Knowledge Centre for recruitment

Top Tips For Writing A Press Release

Want to boost your profile in the media? Then you need a press release. This article passes on some of's top-secret tips for writing a press release

It is best that I point out now that every company has their own method for structuring press releases and what I am going to write is from our own personal experience so don't be afraid of playing around with the structure to try and increase the response rate.

Before we get started you need to open the template release from one of our clients that you can see by clicking here. I chose this release as it is quite a chunky one and got coverage in UK newspapers along with radio interviews.

The numbers in red on the press release below relates to the numbered section below.

  1. Make sure your contact details are shown in a prominent style in the header. [see example]
  2. Put a date on, ideally the same date as they day on which you send it.[see example]
  3. There are two forms of press release, the one as shown which is "For Immediate Release" and "Embargoed Until X Date". Embargoed releases are now very rare and I have only used them three times in my career and this was to do with financial results of listed companies. By embargoing the release you are allowing the journalist to prepare the story but not actually run it until the date stipulated. In all honesty, if your story is very good they will ignore the embargo and this has happened to me before as the journo's want to run it before their rivals. If you are an SME you can more or less bet that a journo will ignore your embargo.
  4. Don't worry about having the most snappy of snappy headlines. The newspapers and magazines have dedicated people who's job it is to summarise the story in a catchy title. You need to just make sure your title is vaguely interesting, makes sense and is noticeable. One tip is to use capatalisation in part of the title.
  5. This paragraph is a very quick overall summary of the release and usually this is the only section the journo reads to decide if they are going to read on or not. You have to make sure this bit is rock solid, short, to the point and interesting. Note the use of italic font to show it as an overview.
  6. This is your first official paragraph for the release and once again you need to basically do a quick overview of the main parts of the story you are trying to get across. You will note that the company name is not mentioned at all in sections 5 or 6. You may think this is odd but many journo's don't like to see the company name until further down the release and will bin it if they think it is just a really obvious propaganda piece.
  7. In the second paragraph you can introduce the company name and if you are sending it electronically or putting it on a newswire then use a web link, especially if your brand is not a household name. The journo will often then click through to see what your site is like.
  8. If you have covered all the main points off and are happy then you may not need number 7 and you can go straight into 8. Never waffle on for the sake of it. Releases should be to the point and factual.
  9. Here is the quote section. Make sure you put the title of the person you are quoting and use their full name. This is your chance to get over a decent sound bite that the media can focus on. The more interesting your quote the more chance it has of being used.
  10. This is a good place to put any other information you think is relevant.
  11. Pictures can decide if a story gets used or not, especially if you have a good visual angle. You can also put in here that spokespeople are available to comment. Always best to put your most senior person up for interview where possible.
  12. Editors Notes is for anything else you can think of including contact details and I usually put in a company's 5 USP's. In this case it is factual information but you can also put info such as award wins in here.
  13. Don't forget to reinforce your contact information.

I hope this helps and remember if you have any special requests for future articles or are looking for advice and help with growing your recruitment business please don't hesitate to get in touch.




2. June 2007



5. People looking to find their new job have been given a timely boost by the launch of the world's first recruitment agency scoring website formed by a leading global human resources director.

6 & 7 With finding a new job or career being one of the most stressful experiences in life allows prospective employees to log on and give feedback on their experiences of finding work via a recruitment agency.

8. Already over 6 thousand people have visited the site with many leaving feedback on some of the biggest names in the recruitment agency industry, from Reed and Adecco through to Manpower and Hays. Candidates and employers are asked to score recruitment companies on a number of set criteria and from this the performance league tables are formed.

The site then enables companies and candidates to freely see which recruitment agencies are voted the best by people who have already been through the process of finding a new job.

Thanks to the feedback and scoring since the beta launch of the site a few months ago a league table has already been formed showing the top ten recruitment agencies according to people who have been through the experience to get a new job.

No1 - Parkhouse Bell Ltd

No2 - PL UK Ltd

No3 - BLT (Beament Leslie Thomas)

No4 - Heidrick & Struggles

No5 - Seltek Consultants Ltd

No6 - D7

No7 - Chapple Limited

No8 - The First Degree

No9 - Michael Page

No10 - Robert Half

As the table shows Michael Page is probably the best known global generalist agency to feature in the Top 10 and at this early stage companies like Adecco, Reed and Manpower are yet to break into the top half of the table.

The site is the brainchild of Lisette Howlett who has over 20 years experience in global Human Resources leadership with such firms as Zeneca/AstraZeneca and Syngenta and is a regular media contributor for all personnel and human resources issues.

9. Commenting on, Lisette said,

"The site isn't about naming and shaming. In fact, many of the recruitment firms we've spoken to are excited about letting their performance speak for itself.

"What does is give everyone involved in recruitment - job seekers, recruiters and employers - access to useful information and real experiences, in a simple and independent format. In fact, the free access to independent information is the guiding principle behind"

She continued, "With the right information, recruitment agencies can improve their services where needed, celebrate and have others communicate their success to the world and ultimately exceed client and candidate expectations. It also empowers employers and candidates to find the best recruitment firms for them and avoid the underachievers. That has to be good news for every quality firm in the industry."

10. For further information or to see the recruitment agency tables so far click on to

11. High-resolution images available on request.


12. Editors Notes

13. For further information contact Andy on 01452 527898 or

  • Hire Scores website is totally independent and not linked to a job board or recruiter which makes it ideally placed to provide such information
  • Hire Scores is committed to fair feedback with checks and balances in place to support this
  • Free to use for all with a strong and growing knowledge centre
  • Lisette has over 20 years industry experience with such firms as ICI, Zeneca/AstraZeneca and Syngenta as well as local government and the public sector.
  • Hire Scores is about creating a community in the recruitment and working space supported by a forum which uniquely seeks to bring together all the elements involved in recruitment, careers and work - workers, agencies and employers
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