Marketing that wins your agency clients and candidates
Your agency sells to two markets at once. Employers need to see that you understand their sector, and candidates need to trust you with their next move. We build the marketing for both, and make sure every vacancy and application reaches a consultant who can act on it.
One brand, two audiences
Websites built for both sides
Separate, clear paths for employers lodging a vacancy and candidates looking for work, with roles that are easy to search and apply for on a phone.
SEO for your specialisms
Pages for each sector, role type and location you recruit in, so the people searching for them find your agency and not only the job boards.
Business development campaigns
LinkedIn, email and search campaigns aimed at the hiring managers and HR leads in the sectors you want more vacancies from.
Candidate attraction
Search and social campaigns that build your talent pool over time, plus focused activity when a hard-to-fill role needs it.
Content and market insight
Market updates, hiring guides and sector commentary your consultants can share, built from what your team already knows.
Follow-up and nurture
Workflows that keep registered candidates warm and remind past clients you are there when their next role opens.
Win more vacancies, not only more applicants
Most recruitment marketing goes on candidates, because that is where the job ads are. Revenue starts with the employer. We plan the client side as deliberately as the candidate side, from who you want to work with to what they need to see before they call and how your consultants follow up.
Your website and SEO do the slow, compounding work. Campaigns and marketing automation keep enquiries moving between visits.
Job ads that stay on the right side of the rules
Australian anti-discrimination law covers job advertising, and the agency that drafts and places an ad can be responsible for it alongside the employer. The ad platforms also have their own rules for employment ads.
We write and target campaigns with that in mind, steering clear of wording or targeting that could exclude people on age, sex, race, disability or other protected attributes. Role details and legal advice remain with your agency and the employer.
Kim Acworth, Director, Acworth Recruitment
A connected recruitment marketing plan
1. Review
Look at your specialisms, the employers you want more of, your website, your job listings and how enquiries reach your consultants.
2. Build
Create the pages, campaigns, content and follow-up needed on both the client side and the candidate side.
3. Improve
Track vacancies lodged, registrations and applications by source, then move effort toward what turns into placements.
Recruitment marketing questions
Can you market to employers as well as candidates?
Yes. We plan both, because an agency with plenty of candidates and too few vacancies has a business development problem, not a candidate problem.
Can our current roles show on our own website?
We can build the website to display your roles. How listings get there depends on your recruitment platform and what it allows, so we confirm that during the review.
Do you work with specialist or niche agencies?
Yes. A clear specialism usually makes marketing easier, because the employers and candidates you want are easier to find and speak to directly.
Can you run LinkedIn and Meta campaigns for job ads?
Yes. Employment ads carry extra rules on wording and targeting, and we plan campaigns around them from the start.
Fill your vacancy pipeline and your talent pool
Talk to our team about your specialisms, the clients you want more of and how enquiries reach your consultants.