A Practical Framework for Showcasing Staff & Candidate Personalities in Your Marketing Mix
Recruitment has always involved storytelling: a candidate’s career arc meets an employer’s need for a new hire at the moment they need each other most. Yet many agencies marketing is still dominated by generic stock photos and library footage, that fails to say anything unique.
Case Study – The Ivy
Known as ‘The Original Ivy,’ this iconic West End restaurant is known for its art deco vibe, classic British dishes and engaged workforce who take pride in delivering the highest level of customer service. Fluent Media produce content that helps their hiring managers attract the right calibre of candidate, and their HR team demonstrate the true meaning and the value of employee engagement, across all levels of the business.
Case Study – TIB Services
Produced for award winning TIB services, specialists in placing caretakers in the education settings, this video demonstrates how each candidate’s hands-on expertise can be help convey their commitment to safeguarding and efficiency, while demonstrating a sense of pride for the school they serve.
As TIB Services prove, skills place a candidate; stories keep them remembered. Agencies that consistently broadcast those stories earn a brand premium. Those who become long term clients see you as partner, not supplier, and candidates think of you before they start the search for their next job.
Contact us 0203 488 7298 to discuss your requirements.
Below is a four-part framework any recruitment agency can follow to surface the humans behind the résumés – on social, job portals and your own site; increasing brand awareness, stronger talent pipelines and higher placement velocity.
1. Mine the Stories that Matter
| What to do | TIB style example |
| Unearth personal moments from consultants in your team as well as candidates and hiring managers that prove competence and character. Prompt questions for stories: “What problem did you solve last week that made someone’s day?” | A caretaker explain how “changing a light that hasn’t worked for months” transforming a classroom’s mood. |
| Identify passions outside of their everyday role that signal culture fit, such as volunteering in the community, ex-forces discipline, DIY enthusiast. | As you’d expect amongst caretakers working in school, TIB actively seeks candidates “comfortable working around young people”. |
| Validate the mission impact. Ask: “Who told you you’ve made a difference?” | Staff quote teachers: “We haven’t had a caretaker in ages- the school now runs so much more smoothly!” Authentic, social proof beats any slogan your marketing team could come up with. |
TIPS:
* Make a start recording on video-even if your end product is a written post, you’ll capture micro-expressions and voice inflection that make be used in quotes later.
* Blur pupils’ faces / remove sensitive data to meet safeguarding rules.
3. Embed Personality into Every Candidate & Every Client Touch Point
- Job portals – Lead with a human hook before the duty list: “Meet Mike, a former engineer who now keeps 600 pupils safe every day. Are you looking for a career change?”
- Social nurture sequences – Alternate “role of the week” posts with staff-story snippets to increase engagement and avoid feed fatigue.
- Website UX – Introduce visitors to your site different team members – via a carousel on the home page; link each slide to an extended video or playlist.
- Email automation – Drop a 20 second candidate intro video into post-interview thank-you emails; likewise embed consultant spotlights in client-proposal PDFs.
- Events & webinars – Play a rapid-fire montage of placed candidates talking about day-one successes as your virtual waiting-room loop.
4. Measure, learn, iterate
| Metric | Why it matters |
| Thumb-stop rate on social (3s views ÷ impressions) | Signals storytelling strength |
| Apply-click uplift on job ads with a quote card vs. without | Ties creative to conversions |
| Time-on-page for candidate spotlight blog posts | Gauges narrative pull |
| Referral source mix | Diversifies pipeline |
TIP: Adjust for niche markets; caretakers vs. data scientists will differ.
Quick Start Checklist
- Pick three employees and three recently placed candidates. Book a 30min online recording session to interview them. Contact us if you’d like our help with recording or editing.
- Shoot on a phone + lapel mic; use natural light at the workplace for instant credibility.
- Edit one master video → export into at least four derivatives (vertical, square, GIF, transcript).
- A/B-test a personality-led vs. spec-led job advert; track apply-clicks.
- Rinse monthly—your content library will snowball, giving BD and talent teams fresh ammunition every week.
Case Study – Hobby Craft
Produced for Hobby Craft, this campaign focused on celebrating employees, capturing interviews that conveyed personal stories and genuine experiences. Read the full case study here.
Let’s Get Started
When prospects can see and feel the impact they could make, you’re no longer another agency in their feed, you’re the link that understands that authentic stories that matter.
Ready to roll film? 🎬 Email us at info@fluentmedia.co.uk to arrange a meeting – let’s make your talent pipeline as visible as the people who power it.
