Leaderboard · Industry & professional
Recruiting & staffing
Marketing plays for recruiting & staffing, ranked by votes.
Photo: Lukas Blazek
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1
Send a monthly candidate newsletter with real open roles
Build a monthly email newsletter to your candidate database with five current open roles, one practical career tip, and a short note on hiring trends you are seeing in your specialty. Send it from a recruiter's name, not a generic company address.
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2
Write a hiring guide for each role type you place most
For your top three role types, write a guide for hiring managers covering typical salary ranges in your market, interview timeline benchmarks, and common reasons candidates decline an offer, and gate it behind a short form on your website.
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3
Publish an alumni placement story with the candidate's consent
Reach out to a candidate you placed six months ago, ask for written consent to share their move, and publish a short page naming their new role, the challenge they were solving, and what the search process looked like from their side.
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4
Post three times a week on LinkedIn in a fixed rotation
Set a weekly LinkedIn rotation: one open role post on Monday, one market insight or hiring trend post on Wednesday, and one candidate or client spotlight on Friday, each written by the recruiter who owns that relationship rather than a shared company account.
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5
Send a personalized outreach note to five passive candidates daily
Each day, identify five passive candidates on LinkedIn whose experience matches a current or upcoming role, and send a note referencing a specific project or job change from their profile rather than a generic template.
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6
Host a quarterly panel with recently placed candidates
Every quarter, invite two or three recently placed candidates who have agreed in advance to join a 30-minute virtual panel for prospective candidates, discussing what the interview and onboarding process was actually like. Record it and post the replay on your careers page.
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7
Send hiring managers a quarterly market rate update
Every quarter, email your active hiring manager contacts a short update on current salary ranges and time-to-fill benchmarks for the roles you place most, based on your own recent placements in that market.
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8
Build a one-page process explainer for first-time employer clients
Write a single page explaining your search process step by step for a hiring manager who has never worked with a staffing firm: intake call, sourcing timeline, interview coordination, and offer support, with a realistic week-by-week timeline.
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9
Request a candidate review 30 days after placement
Thirty days after a candidate starts their new role, send an email asking them to leave a review on Glassdoor or Google Business Profile about their experience working with your firm, with a direct link and one specific prompt about the search process.
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10
Send a re-engagement email to candidates inactive for six months
Pull the list of candidates who have not responded to outreach in six months, and send a short email asking whether their job search status or interests have changed, with a one-click way to update their preferences rather than a full new application.
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