“Accenture is one of the world’s leading professional services companies, providing consulting and outsourcing services through strategy, digital, technology and operations capabilities.”
Essentially, Accenture has provided both; the developing and implementation of technological solutions to it’s clients since it’s conception, in 1989.
To offer another level of competition to it’s competitors, on top of the bog-standard social media attributes, Accenture also have regularly updated series of blog(s) that company officials contribute to. This business method adds another level of business value to the organisation as it allows them to “enable [their] clients to become high-performance businesses and governments.” 
Typically, Accenture’s blogs feature updates on the company, hints at how one can evolve their career and particular case studies to educate those in leadership positions.
Today I will delve into how Accenture exercises it’s knowledge and pours it out for it’s demographic to view, in the way of career blogs.
As mentioned before, Accenture, like many others, exploits the use of most commonly known social media behemoths (Facebook, YouTube, Twitter, etc.) on a daily basis, to prove it’s worth on a competitive level. Each site which bares Accenture’s flag, lists a plethora of videos, articles and advertisements which push the company’s values and business protocols, in a way that relates to The Five Value Levers as dictated by McKinsey.
A recap of these five points can be found here, however, each category mentioned by McKinsey, in my own opinion, can be appointed to the overall business model and each practise that Accenture currently provides to it’s demographic. Despite this, I feel that the most exploited social lever, in this case, firmly revolves around Marketing and Sales.
With all of this in consideration, it’s no short wonder how Accenture managed to climb to the top of their field.
Upon closer inspection, Marketing and Sales has aided in Accenture’s growth in more than just one way. For example, an important method that companies can employ to “improve professional service operations is optimizing the allocation of professional talent.” 
In essence, this method entails the overall use of social media to keep in contact and foster strong relationships with the “global pool freelance or subcontracted professional”  people/organisations. This aspect essentially pays no regard for the location of these individuals/companies, as it “simplifies resource sharing amongst firms.” 
Secondly, another vital origin of business value for these types of firms is recruiting. Companies tend to find success, or failure, depending on their ability to repeatedly obtain highly talented employees and in-turn attract new ones. Social recruiting platforms provide companies with a cheaper and easier solution to “identify talented individuals in labour markets across the world.” 
This feature allows firms to reduce the costs of hiring third party recruiting agencies and advertisements for vacant positions. A common example of a social platform that provides this service is: LinkedIn.
Moreover, prevalent organisations like Accenture commonly use blogging tools, the aforementioned practises and many others, to predominantly build and foster powerful relationships with promising clients.