Libby: Got something a bit different for you today, but useful and interesting. Don’t worry, probably a little bit silly, but I had a conversation with my husband the other day, and this is an almost direct re-enactment of what happened – this is also take two because he got in a fluster in the first version. So here we go again. It’s to do with the way you present your content on social media, but specifically here about a job advert on LinkedIn.
He doesn’t want to be featured on camera, but he is he is here honest, it is him. It’s not George Clooney in the background. OK, so three to one go.
John: I need some help.
Libby: OK.
John: I’m trying to put a very quick roll onto LinkedIn that I can get posted because I need some help.
Libby: OK, so. All right hit me with what you’ve got.
John: All right – what do you think of this then as a starter for ten? Due to high interest in our performance.
Libby: We’re not mentioning the company name. Take five!
John: Due to high interest in our solutions and exciting growth plans over the next three years. We’re seeking to add to our sales teams. If you believe you can add value to our organisation and want to be part of an exciting future. Please send a brief introductory correspondence.
Libby: All right, that’s enough. I think we’ve all heard enough. Anybody tempted to apply for that? Anybody actually know what it is they might be applying for? Or whether it would suit them or not?
The first lesson is, I think he’s taking notes, is to think about your audience. In John’s case, who is the person, the kind of person that he wants to attract into the job? It could be they need a certain skill set. It could be they need certain types of experience. It could be that they need to be a certain personality type – the same for your social media content. You need to think about what it who’s going to be reading it and what it is that they want to hear, not the garbage that you might want to say.
Not harsh, tough love this babe.
What kind of skills might the person need if they’re going to be a scheduler within your company, then presumably they need to be good at project management? They need to know about organisation in terms of structure and planning, yes?
John: Yes.
Libby: So that’s what you would lead with. Are you a Tip-Top project manager? Do you like to see things from start to finish and through? Do you get job satisfaction from attention to detail? These kind of things. These are the leading questions that you if you ask them, then someone will say, oh, yeah, that’s me. Let me read more.
It should never be leading with you because that’s the kind of supplementary information – if you lead with that and then say a little bit about what the job entails and you can just say the word job, you don’t need to say opportunity because that sounds like you’re trying to flog them double glazing or multi-level marketing opportunity. So, you know, it’s a job it’s alright to have a job. I used to have one.
Then then at the end, you can give all the information about how they contact you, calls to action, as we would call them in marketing terms. And then you can say a bit about the business because the business is actually the least important part of all of this. What’s important is attracting the right person and then selling the job, the role, the opportunity into them.
John: I like it you’ve already got my creative juices are over-flowing.
Libby: I’ve lost him now because he’s typing it up, but hopefully that was useful. It’s so much fun living in our house. Yes, it is.
Hopefully that has made sense to you, whether you’re talking about a job advert on LinkedIn or if you’re thinking about your general social media, content should always lead with the person who’s going to be reading. Give them the information that they want, share something useful to pique their interest, give them a call to action and tell them how they can how they can move on to the next stage.
Thank you very much. Thank you, John.
