Blogging for candidates!

This year’s Candidate Attraction Survey of over 600 UK recruiters provided a number of interesting insights. One of the most surprising being: if you blog frequently you may get an increase in both the quality and the quantity of candidates you are attracting.

The survey asked recruiters to rate their sourcing channels for the quality and quantity they generate. The survey also looked at the recruitment marketing techniques they are currently using  - and the frequency with which they are carried out.

The results show that blogging as a recruitment marketing tool is not yet widespread. Only 15% of in-house recruitment teams and 31% of agencies are posting blogs at least once per month. However, those that post more frequently (at least once per week) rated their careers site or website higher in terms of the quantities and qualities of candidates it generates. Even those who blog less frequently also saw a candidate uplift above those who don’t blog at all. 

So, does blogging more regularly mean you attract more talented candidate? Although we can’t be certain that this is causality rather than coincidence, it still provides food for thought for recruiters looking to engage more regularly with their talent pools and passive candidates.

Providing regular, valuable content is something that marketers have increasingly been focused on in recent years – ‘Content Marketing’ is the new norm. Provide help rather than hype. Content Marketing for Recruitment is still in its early days, but those that have started on the journey appear may now be reaping the rewards.

Request your free copy of the 72 page 2016 UK Candidate Attraction Report at https://eploy.co.uk/ca16.