4 things to avoid writing your next recruitment blog on

I once gave a workshop on blogging in our London office where one of our recruiters asked me a question I'd never been asked before: 'What shouldn't we blog about?'

It struck me as a good one to ask. It's so easy for marketing departments to put together a plethora of video tutorials, materials, workshops and such alike on what to blog on and how that perhaps we miss a really obvious starting point? If we cut out all the definite do-not-write-this blogs from the get-go then that's one step further in the right direction.

So here are recruitment blogs it's probably best not to write about, especially if you find blogging hard:

The I'm-A-Recruiter-Trust-Me Type Blogs

These types of blogs are difficult to do well. They can be done, but you'd have to be a good writer in order to do so. In writing a blog like this you're opening yourself up to each and every complaint the reader may have had with a recruiter. Ever. And if you're as good as you say you are then really you should take the time to respond to those that engage with you. Even a rhetorical question deserves an answer to show you're listening. If you don't want to, or can't respond to all posts then best to avoid these. You're opening yourself up to each and every complaint the reader may have had with a recruiter. Ever.

In an interview for a summer job I once had the interviewer wrapped up saying, 'There's one thing you didn't say about yourself. You didn't say you were honest.' I opened my mouth and fumbled for words to explain that yes I was but he continued, 'No, that's a good thing. You didn't even think about it because you are. Only dishonest people need to say they're honest.' That's one opinion and not a surefire way of testing a person's honesty but the premise stands and it's a sentiment many people will share. There are far better ways to show what a good recruiter you are and to demonstrate you're a Career Ally.

Actions speak louder than words.

A Rant Disguised as a Blog

Everybody has a good moan about something at work every now and again. To their colleague sat next to them, or at home with their partner or housemate. It can be a fairly healthy thing to do, to talk over an annoying email, a pointless meeting or an unnecessary comment from a colleague at the wrong time. But do you really need to write it down and in such an obvious and scathing way? And then share that out over the Internet and email?! As a first impression, how are you going to come across?

A blog should have a point. A blog should be written to benefit the reader in some way, why should they read it? Does it answer a question? Does it give a solution? Is it entertaining or informative? Or is it just a rant?

Typical examples include blogs on 'no-shows' or candidates not picking up the phone. Again there are some great examples on these that discuss the effects and give practical solutions but no one wants to read a list of someone else's frustrations.

Try and turn the blog around and present it in a positive light, make it an informative and educational piece instead.

This blog itself could have been a rant, on blogs we'd seen in the marketing department that we don't like and how we have to rework them and/or deal with comments from readers etc. ourselves. But not only do I not want to insult people either intentionally or unintentionally, I don't take that approach because it's mutually beneficially to help and educate the recruiters I work with instead.

The Celebrity or Sports Person You Really Admire

In itself it's actually a nice idea. It's a positive angle that many people can relate to.

These do tend to be overdone though (footballers' names crop up a fair bit) and the link to recruitment, talent or the world of work can be somewhat tenuous. You have a fountain of knowledge from working with clients and candidates everyday that there's such a wealth of more relevant things you can write about. And that's better than something's that's 'nice'.

Where you need to take care here is why you're writing the blog and how and where you use the person's name. If they've been involved in a recent scandal then your marketing dept. really should look over it. We've had some attention in a well-known political satirical magazine over one such blog even after having toned it down several notches. You'd be surprised who reads our blogs and how far they can reach!

Where this has worked: We had an employment lawyer write a guest blog on the gross misconduct and dismissals following Jeremy Clarkson's dismissal that's a good read, and a new angle on the topic. And who else to write that kind of blog than a lawyer?

Any Subjects There's Already Three Blogs On

Three blogs is a good rule of thumb. Look over your recruitment website (on Morgan McKinley candidate websites there's a facility to search articles) and see how many there already are on LinkedIn, the STAR technique, competency interviews etc.You don't have to write a new blog on the same subject from scratch! Why not re-use the existing one(s)?

You don't have to write a new blog on the same subject from scratch! Why not re-use the existing one(s)? You can absolutely do that!

If you want to write a discipline-specific article, that doesn't already exist, then definitely go for it but if it's a general career piece suitable for all candidates regardless of industry, sector or level then do a search first. You may find an old one that could be re-jigged (maybe the advice needs updating, or there's references to specific events gone by), or re-share and reuse as it is if it's still completely relevant.

Hopefully the above has given you guidance on what not to write for a change. For more ideas and help on blogging or improving your online reach speak with the marketing team.