Leave a Blog Posts in the Recruiters Sphere

I was paging through the posts of my blog and stumbled into the Recruiters sphere only to find to my dismay ….Its empty….

The Recruiters sphere is empty, not a word in sight…

Why, oh dear, no, why, someone please tell me…Why…

Okay so its Friday and I’m in a playful mood, it’s not the end of the world that the Recruiters sphere of the blog is empty, I just thought maybe I could talk a little bit more about it and explain how it works and how you, the Recruiter can take advantage of writing in the Recruiters Sphere.

Blogging is a terrific way for Recruiters to market their services. By simply contributing to the user generated content on the internet, Recruitment bloggers will effectively market their services to mass groups of Job Seekers. Blogging is essentially an opportunity for corporate identities to reveal a more personalised persona.

A Recruiters blog should communicate opinions and thoughts of the recruiter. Essentially if the blogging Recruiter is viewed as a topic expert or an expert in their field of recruitment, this will strengthen relationships with your clients.

All recruiters subscribing to Jobs.co.za are able to write such blog post in our Recruiters Sphere. We have created this realm specifically for our subscribing Recruiters to share their views, their opinions and tips and tricks to Job Seekers. By simply requesting access details from Jobs.co.za, each Recruiter will be equipped with access to the Recruiters Sphere and may begin their blogging career.

I wanted to share some further blogging information and some tips to help you get started.

These Tips have been compiled by Jobs.co.za, CEO Gillian Meier and given her expertise in this matter these are some blogging tips you should definitely take note of.

As compiled by G Meier.

• Blogs need to come from actual members of staff given enough freedom to write in a credible way.

• Companies wishing to produce their own blog, should provide a blogging policy and guidelines for employee bloggers to abide by when blogging.

• There should ideally be a range of bloggers who possess insight into new developments, happenings, commentary on recruitment industry news, HR information and workplace issues.

• The blog should demonstrate a combination of both corporate authority and independent, non-corporate within the blogging team.

• The corporate blog should provide information and a perspective that the company may have and could be used as a platform to trial and test ideas and new products with the community (instant, free market research).

• The ‘blaggers’ blog should be designed and written from an individual bloggers (blaggers) viewpoint and should demonstrate an honest viewpoint (within boundaries). The best bloggers are those who tweak the funny bone of the online community and stimulate others to exercise their prerogative to express a point of view – almost equivalent to a radio chat show with phone-in hosts.

• The blog should contain content that is relevant to the readers, discussing human issues we can all relate to, combined subtly with the core message of the blog post.

• The blog needs to instil the need to respond (should get a response from readers) as blogs are conversations between the main blogger and the readers. If there is no interaction between the two sides it defeats the whole point of the blog.

And there you have it. There really isn’t anything stopping you now. Making use of these mentioned tips and continually contributing credible content to your blog, market your Recruitment Company in one of the most relevant ways to do so in this day and age.

If you are a subscribing recruiter to Jobs.co.za please do contact Camilla Patten the Online Content Manager at Jobs and she will set you up with access to your very own Recruiters Sphere.

Well that’s it from me this Terrific Friday.

I hope you all have a wonderful day and weekend ahead.

I will be sure to catch up with you on Monday.

Take care,

Jo Blog

Joblog@Jobs.co.za

Friday, August 29th, 2008 at 10:12 am and is filed under Recruiter's Sphere, Uncategorized. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.