Bethany Carter

Social Media Consultant

Dorset, UK ()

Areas of Expertise: Social Media, Marketing, Public Relations

About Bethany

I am a Social Media Manager with a background in PR, and my speciality is creating great content. I have a first class degree in Public Relations and Communications, wrote my dissertation on political blogging and gained​ ​my first graduate PR job through Twitter. ​ ​

College / University
  • Southampton Solent University
    1st BA (Hons), Public Relations and Communication
Professional Accreditation
Questions Answered by Bethany

Hi Greg,

Firstly I would highly recommend creating a content calendar. Planning your topics and doing the research ahead of time takes the pressure off when it comes to writing, which can be enough of a challenge in itself. 

One of the tools I use is BuzzSumo, which can show you the most popular articles in your subject area. You can adjust the search query to show top performing articles for your search term over the last  24 hours, week, month, 6 months or year. This is one way to come up with ideas for content.

For writing copy and titles, this is a great article worth bookmarking: 189 Powerful Words That Convert.

Hubspot is another useful source of advice on this subject. Check out this article: How to Write Catchy Headlines and Blog Titles Your Readers Can't Resist.  

Finally, it's definitely a good idea to ask your audience what sort of content they want from you. You can do this in person with clients you see, through your social media channels by asking questions, and also on your blog by asking readers to contact you. You are more likely to get responses if your questions are guided with options, instead of wide open. 

Hope this helps!



One of my clients writes about this topic often. These are some the methods she suggests to reduce bias in the recruitment process: 

  • Examine language used in job announcements – is a great online service that provides recruiters a helping hand to find the magic words that create bias.
  • Question interviewer comments such as “this candidate isn’t a good fit” – on what evidence are these comments based on? Failing to challenge these statements can lead hiring managers to primarily hire candidates similar to themselves.
  • Make time for a thorough interview - research shows that bias has a more pronounced influence on decisions when time pressure or distractions exist. Most interviews require at least 90 minutes to adequately assess and measure competencies and skills.

You can see the full article here

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