I’m about as pro-content as you’ll ever find in a recruiter.
But the reality is: outbound is what gets it done.
In highly specialized skill sets (demand far higher than supply), job seekers aren’t going to come to you. Even with a killer employer brand. Not with any regularity, anyway.
Ask 100 recruiters about their outbound strategy, you’ll get 100 different answers. Email, text, call, LinkedIn, social DMs, etc. That’s just channel. I won’t bore you with copy strategy (or lack thereof).
Here’s the rub: most people hate being contacted by recruiters. It’s not personal. They just aren’t looking right now. And if they are, their plate is already full. Time is limited.
And the message probably sucks. Let’s be honest: most recruiters will never be great writers. (Because most people will never be great writers.)
So success in outbound usually comes down to right place, right time, right message (try not to suck).
Oh wait I almost forgot: right company. One that people actually heard of before. One that grabs immediate interest on name alone.
That’s why content is still important. It’s a force multiplier.
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