Year: 2015

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Why you should care about SEO …but not stress too much

By Steve Riley   December 1, 2015  
We get asked a lot about SEO by clients — it's right they care. We care about SEO and work hard to make sure our our clients' sites get the best ranking they can.You should be optimistic about your site's prospects — FXRecruiter sites tend to rank well because:The nature of your business puts you at an immediate advantage with a steady stream of keyword-rich, frequently updated content — JOBS! FXRecruiter naturally ranks well as a good 'web citizen' — sites are built with a structure and content that makes things easy for the search engines.Sometimes clients are approached by agencies promising great things (the SEO industry has had a patchy reputation and we've come across a whole range of abilities).SEO agencies can sometimes focus on tweaks and changes 'under the hood' to the code and structure of a site. Search engines are getting less and less interested in these technical aspects (eg Google pays next to no attention to 'meta' tags these days). What really counts is high quality, fresh, interesting content and we believe this should be your focus.As Ops Director Dave Haygarth wrote recently on our blog: "Nothing’s really changed as far as you and I are concerned…create good content and ensure your site supports it well in its structure market it well don’t try and cook the books have confidence in Google to get it right. Google’s reputation depends on getting it right. It will keep trying. have realistic expectations and goals (can/should you really be on the first page for 34 million results?) monitor and understand what traffic actually converts."More from Dave's blog: Search Engine Ranking factors 2015 — click through rates becoming importantTakeaway messages:SEO is important, but you're probably doing pretty well already. Keep marketing yourself. Great job descriptions generate the most relevant visitors — make sure your team know this. Read more.If there's anything we can help with, just get in touch by email, twitter, the support portal, phone ...whatever's easiest. That's all for now, thanks for reading.
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The recruitment ‘Oscars’ — NORA awards

By Dave Haygarth   October 7, 2015  
Anyone in the recruitment sector is probably familiar with the NORAs (National Online Recruitment Awards).We're delighted to have been nominated for our work on two different websites for 2015. Nominated websites... People Marketing – a boutique recruitment agency specialising in the fashion and lifestyle industry. Finalist in the Best Small Recruitment Agency Website category.The eResponse Group – an award-winning recruitment, training and development specialist with six offices spread across central England. Finalist in the Best Large Recruitment Agency category.An astonishing 25,000 nominations for 542 separate recruitment websites were received this year and we're happy to say we made it through to the finals for both our nominated websites. What's next? Whilst the initial nomination was open to anyone, the shortlisting and selection of finalists was from a panel of industry insiders. Sites are judged from the point of view of a jobseeker, and what benefits candidates best. Those recruitment websites which aren't mobile friendly received an immediate strike-out!The final judging panel now assesses all finalists to select this year’s winners. Winners are revealed at an awards event on 12 November in London. The full list of finalists is here.Fingers crossed and good luck to all nominees! The sites...More about People Marketing here.More about eResponse Group here.
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Congratulations to our Three Peaks athletes!

By Dave Haygarth   September 29, 2015  
Dave on the first climb up to Ingleborough. Photo Steve FlemingAs some of our long-standing clients will know by now, Operations Director Dave Haygarth is something of a cycling nut.As obsessive about his bikes as he is about web development, there's one particular event that has consumed him for 20 years now — the Three Peaks cyclocross race in North Yorkshire.This weekend we're proud to say that not one but two of our staff completed the 'hardest cyclocross race in the world' when Dave was joined by new project manager Steve Riley. Well done guys!Cyclocross is an already niche sport but the Three Peaks is a niche within a niche, attracting only the truly dedicated (some would say the demented!).The race involves the famous Yorkshire summits of Ingleborough, Whernside and Pen-y-ghent ...by bike.The race is a total of 38 miles (4 classed as unrideable, with some punishing carrying on steep and pathless slopes).The three hills add up to over 5000' of climbing and the whole event is a brutal challenge on both bike and body.Steve descending Whernside. Photo: Mick KenyonSteve described the day: "Whilst there was no fear of me troubling the leader board, I was proud to race the against the elite of cyclocross and fell running at the Three Peaks, together with a smattering of strong internationals and an ex World Cup mountain biker. The weather was perfect with cloudless skies — a real Indian Summer."Dave did really well coming just outside the top 30, I was happy to get round in just under 5 hours and a much more modest position! An utterly, utterly unique event."  PS Contrary to appearances, you don't have to have a beard to work at Reverse Delta!
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Plain English Patrol

By Steve Riley   September 23, 2015  
How do you choose the right words for your website? A copywriting blogger I follow has an irregular series of posts on English that offends him. Easy pickings.We often see corporate websites fall into the same traps of trying too hard, being too stuffy, being long-winded. When it comes to choosing your words, simpler is usually better.Well-crafted words establish your credibility. We all make snap judgments on whether we 'like' a website, whether it comes from people we'd like to do business with.We offer copywriting services to our clients but clients often prefer to supply their own content. That's fine, that's good – they are the experts on their own business, after all. But that closeness to the business means they can lose perspective.What are people looking for? Note that this is not always the same as what you'd like them to be looking for! Try a little thought experiment:How would you describe your business? And how would your best friend describe what you do?Is the first version a bit pompous? Which gets the message across more clearly? Which is more believable? This last is key – you have the first few seconds (or maybe even less!) to engage your readers, to sound like a human, to keep hold of people for a little bit longer.Avoid 'marketing-speak' (no offence to marketers – we're all marketers here). Avoid corporate fluff telling people how great you are. Let them make their own mind up about that. What they want to know is quite simple: "What's in it for me?" Can you make them look good? Our own website majors on our portfolio - the sites we've built for other people.  If we can't convince you we've built some nice sites for other people, we might as well go home. Clients have been kind enough to say some nice things about us in the past, so testimonials are important too. Picking your words You could do worse than follow this advice:Never use a metaphor, simile, or other figure of speech which you are used to seeing in print. Never use a long word where a short one will do. If it is possible to cut a word out, always cut it out. Never use the passive where you can use the active. Never use a foreign phrase, a scientific word, or a jargon word if you can think of an everyday English equivalent. Break any of these rules sooner than say anything outright barbarous.These rules date back to 1946 from an essay by George Orwell. Some of the phrasing looks a touch dated now but the sentiment is rock-solid (Rule 1 violation?). And when you've done all that, get someone else to read things through. We all miss things.But if we could leave you with a one piece of advice it would be this: "Don't be dull!"   Find out more: Can I Change Your Mind?  Lindsay Camp 5 Rules of Effective Writing George Orwell
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Search Engine Ranking factors 2015 — click through rates becoming important

By Dave Haygarth   August 26, 2015  
The MOZ biannual survey is out!It's always the most interesting summary of where the world is at in terms of SEO (Search Engine Optimisation) — and that's because it's so utterly thorough. Its sampling technique (to pick 150 industry leading SEO experts and ask them what they think is important for SEO) is unparalleled and nobody even bothers to imitate it. By combining all the top thinkers on the subject, MOZ shows the big patterns of how SEO works and what we should all be doing to get our sites to perform well on search engines.There is a huge amount of detail (and thankfully, a good summary) on the report here, but I wanted to briefly focus on one angle: the growth of CTR (clickthrough rates). Back in May of 2014, Rand Fishkin of Moz undertook an interesting experiment to see how Google search results could be improved by (in this case, falsely boosting) click-through rates from Google's search results (read more here). Ultimately, it proved that click-throughs from the search engine were going to be of growing importance in search results.This is important because, for years, the SEO  people have tried to hone their magic brew and get all the factors — on-site and off-site right.  Whilst these are still massively important, to some extent they can be cooked-up or falsified in some way, and Google has struggled and fought hard to stay one step ahead.Click-through rates are Google's best way of doing that and will remain of high importance. This is primarily because they are hard to falsify. People have tried and will try to use bots and other means (including what I suspect to be poorly paid humans performing click-fraud campaigns in what are basically modern-day sweat-shops) — but click-throughs are hard to emulate and ultimately, Google has the control and knowledge (because the clicks come from its own search engine). The lesson? As always, and I never tire of saying this, but nothing's really changed as far as you and I are concerned...create good content and ensure your site supports it well in its structure market it well don't try and cook the books have confidence in Google to get it right. Google's reputation depends on getting it right. It will keep trying. have realistic expectations and goals (can/should you really be on the first page for 34 million results?) monitor and understand what traffic actually converts.  

Upgrades to our email alert services

By Dave Haygarth   August 20, 2015  
We know how critical email is to running your business, that's why we continually monitor performance and invest to improve services.A stable, reliable service is critical to daily operations, and as part of our ongoing service improvements, we've recently upgraded our infrastructure to give greater reliability and better delivery rates.Email job alerts are a huge source of traffic to our sites and typically most candidates sign up for them, so we know how important this is as a job marketing tool, and hopefully helping you make placements quicker.Each month our clients send half a million job email alerts through our recruitment websites. These emails have a 98.7% delivery success rate — outstanding for our sector (and bearing in mind we don't directly control client email setup). Benefits:Better load balancing on our web services when high email volumes are processing. Eliminating temporary server blacklisting from occasional rogue emails. Improved monitoring of delivery.Tip: Email referrals are one of the single largest traffic sources for client websites. More traffic can only be a good thing, so encourage candidates to register with you and stay up to date with vacancies. Turn job browsers into active job hunters.Technical: You can also add an 'SPF record' to make candidate emails less likely to be spam filtered. Let us know if you want advice on this....and finally It's been a busy summer so far for us, with plenty of new sites developed and continuing product development work to benefit clients. If there's anything we can help with, just get in touch by email, twitter, the support portal, phone ...whatever's easiest.That's all for now, thanks for reading and let us know if there's anything you need.
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Reverse Delta forms an alliance with global cloud HR software provider, Meta4

By Dave Haygarth   July 28, 2015  
We are excited to announce our alliance with Meta4 - leading global HR software provider with customers including World Vision International, Inditex, Pepe Jeans, Mango and Securitas Direct.With this alliance, we are actively working with a number of Meta4 clients, implementing global multi-language career websites, seamlessly integrated with their corporate websites and with Meta4's PeopleNet software.An example career site can be seen at careers.wvi.org.The full press release follows:  Meta4 forms an alliance with Reverse Delta, an expert in career websites Through this alliance, Meta4 expands its specialized recruitment offer with a social media and mobile-enabled Career Site, FXRecruiter from the company, Reverse Delta. Madrid, 28 July, 2015. Meta4, a world-class leader for human and intellectual capital management (HICM) has just announced an alliance with Reverse Delta (http://www.fxrecruiter.co.uk), a company specializing in branded career sites on a digital recruitment platform. Through this agreement Meta4 has incorporated a powerful branded career site, FXRecruiter, into its HR solutions offer. FXRecruiter seamlessly integrates with both PeopleNet and customer corporate websites to offer candidates and recruiters an on-brand, effective and efficient recruitment process that helps attract and retain the best candidates at lower cost. Thanks to this add-on solution complementing the Meta4 HR software, companies—especially large ones—can easily create, personalize, update and publish their career sites to suit differing brands, locations or job types globally. FXRecruiter is integrated with social media and leading job aggregators, enabling customers to lower recruitment costs while delivering on their brand experience through the recruitment process. It gives so much more control to customers over their recruitment message. Likewise customers still retain the benefits of using the PeopleNet recruitment module so managers and recruiters do not need to learn how to use another system. The Alliances Director at Meta4, Pilar Gallo declared, “This strategic alliance is a sound step forward where we will reinforce our joint capabilities to deliver better solutions to our customers.  We have seen that employer brand, social media and mobile applications are very important to our customers. We believe this an upward trend which should be reflected in our evolving solutions to meet the changing customer needs. Through this alliance we are confident that together we can deliver powerful recruitment solutions that make a real difference for our customers’ ability to competitively attract and retain top talent.” “Meta4 is a very natural partner for Reverse Delta because we both have a strong customer-centric approach and our products complement each other very well. This alliance with Meta4 is stimulating us to create more global solutions to help our customers even better in an ever challenging and changing global recruitment marketplace,” adds Dave Bancroft, Managing Director, Reverse Delta.About Meta4 Meta4, with 1,300 clients in 100 countries, manages more than 18 million people worldwide through its software. Meta4 R&D&I centres in Europe and the Americas develop advanced applications to fully address both local and global needs for any company, regardless of size and complexity. Meta4 cloud solutions offer HR professionals state-of-the-art technology with the best possible user experience for managing the complete employee cycle, from payroll and personnel administration through to global talent management. These all-in-one solutions leverage cloud benefits to overcome all the challenges of all aspects of human capital management, while increasing business productivity and efficiencies. More information: meta4.comAbout Reverse Delta Reverse Delta is a software company specializing in branded career websites, recruitment sites and job boards. The company was established in London in 2002.  FXRecruiter is our flagship product and is distinguished in that from the very beginning it was designed to put customers and candidates first rather than the software getting in between our customer’s brand and their candidates.  Our team has been with us a long time as have most of our customers.  This is testament to our business model that is based on collaborating with our customers and building long term relationships with them.  We help our customers not only to implement our software but how to get the best out of it through social media channels, how to think about creating employer brand information and career site design. More information www.fxrecruiter.co.uk
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Recently released

By Dave Haygarth   July 27, 2015  
It's been a busy few weeks here at RDHQ and we would generally add sites to our portfolio when we get a spare moment, but that moment is not coming soon and things are hotting up here even if summer seems to be doing the exact opposite. Here's a few sites we've released in the last few weeks...eResponse Group Not just one responsive FXRecruiter-powered website, but three... with a suite of two training-business websites to boot - count them! eResponse Group | eResponse Office | eResponse Industrial | Path Selection | eResponse Training | Options TrainingASC Connections Midlands-based recruiters who opted for our recruitment platform FXRecruiter after their original web developer couldn't deliver all the right functionality. The responsive site, designed by Birmingham-based Mr Flynn, means that candidates and clients alike get a simple but fast site on desktop or mobile. ASC ConnectionsCarmichaelUK Engineering heavyweights Carmichael came to Reverse Delta for a full rebrand and redesign - and to build in a full  integration with Microdec Profile RPM software. This means that the huge numbers of candidates registering and applying through the responsive website find the right place on internal systems, meaning efficiency all round. CarmichaelUK 
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Banging the mobile drum — is your website in tune?

By Steve Riley   July 3, 2015  
At the risk of banging an all-too familiar drum, we've just stumbled across some interesting data from the Indeed blog.You've heard us urging you to stay tuned to the growing trend towards mobile use before. It's a trend anyone in recruitment simply cannot afford to ignore.Even in 2014, Indeed reported that 50% of job searches were on mobile devices.This statistic almost exactly matches our own analysis of 100,000 website visits across dozens of our recruitment sites (Indeed boast around 140 million unique monthly visitors).But it goes beyond absolute numbers: "Employers who accept mobile applications receive twice as many quality applicants."  You get more and better candidates by designing for mobile.Competing for the best talent means reaching high quality candidates in a way that suits them ...even if this is 8pm Sunday night on their iPhone. So a great recruitment site needs to be:accessible slick touch-friendly fast to load fast to apply able to use CVs stored on the cloud ...a great user experience.If you were ever in doubt that you need to design and build a mobile-friendly or responsive site, stop doubting right now. Start planning for a new website.    Sources: blog.indeed.co.uk/2014/07/28/mobile-now-accounts-for-half-of-all-job-searches www.socialtalent.co/blog/mobile-job-search 
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‘There’s an App for that!’

By Dave Haygarth   June 23, 2015  
Of course there is, there’s an app for everything. But should there be? Should recruiters develop their own mobile app? We build websites for a living; we've built apps in the past and no doubt will build them in the future. We get asked about building ‘something a bit like the website, but downloaded from the Apple store’. We can, but it’s worth asking whether an App really is the answer.There’s an element of ‘me too!’ about some client requests — they feel they ought to have an app in their digital strategy, but aren't quite sure why. Everyone has an app, right? They must be good. Some probing teases out at least a couple of reasons:use on mobiles use away from an internet connection.Let’s take those two in turn…All our recent websites are built to work very, very well on a smartphone or tablet. We’re not one to slavishly follow trends, preferring a more measured view — if it doesn't tick the boxes for usefulness, longevity and great user experience, we're out. But responsive design is one movement that will not go away. It won. Responsive design means a single site that works well on a mobile and desktop.Who really is away from an internet connection for long these days? And if it’s a killer consideration, your app starts to need all sorts of local storage intelligence building in that starts to make it quite top heavy. In recruitment the core functionality is about communications — applying for jobs, registering with an agency, sharing social links – no getting away from the need for a connection there.So yes, you can build an app for the recruiting process, but it might well look a lot like a website …so why not build a really, really good website that focuses on a superb user experience?Which brings us to our next stumbling block - why maintain two things when you can maintain one?You still feel an app might have some value? Are you also happy to double your development costs? Are you happy for the functionality to be frozen in time, or are you willing to embrace the development costs of adding new features in both your website and your app?We'd say you absolutely need a website, what’s in doubt is whether you need an app as well. Just a few of these reasons should be compelling enough:Immediacy – your website is always on, no downloads Compatibility across devices — no fiddling with Android, Apple & Windows versions Findability – your users’ first port of call is search, not the App Store. Google doesn't care about your app Upgradability – update quickly and once only. Build your website with a good CMS and you can do much of this yourself, without going back to the developers. Try that with an app ...and then watch your users have to upgrade Sharing – everyone shares links via email, text, Facebook & twitter. An app simply doesn't work like that – you won't get any incoming app traffic from email marketing, etc. Open web – the web is open to all, not a closed Apple ecosystem (Windows, Android, etc) where your app could be pulled on a whim Lifespan – no danger of your website being deleted when users are short of space! Techcrunch found the average life of an app depressingly short: by 30 days, less than 5 percent are using the app Reach – your website has broader reach than an appPerhaps the most important point is effort — time and cost! A website is likely to be easier and cheaper to develop.We'd like to convince you that well designed website is an app in your pocket, that doesn't cost more for a slightly hamstrung feature set. If you're a global brand or one of the big job boards, an app might be right for you, but for the majority of recruiters and SMEs, a website is the better choice.Get in touch to find out more.
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Why recruitment is all about the mobile

By Dave Haygarth   May 21, 2015  
The world is heading mobile and the recruitment industry is probably travelling faster in that direction than many others.Our stats show that close to 50% of website visitors are using mobile devices (iPhones, iPad, Android smartphones, etc) to browse recruitment websites, and the trend is upward.We recently analysed around 100,000 emails generated from recruitment sites (job alerts, 'positions you may be interested in', etc) and saw that those figures were even higher. As an interesting aside job hunters seem to be increasingly wedded to their Apple devices, with IOS taking the lion's share of operating system use.Think about it for a moment: job hunters need to be discreet and responsive — they're bound to be avoiding corporate networks. But it looks like they're increasingly reliant on mobile devices outside of work too.The lesson for us all is: ignore these users at your peril. Make sure your website is mobile friendly. Think about the devices your users are reading emails on. Design accordingly.