30-second read (+1:38 watch)
Talent marketers — let’s break this down:
- Research: Be obsessed with how your audience behaves and what motivates them to action. Go straight to the source—candidates.
Reach out to the candidate personas whom you’re trying to attract with one goal: to make the recruitment industry and process better for everyone.
Ask candidates what they want to know and experience when looking at new opportunities—from the information they need before they apply to the types of content deliverables they like most to the interview process itself.
Turn these findings into a blog post that doubles as a) thought leadership in your industry and b) one of the best employer branding pieces you can create.
2. Documentation: Tell us how you do things.
Show in written pieces and videos how your company, teams, and key people do things: how you build, how you make decisions, how you collaborate, how you…
How you do things is what makes you special and unique. And documenting this is the most efficient method for turning out relevant and interesting content.
Between research and documentation, you should have your content calendar filled for the next 12 months.
Moral of the story: Act like journalists. Execute like content marketers.
P.S. This is one of the best examples of documentary-style content I've seen:
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