to put this framework to work in your recruitment business, that is exactly what Superfast Circle is designed to do. We have just completely rebuilt the programme, so if you looked at it before and it was not quite the right fit for where you were, it is worth another look. Email us at Support@superfastrecruitment.co.uk, and we will send you the details. The post Recruitment Marketing: The Visibility to Revenue Framework™ appeared first on Superfast Recruitment.

    20 min

  5. May 18

    The Marketing You Stop Doing Is Costing You Most

    You have done it before. You did not mean to. But there it is. Two months have slipped by and you have not sent an email to your database. Your LinkedIn has gone quiet. The blog post you were going to write is still sitting in drafts. You only realised when a competitor’s content popped up in your feed and you thought, oh. They have been busy. If you are running a small recruitment business and your marketing has been stop-start over the last twelve months, this article is for you. We have spent the last week reading through the most recent research from the LinkedIn B2B Institute, the Ehrenberg-Bass Institute, Bain and Company, Gartner, and Forrester. The numbers are striking. And the implications for small recruitment businesses are bigger than most owners realise. What You Will Learn Why the 95-5 Rule shapes every B2B marketing decision you make How trust is built through repetition, not campaigns The four hidden costs of pausing your marketing Why consistent spend delivers 27% more revenue than stop-start spend Four reasons recruitment is especially vulnerable to going quiet What always-on marketing actually looks like for a 1 to 20 person business The 95-5 Rule Let us start with the single most important concept in B2B marketing right now. The 95-5 Rule. This comes from Professor John Dawes at the Ehrenberg-Bass Institute. The research was conducted for the LinkedIn B2B Institute. Here is what it says. At any given time, only 5% of your potential B2B buyers are actively in the market. The other 95% are not buying. They might not buy for months. They might not buy for years. Now think about that in your world. Most companies hire once a year at most. In specialist sectors it is even less frequent. So when we market to recruitment clients, we are mostly speaking to people who are not going to need us this week, this month, or even this quarter. That does not mean the marketing is wasted. It means the opposite. Your marketing has one job above all others. To make sure that when those people do eventually move from out-of-market to in-market, your business is the first one they think of. And here is the catch. You cannot predict when that moment will be. So the only logical response is to always be present. The research goes further. It found that 96% of B2B marketers expect to see results from a campaign within two weeks. But 95% of buyers will not even be considering a purchase for months. We are measuring the wrong thing on the wrong timescale, and then drawing the wrong conclusions when results do not appear. Trust Is Built Through Repetition The second concept that matters here is the Rule of 7. This says that a prospect needs to encounter your brand at least seven times before they have the confidence to make a purchase decision. Some researchers now think the number is closer to 10 to 20 in our current crowded environment. Why does this matter for recruitment business owners? Because trust is not built in a campaign. Trust is built through repetition. Every piece of content, every email, every LinkedIn post is one more brick in the wall. When you stop posting for three months, the wall does not stay where you left it. It starts to weather. Cognitive scientists call this the mere exposure effect. People develop preferences for things simply because they are familiar. Each exposure moves information from short-term to long-term memory. And long-term memory is what drives buying decisions. When you go quiet, you do not just lose new prospects. You also lose ground with the people who were partway through trusting you. The Hidden Costs Of Stopping This is where it gets really interesting. There are costs to stopping that most business owners never see. The algorithm learning tax. When you run ads on LinkedIn or Meta, the platform’s algorithm goes through a learning phase. It takes a few weeks to optimise. If you pause and restart, you pay that learning cost all over again. Cost per thousand impressions can spike by 20 to 30%. You are paying more for the same result. Your warm audience cools down. Anyone who engaged with your last campaign, visited your website, or opened your emails is a warm prospect. If you stop showing up, they cool off. Rebuilding that warmth costs more than maintaining it. Your competitors do not wait. They keep going. They occupy the mindshare you have vacated. By the time you start up again, you are not picking up where you left off. You are starting from behind. Your content asset stops compounding. Content marketing is one of the few things in business that actually appreciates over time. A blog post you wrote two years ago can still bring in traffic today. But only if you have kept the engine running. The 27% Revenue Gap Now we want to give you the number that should make every business owner stop and think. A Marketing Mix Modelling study compared two scenarios. Same business. Same product. Same market. Same total annual budget of 14 million euros. In the stop-start scenario, with monthly campaign pauses, the business generated 163 million euros of revenue. In the continuous scenario, with the same total spend distributed across the year, the business generated 208 million euros of revenue. That is a 27% revenue uplift on identical spend. The only variable was consistency. Bain and Company’s 2025 global research found something similar. The companies achieving the strongest growth, what they call the winners, all share one characteristic. They invest in marketing consistently. The winners delivered twice the average revenue growth of their industries. They did not outspend everyone. They outlasted them. Why Recruitment Is Especially Vulnerable Now let us bring this home to your world, because recruitment has its own version of this problem. We work with recruitment businesses every week, and the pattern is consistent. The businesses with the weakest pipelines are rarely the ones with the worst service. They are the ones with the most inconsistent marketing. There are four reasons recruitment is especially vulnerable to stop-start marketing. Your client buying cycles are long and unpredictable. A hiring need arrives when it arrives. A resignation, a new project, a sudden expansion. If you were not visible in the months leading up to that moment, you were not part of the consideration. The phone simply rings somebody else. Trust is everything. Your product is people, your judgement, your expertise. That kind of trust is not built in a campaign burst. It is built in steady, demonstrable thought leadership. When your LinkedIn goes silent for three months, prospects do not think you are busy. They think you have lost interest. You are managing two pipelines, not one. Clients and candidates. A pause in marketing creates gaps in both at the same time. When client demand returns, the candidate side has weakened too. Recruitment is referral-heavy. Referrals happen when your brand is top of mind at the moment someone is asked for a recommendation. Stop marketing, and you stop appearing in those conversations. What This Looks Like In Practice Here is the pattern we see in the clients we work with. The ones who commit to consistency, even when the market is difficult, even when they are busy with placements, even when it feels like nothing is happening. Six months in, the inbound enquiries start to shift. The conversations get warmer. Clients say things like, I have been seeing your content for a while. Or, we have been meaning to talk to you. That is not luck. That is the 95-5 rule playing out in real time. Those clients were the 95% who were not ready yet. The marketing kept the door open until they were. The businesses that stop and start, who go all-in for six weeks and then disappear for three months, never see that compounding effect. They keep starting over. The flywheel never gets up to speed. The Common Objections We know what some of you are thinking. We cannot afford to market continuously. The data actually says the opposite. Businesses that maintained marketing presence through downturns recovered faster and stronger than the ones who cut spend. During the 2008 financial crisis, the businesses that kept going averaged 3.5% growth. The ones that paused averaged a 7.2% decline. You do not need a bigger budget. You need a sustainable system. Always-on is not about maximal spend. It is about consistent presence at whatever level you can maintain. Others say, we will run marketing when we need leads. The problem is the time lag. The B2B buying cycle is six to twelve months. Content marketing takes six to eighteen months to compound. Platform algorithms need weeks to optimise. By the time your campaign builds awareness, the need has often become urgent. You cannot market on demand when the buying cycle is that long. What This Means For Your Business So what does this actually mean for you, running a small recruitment business? It means three things. Stop thinking about marketing as campaigns. Start thinking about it as an operating system. Something that runs in the background every week, regardless of whether you are busy or quiet. Build a foundation you can sustain. A regular LinkedIn presence. A consistent email rhythm with your database. Content that compounds over time. You do not need to be everywhere. You need to be reliably somewhere. Accept that you will not see immediate returns. The 95-5 rule means most of your work is invisible right now. You are planting seeds for harvests that come months or even years later. The businesses that win are the ones that keep planting anyway. One Final Thought If you take one thing away from this article, let it be this. The cost of stopping is invisible. It does not show up on your invoice. It shows up six months later as a thin pipeline. As warmer competitor brands winning your prospects. As referrals going elsewhere. As inbound enquiries that do not quite happen.

    20 min

  6. May 7

    The Content Mix That Actually Works This Year

    There’s a lot of confusion about short-form and long-form content, and we hear it almost every week in our coaching conversations. Some people are convinced short-form is all they need. A few LinkedIn posts a week, the occasional quick video, and that’s the marketing taken care of. Others know they should be producing something more substantial, but feel daunted by it and never get around to it. The truth is, you need both. They do completely different jobs. And once you understand what each format is for, planning your marketing becomes a lot simpler. So, in the next 12 minutes or so, we’re going to walk through what short-form content is, what long-form content is, examples of each, the specific jobs each does, where emails fit in, and, most importantly, how to combine them into something that actually works for a small recruitment business. Let’s get into it. Why This Matters for Recruitment Businesses Before we look at the formats, here’s why this matters for our world specifically. Most recruitment businesses we speak to fall into one of two camps. The first camp posts scrappy, inconsistent updates on LinkedIn that don’t really build authority. They show up, but they don’t say anything memorable. The second camp goes the other way. They sit down to write the perfect blog or report, never finish it, and end up posting nothing at all. Both camps end up in the same place. Invisible. The recruitment businesses that win attention from clients and candidates do something different. They use short-form content to stay visible, and long-form content to build authority. The two formats feed each other. Together, they create what we call a marketing system, rather than a series of one-off random acts of marketing. Short-Form Content: What It Is and What It Does Let’s start with short-form. Short-form content is anything someone can consume in under two minutes. It’s quick to make, quick to read or watch, and designed to grab attention in a busy feed. Examples of Short-Form LinkedIn posts under 150 words Short videos under 60 seconds, the kind you see as Reels, Shorts, or LinkedIn video clips Polls and questions Stories on Instagram or LinkedIn A quick text post sharing a market insight or a hot take Short re-engagement and nurture emails The Job Short-Form Does The job short-form does is awareness. It’s about being seen, being present, being top of mind. Think about how your ideal client uses LinkedIn. They scroll for a few minutes between meetings. They’re not looking for a thesis on talent attraction. They’re looking for something that catches their eye, makes them think, or makes them nod in agreement. Short-form does four specific jobs. First, it builds frequency. Showing up three to five times a week keeps you visible. Consistency beats perfection here, every time. Second, it feeds the algorithm. LinkedIn, Instagram, and the rest reward regular activity. The more often you post, the wider your reach. Third, it sparks conversation. A good short post invites comments, shares, and DMs. That’s where relationships actually start. Fourth, it tests ideas. A short post is a quick way to see what resonates. If a topic gets traction in 100 words, it’s worth turning into something bigger. A good example for a recruitment business? A quick LinkedIn post sharing one client conversation from the week, with a small lesson attached. Two short paragraphs, a question at the end, and you’re done. Total writing time, maybe 10 minutes. Now let’s look at long-form. Long-Form Content: What It Is and What It Does Long-form content is anything that takes more than two minutes to consume. It’s substantial, structured, and designed to demonstrate expertise. Examples of Long-Form Blog articles, typically 1,000 to 2,000 words LinkedIn newsletters, like our own newsletter The Small Agency Edge Email newsletters sent regularly to your database Podcasts, like the one you’re listening to right now YouTube videos and webinars over 10 minutes Market intelligence reports, like our 2026 Marketing Trends Report Case studies and client success stories Lead magnets, e-books, and guides LinkedIn carousels with seven to ten slides The Job Long-Form Does The job long-form does is authority and trust. It’s the difference between someone recognising your name and actually wanting to work with you. Long-form does four specific jobs of its own. First, it builds depth. A market trends report shows you understand your industry far better than a clever post ever could. It demonstrates you’ve done the thinking. Second, it builds trust over time. Someone might scroll past your LinkedIn posts for months, then download your report and read every page. That’s the moment they go from passive observer to engaged prospect. Third, it generates leads. Long-form content sits behind opt-in forms. It captures email addresses. It feeds your CRM. Short-form rarely does that on its own. Fourth, it supports search. Blogs and articles get found through Google. People searching for engineering recruitment trends 2026, or how to attract passive candidates in legal, can land on your site months or even years after you wrote the piece. A good example for a recruitment business? An annual market report for your sector. We’ve seen clients turn one well-researched report into 12 months of conversations, calls, and placements. One piece of content, used over and over, in every channel. Where Emails Fit One question we get asked a lot is, where do emails fit? Are they short-form or long-form? The honest answer is, it depends on the type. Most marketing emails are short-form. A quick re-engagement message, a nurture email pointing to a blog, a promotional email about an upcoming event or new role. These are designed to be scanned in seconds, not read like an article. They sit firmly at the short-form end. Email newsletters are different. They’re long-form. They go deeper, share insight, and position you as the authority over time. Our own newsletter, The Small Agency Edge, sits in the long-form category for that reason. Subscribers come back week after week because each edition delivers something substantial. So when you’re planning email content, ask yourself which job it’s doing. Quick action and visibility? That’s short-form. Authority and depth? That’s long-form. Both have a place in a good marketing system. How to Combine Them: The System This is where it gets practical, and this is where most recruitment businesses get it wrong. The mistake is treating short-form and long-form as separate jobs. They’re not. They’re two parts of one system. Here’s how the system works. Step One: One Piece of Long-Form Per Month Create one piece of long-form content per month. It might be a blog, a podcast episode, a market report, or a webinar. Pick whichever format fits your strengths. If you’re confident on camera, lean into video. If you write well, lean into the written word. If you love conversation, podcasts are a great option. Step Two: Atomise It Into Short-Form Atomise that long-form piece into multiple pieces of short-form content. This is the bit most people miss. One good 1,500-word blog can become: Five to seven LinkedIn posts pulling out individual insights Two or three short videos talking through key points A poll asking a question raised in the article A short email to your database with a link to read the full piece A few quotes turned into simple graphics Step Three: Use Short-Form to Drive to Long-Form Every short post or video should ideally point somewhere. The long-form is where conversion happens. The short-form is where attention happens. We did exactly this with our 2026 Marketing Trends Report. One report, researched once, has fed weeks of LinkedIn posts, podcast conversations, email campaigns, and one-to-one client discussions. The work happens once. The visibility happens for months. For a recruitment business with limited time, this is the most efficient way to market. You’re not creating content from scratch every day. You’re reusing one solid piece in lots of different ways. Practical Next Steps So if you’re listening to this and thinking, where do I even start, here’s our recommendation. First, decide on your one long-form piece for the next 30 days. Just one. Don’t try to do everything at once. Second, block time to create it. Two or three hours of focused work is usually enough for a solid blog or podcast episode. Third, plan five to seven short-form pieces from it before you publish. Write them at the same time, while the thinking is fresh. Schedule them out across the next two to three weeks. Fourth, measure what you can. How many people viewed the long-form piece? Which short-form posts drove the most engagement? That’s how you learn what your audience actually wants. And remember, consistency beats perfection. A good blog this month, followed by another good blog next month, builds far more trust than a perfect one that takes you six months to publish. Today’s Takeaway Short-form and long-form content aren’t competing. They’re complementary. Short-form gets you seen. Long-form gets you trusted. Together, they create the kind of visibility that turns into real client and candidate conversations. If you’d like a worked example of how this looks in practice, our 2026 Marketing Trends Report is a good place to start. It’s the long-form piece we’ve built our content calendar around for the start of this year, and it shows the level of depth that builds authority in a niche. You can download it at superfastrecruitment.co.uk/MTRS. That’s it for today. If you found this useful, please share it with another recruitment business owner who would benefit from a clearer way to think about content. And if you’ve got a question you’d like us to cover in a future episode, drop us a message on LinkedIn. Thanks Denise and Sharo

    27 min

  7. May 4

    Is It Time to Rip Out or Repair Your Marketing?

    Today’s topic came from something I genuinely didn’t expect to be writing about. It started with a survey we had done on the outside of our house. The more I sat with it, the more I realised there is a real lesson in here for anyone running a recruitment or search business. So let me share what happened. The Story That Started This We had a survey before we moved to our new house. The surveyor walked around, did the job properly, and returned with a list of items that needed attention; nothing to say it would be crazy to move there, though several things that had been neglected by the last owner that at some point in the not to distance futured needed sorting. The steps need replacing. The patio either needed to be repaired or ripped out and started again from scratch. We parked several things until ‘later’. Here is the thing that really stuck with me. Looking at it day to day, I honestly hadn’t noticed how bad some of it had got. I walk past it every single day. I had looked at those steps hundreds of times. The patio was just the patio to me. Nothing jumped out as needing to be done over the winter. It took someone qualified, with an outside perspective, to walk around and say, ” This needs addressing, and here are your options. Once they pointed it out, I could see it. Of course, I could see it. But I could not see it on my own. Why This Matters for Your Recruitment Business This is exactly what happens with marketing in a recruitment or search business. You live with your website. You live with your LinkedIn profile. You live with your BD process. You live with your CRM. And because you see it every day, you stop seeing it. Nothing looks broken from where you are standing. Everything looks fine. It is working well enough. You are still making placements. The business is still ticking along. Then someone from the outside takes a proper look, and suddenly it is obvious. Sharon and I have this conversation regularly. We have discovery calls with recruitment business owners, and within about 20 minutes, we can spot three or four things they have been walking past for two years. Not because they are not good at what they do. They are brilliant at recruiting. That is the whole point. It is because you cannot see your own work clearly. None of us can. Four Areas Where Outside Eyes Make a Difference Let me share four specific areas where I see this play out again and again with the business owners we work with. 1.Your Website When did you last look at your website the way a potential client would? Not as the owner. Not as the person who signed off on the copy three years ago. But as a hiring manager who has landed there for the first time and is trying to work out if you are the right recruiter for them. Does it tell them what you do, who you do it for, and why they should pick you over the other recruiter they are also looking at? Most websites don’t. Most websites are online brochures that list services and feature a photo of the team. They do not communicate value, and they do not convert. That is a repair job. Sometimes it is a rip-out-and-start-again. Either way, you will not know unless someone outside tells you the truth. 2.Your LinkedIn Profile As a recruiter, you have one of the most-visited profiles of any business owner, because you are reaching out to new people constantly. Candidates, clients, past connections. They all check your profile before they decide whether to engage with you. And yet most recruitment business owner profiles have not been meaningfully updated in years. The headline. The banner. The about section. The featured content. All of it is either preselling you or quietly costing you. If you haven’t looked at your own profile with fresh eyes recently, you should. And you should get someone outside your business to look at it, too. 3. Your BD Process What are you doing right now to reach new clients and candidates? Is it working? How do you know? This is the area where I see the most “we have always done it this way” thinking. The outreach hasn’t changed in five years. The follow-up looks the same as it did before the market got this competitive. The messaging is the same as everyone else’s. Your BD process needs an honest review, and you cannot do that review yourself because you built it. 4. Your CRM and Lapsed Contacts This is the one I always come back to, because it is the easiest win and the most ignored. How many clients have you not spoken to in 18 months? How many candidates have gone quiet? How much of your CRM is sitting there, full of people who already know you, already trust you, and are completely out of contact with you right now? There is gold at your feet. Outside eyes will tell you that. You will dismiss it because you assume the contact has gone cold, but in most cases, the contact needs a reason to come back to you. Rip Out or Repair? Here is the part I want you to really take away. The surveyor did not tell me to rip everything out. Some of the work needed was a repair job. Some of it was fine and didn’t need touching. And some of it genuinely needed to come out and be redone properly. Marketing is the same. When we work with business owners in Superfast Circle, we are not telling them that everything they have built is wrong. We are helping them see clearly which parts are sound, which need repair, and which are quietly holding them back. You don’t need to burn it all down and start again. You do need someone outside your business to tell you honestly what is what. Because you can’t see it from where you are standing, I couldn’t see the state of my own patio until someone pointed it out. You can’t see your own marketing clearly either. It is not a criticism. It is how human beings work. The Question to Sit With Here is the question I want to leave you with. What is one thing in your marketing you have been walking past for months, quietly hoping it is still working? Your website? Your LinkedIn profile? Your BD process? Your lapsed database? That is the thing to get a second opinion on. A second opinion is genuinely the most valuable thing you can invest in right now, because it is the thing that turns assumptions into action. Thanks Denise How We Can Help You with This Knowing what needs a tidy up is one thing. Knowing exactly which parts to rip out, repair, or leave alone is another. If you would like Sharon and me to take a proper, honest look at your marketing and tell you what we see, that is what we do every day inside Superfast Circle. Our members get a clear view of what is working, what needs fixing, and what is quietly costing them placements. They also get done-for-you content, monthly coaching calls, and a system that makes consistent marketing straightforward rather than overwhelming. If you have been thinking about getting a second opinion on your marketing this year, book a call and let us show you how it works: www.superfastrecruitment.co.uk/call The post Is It Time to Rip Out or Repair Your Marketing? appeared first on Superfast Recruitment.

    17 min

  8. Apr 24

    The Marketing Channel Recruiters Keep Underestimating (And It’s Not LinkedIn)

    Let me ask you something. When did you last send a planned, consistent email campaign to your database? Not a one-off update when you had a vacancy. Not a quick check-in because you remembered someone existed. A proper campaign. Sequenced. Segmented. Designed to build trust with the people who are not ready to work with you yet. For most recruitment business owners, the honest answer is: not recently. Or never. And that is costing you more than you realise. Today I want to make the case for email marketing. Not because it is new or exciting, but because it is one of the highest-ROI channels available to you as a recruitment business owner, and most of your competitors are either not using it at all or using it in a way that leaves most of the value sitting on the table. We are going to cover four things: Why most recruitment email marketing misses the mark entirely. Why email still outperforms every other channel on ROI. How you can use it to reach both clients and candidates simultaneously, a genuine advantage most businesses overlook. And what separates the campaigns that generate results from the ones that go quiet after one or two sends. Let us get into it. What You Will Learn Why sending one-off emails to your database is costing you pipeline, and what to do instead Why email consistently outperforms social media on return on investment, and what the numbers actually say How to nurture both clients and candidates at the same time using one system The five habits that separate email campaigns which generate results from the ones that go quiet after two sends Why Most Recruitment Email Marketing Misses The Mark There is one distinction I want to make first, because I think it is the single biggest reason most recruitment businesses are not getting results from their email. Most businesses send emails. Very few run campaigns. And that difference is where all the opportunity is sitting. The blast approach looks like this. You have a vacancy to fill, or it has been a while since you were in touch with your database, so you send something out. It is pitch-heavy. It is aimed at the people who are ready to act right now. And everyone else? They do not hear from you again. Until they are already talking to someone else. Here is the thing. At any one time, only 3% to 7% of your market is ready to buy. That is it. So if every email you send is an attempt to convert someone who is ready right now, you are completely ignoring the other 93%. That 93% will become ready eventually. The question is, will they remember you when they do? The campaign approach is completely different. It is a planned sequence. Consistent. Built around content that is genuinely useful to your audience. So you are staying visible and building trust with the people who are not ready yet. And when they are ready, you are the obvious choice. Here is a number that really brings this to life. Segmented email campaigns generate 760% more revenue than unsegmented ones. That is from Campaign Monitor. Not a small difference. That is the difference between a database that works for you and one that just sits there doing nothing. Why Email Still Wins Some of you will have heard people say that email is dying. That social media is where it is at. I want to put that to rest right now. Email delivers £46 for every £1 spent. That is the average. Done well, it is considerably higher. 91% of B2B marketers say email is critical to their strategy. Not useful. Critical. And for recruitment specifically, the average open rate is 31%. The general average across all industries is 21%. So your emails, when they are relevant and well written, are already more likely to be opened than in most sectors. While everyone is focused on their LinkedIn engagement dropping or the latest social media algorithm change, email is quietly doing the heavy lifting. It outperforms social media on ROI. It outperforms paid advertising. And it gives you something no social media platform can ever give you: a direct, uninterrupted line to someone’s inbox. Think about that. When someone opens your email, it is just you and them. There is no algorithm deciding whether they see it. No competitor’s post appearing right next to yours. That is an incredibly powerful position when you use it well. The Dual Audience Advantage Here is where it gets really interesting for recruiters, and it is something I think most businesses completely overlook. Most B2B businesses have one audience. You have two. You have clients, the hiring managers and business owners who need great people. And you have candidates, the professionals looking for their next opportunity. Email campaigns let you nurture both at the same time, with content that is tailored to each. For your clients, that might be salary guides, sector hiring trends, thought leadership on the talent challenges they are facing. Content that positions you as the expert they want in their corner when they need to hire. For your candidates, it might be job alerts, career development tips, salary benchmarks, sector news relevant to their specialism. Content that keeps them engaged and coming back to you rather than going elsewhere. Two audiences. Two content streams. One system. That is a genuine competitive advantage. Most of your competitors are either not emailing at all, or they are sending the same message to everyone, which as we have already covered, is not going to cut it. Five Habits That Separate Results From Radio Silence Most recruitment businesses have a database. Very few use it consistently and strategically. Here are five habits I see in the campaigns that actually work. Habit One: One Email, One Message, One Call To Action Do not try to say everything in every send. One clear ask, every time. That discipline alone will improve your results. Habit Two: Send From A Named Person A named sender generates 27% higher open rates than a company inbox. People open emails from people, not from brands. It sounds obvious, but you would be surprised how many businesses are still sending from info@ or hello@. Habit Three: Segment Your List Clients and candidates always get separate campaigns. Right content, right audience. If you are sending the same email to everyone, you are speaking to no one. Habit Four: Keep A Consistent Cadence One email will not build a pipeline. You need to show up regularly to stay front of mind. I know some of you are already thinking “I do not have time to write that much content.” That is a real challenge, and it is exactly the kind of thing we help members solve inside Superfast Circle. Habit Five: Coordinate With LinkedIn Email outreach that mirrors what you are posting on LinkedIn compounds your results. You are appearing in multiple places, reinforcing the same message, building the same trust. That is the compounding effect in action. And the numbers back all of this up. Personalised subject lines drive 26% to 50% higher open rates. These are not marginal gains. They are significant when you apply them consistently. The Results You Can Expect Before I wrap up, I want to share some benchmarks, because I think they provide really important context. 79% of leads never convert without nurturing. Think about that. Nearly four out of five potential opportunities are lost if you are not following up and staying in touch. That is an enormous amount of business going to someone else by default. Nurtured contacts produce 50% more sales-ready leads, and they spend 47% more when they do buy. That is the compounding effect of consistent, valuable communication. For recruitment email sequences specifically, well-run campaigns achieve open rates of 35% to 45%. That is well above the industry average. And your welcome email, the first email someone gets from you, generates four times more opens and ten times more clicks than a standard send. That first impression matters enormously. Are you making the most of it? What To Do Next: Your Action Steps Information on its own does not move the needle. Action does. So here are three practical starting points. First, audit what you are currently doing. Be honest with yourself. Are you sending one-off blasts when the mood takes you, or do you have a planned campaign sequence that runs consistently? Most recruiters are in blast mode. Knowing where you are starting from is the first step. Second, look at your database. How many of those contacts are not ready yet? That is your biggest untapped opportunity. Campaigns are how you stay visible to them until they are. Third, think honestly about whether you have the system in place to do this consistently. Because that is the part most recruiters find hardest. It is not the intention. The intention is usually there. It is the time, the content, knowing what to write, how often to send it, and how to segment it properly. The shift from blast to campaign is where the real opportunity is. And it is not as complicated as it sounds when you have the right system in place. Thanks Denise How We Can Help You This Year Knowing what to do is one thing. Doing it consistently is another. Inside Superfast Circle, our members get done-for-you content, pre-built email campaigns, and a clear system that makes showing up and staying visible straightforward rather than overwhelming. No more feast-or-famine marketing. No more “I will do it when it is quieter.” If you have been thinking about getting proper marketing support, book a call and let us show you how it works: www.superfastrecruitment.co.uk/call The post The Marketing Channel Recruiters Keep Underestimating (And It’s Not LinkedIn) appeared first on Superfast Recruitment.

    22 min
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