When we dropped our Environmental Consulting Q1 Market + Salary Update before Easter, we figured it would be helpful.
What we didn’t expect?
Over 300 inbound emails waiting for us after a 10-day break.
All from one simple document.
And not all of them were about jobs.
Plenty were from hiring managers, HR leads, and old clients wanting to reconnect, talk recruitment strategy, or float new projects. And candidates who weren’t even “on the market” suddenly wanted to have a chat.
So, how can you use your market knowledge to pull the same trick?
Here’s how:
1. Turn Insight into a Marketing Asset
Everyone says they know the market.
But when you prove it with real, live data, sentiment, salary guides, and practical observations, you immediately jump ahead of 99% of your competitors.
It stops being about “selling” and starts being about helping.
When you lead with knowledge, people naturally trust you more and trust opens the door to business, partnerships and candidate conversations.
(And you don’t need a PhD thesis. 5–10 good insights are more than enough.)
2. Make It Easy for People to Engage
Don’t just post your insights and walk away.
Create a simple “Want a copy? Hit like or comment” call-to-action.
This small step turns passive readers into active contacts.
It gives you permission to slide into their DMs, email inboxes, or phones later, warm, not cold.
(Trust me, “Hey, saw you liked the market update, thought I’d flick you a copy” is a hell of a lot easier than a cold sales pitch.)
3. It’s a Trojan Horse for Business Development
When you send someone a market insight document, you’re not pitching.
You’re serving.
It’s only natural that after consuming it, people will want to ask:
- “What are you seeing in our space?”
- “Are you seeing people move?”
- “What’s happening to salaries?”
Bam! A conversation starter.
Bam! A problem you can solve.
Bam! A job to fill.
Market intel is the ultimate foot-in-the-door tool without feeling like a pest.
4. Capture Candidate Expressions of Interest Without Advertising Jobs
Loads of candidates don’t want to apply to job ads (especially when they’re kinda, sorta thinking about moving but not seriously hunting yet).
Sharing market intel feels safe and pulls them out of the woodwork.
They’ll reach out because you’re giving them clarity they can’t find anywhere else.
And now you’re building a live, engaged talent pool without even trying.
Final Thought:
You don’t have to wait for a big quarterly report to do this.
Start small:
- A quick post about market trends you’re seeing
- A salary snippet for your sector
- A “what’s hot, what’s not” weekly vibe check
Get consistent.
Stay valuable.
Watch the clients, old friends, and candidates come to you.
Click HERE to see the exact document I promo’d and sent out to my market on LinkedIn.
