Year: 2017

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Bye bye, Refer a Friend. You’re no friend of GDPR.

By Dave Haygarth   December 13, 2017  
If you're a fan of referral systems, you'd better enjoy the heck out of them over this winter and early spring.As you're probably learning more about GDPR for recruiters (and who isn't, these days), you'll not doubt be getting a grip on the general gist of things like Consent and Right of Access.It doesn't take a genius to realise that a referred party has not consented to your storing their data, or to you contacting them.  Although GDPR mentioned both ‘consent’ and ‘explicit consent’, in the case of referrals, consent has not been freely given, unambiguous, informed and specific. As a data controller, you'll need to demonstrate a consent trail that shows agreement to personal data being processed.Referrals may have been a good source of growing your talent pool, but sorry to be the bearer of bad news: as of 25th of May 2018 it's going to have to stop. 
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Preparing for GDPR

By Steve Riley   November 30, 2017  
New GDPR legislation is coming in May 2018 and will affect all digital data businesses (you're a digital data business by the way, whether you realise it or not!). The change extends the current Data Protection Act, 1988 in the UK and is unaffected by the decision to leave the European Union.The change has been signposted for some time but it's only now that many organisations are waking up to the implications. Reverse Delta has been working hard on product changes to support client's obligations under the law and has started discussions on rolling those changes out to the client base.It's important to note that Reverse Delta and our software is part of the solution for our client companies — it's not the entire solution. Your business will have data protection concerns beyond your use of FXRecruiter ...just thought it worth pointing out! This advice relates to Reverse Delta's recruitment clients but much of the information is also relevant to anyone with a website holding personal data.Data requests Do you want an electronic copy of your data? This generates a request to your site administrator by email for an electronic copy of the candidate data. It is your responsibility to supply that data.

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We don’t anticipate heavy use for this feature but it must be available.Tip: this one’s a manual process. The request creates an email request to the site admin email address. You need to supply the candidate with a copy of their candidate record from FXRecruiter AND any other information held electronically elsewhere in your organisation (we can’t help with this part!).

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Delete my data Candidates must have the ability to delete their account completely – the ‘right to be forgotten’. All websites must have this ability. You also need to be able to do this on their behalf. The candidate dashboard has a Delete Account function. The Delete action is not reversible.

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 You can login as the candidate and use the same Delete function on their dashboard or you can use the Delete function from the FXRecruiter Admin panel.  Where an account is deleted, all records of applications still exist but any personal information is entirely wiped from the site’s database.Tip: this is a one-time only function. Deleting the account is not reversible – it can’t be reversible under the terms of the legislation.

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One-click unsubscribe Candidates must have the ability to unsubscribe from email alerts easily. We make this as simple as possible by adding a one-click unsubscribe to the bottom of every email alert sent.

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The unsubscribe takes candidates to a personalised web page showing their current subscriptions to confirm their removal.  Because the page is personalised, candidates don't need to login with their email address and password.Tip: remove all or fine tune from the same place. Candidates can also fine tune their preferences if they don't want to be completely removed, eg stop alerts for 'Digital Marketing, London' but keep the subscription for 'Marketing, Manchester'

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Lazy email alerts Candidates can add their email addresses to be notified of job alerts without going through the full registration process. You will need the ability for these candidates to be deleted from your system.

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These candidates have given you their email address but are not registered with you, nor have they applied for any jobs.Tip: people are lazy and need things quickly. We give them a link in their email alert to unsubscribe and totally erase their email record from your site's database.

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Registration form CMS element We provide a CMS element that is shown as a preface to the ‘Registration’ or ‘Upload Your CV’ form. You can customise the text to reassure candidates that you are safe custodians of their data and correctly respect their privacy under GDPR legislation.

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This is a simple option and we give you a 'get you started' boilerplate text, covering the basics. If you want to customise the language to your brand, that's fine — it's all in the Admin system for you to get the message just so.Tip: keep the message simple. Keep it compliant but friendly, so candidates aren't intimidated by the small print.

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Extra tickboxes Related to the above. Your site has extra tickboxes, for example a sign-up to newsletter or blog updates option. These are also covered by GDPR and candidates should be able to manage each type of subscription separately.

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For example candidates can unsubscribe from email alerts once they’ve found a job, but stay on your newsletter distribution list so they can stay in touch. They can do this in the Candidate Dashboard.Tip: let candidates and contacts fine tune their own preferences. They may have found a job now but want to stay in touch with you. The more people read your updates the better positioned you’re organisation is. If they share, even better.

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  And finally... This advice covers only the information held in FXRecruiter. You must also consider anywhere else candidate data is held within your organisation and have processes for managing it. This includes data exported from FXRecruiter and now held elsewhere. For example, candidate data exported to Excel from FXRecruiter. We don’t control that data, but you are still responsible for its management. Premium service We can work with clients to customise the end user experience and admin to be exactly how they’d like it. Contact your account manager or support.   Resources from our FXRecruiter site Candidate data requests Delete my candidate data Lazy email alerts Registration form CMS element Extra tickboxes One click unsubscribe 
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Looking back at 15 Years of Reverse Delta

By Dave Bancroft   November 6, 2017  
In this post we've persuaded our founder and MD David Bancroft to come out of hiding on the blog and reflect on the last 15 years for Reverse Delta and perhaps look forward to the next... The early years The dot-com bust had left me a little battered and bruised, and after a bit of time off on a once-in-a-lifetime round the world trip, I returned, energised and ready for my next chapter. I didn’t feel like going back to being a development manager, and didn’t really feel like working for anyone else. So I started Reverse Delta, as many do, in the spare bedroom.In the early years I was very hands-on: designing, developing and search engine optimising sites from scratch. There weren’t many tools available, just Dreamweaver and Flash. How times have changed: you wouldn’t dream of creating a website from scratch anymore: you’d likely start with something like WordPress or Wix. Similarly, you probably wouldn’t look for a generic web designer, but a specialist in your sector. I’ve lost count of the times clients have come to us having been let down by a web developer/nephew/friend's daughter who’s now “doing something else” and can’t help with your hacked/broken site. The web has become such an important tool for businesses that our market has fragmented. If you want a recruitment site and have any nous, you will go with a recruitment website specialist, who knows your sector and can work with the other suppliers within it, so your website can be part of that eco-system. You’d also, I suggest, want to know that someone is supporting you after go live. The SEO years We did a lot of SEO in the recruitment industry in the early 2000's, when very few people knew what SEO stood for, never mind how it could affect their business. We came from a background of doing the same for online shops and dating sites. We had some great early successes, with clients number one in Google for competitive phrases like 'digital marketing jobs' and 'secretarial jobs in London'. As a consequence, clients were able to reduce their reliance on job board ads (and we picked up more recruitment clients). How the landscape has changed there too. We were quick to notice the effect Indeed.com and the other aggregators were having on search results. As Google cleaned up its act, got cleverer, and promoted AdWords more and more, job boards were being pushed down the rankings, with the recruitment agencies pushed further below. Rather than seeing this as a threat, we saw it as an opportunity and took to partnering with Indeed and then the other aggregators who entered the market.Our SEO experience led to the development of our product FXRecruiter. Tired of repeating the same SEO tasks on badly architected websites, we developed a blueprint which from our extensive experience we knew would work. Everything we knew about SEO was ‘baked in’ to that first version, and we have been building on it ever since. My views on SEO have changed dramatically over the years. Just as many of our competitors were starting to jump on the SEO bandwagon, we stepped back. I firmly believe that if you need structural/architectural SEO work doing on your website, then you have bought the wrong platform. Client: Get me to number one in Google.SEO guy: Of course.  'ABC Limited recruitment agency of London' will be number one in Google so people who already know who you are can find you.Client: Can you research my keywords for me?SEO guy.  Sure.  Here's a big list of job titles.  The invoice is in the post.Client: I want more traffic.SEO guy: Of course.  I'll stick some pictures of kittens on your site.Client: You're fired, I'll find me another SEO eggspurt The present As the web design market has fragmented, so the SEO market has changed. Most are now positioned as ‘content marketers’ or ‘PPC consultants’ and separate to web design companies: it’s a totally different skillset after all. Google's job is to present the best content for any given search. Your contents are your jobs and your blogs, and these are what will be found if people are searching for them. I don’t think you’d want your web developers writing them, but do create fresh content, or hire a specialist to, and you will be rewarded with visitors. Then work hard on engaging and converting those visitors.The other sea-change over the past 10 years has been social media: LinkedIn, Twitter and Facebook specifically. Syndicating your content while building your networks is all part of the mix. Obsessing about SEO at the expense of other opportunities will waste time and energy. Holistic digital marketing is where it is at.At Reverse Delta, we aim to improve everything we do, every day, with better processes and best in class tools. We invest heavily in R&D ensuring regular feature releases to keep ahead of our competitors so our clients can keep ahead of theirs. Everything we do is to attract, engage, convert and retain users.We’ve been doing digital marketing for recruiters for over 13 years now. We’ve designed and developed hundreds of sites for companies big and small. I think we’re really good at it. On the surface some competitor sites may look similar (after all we lead, they follow) but dig deeper and few have the depth and breadth of functionality we’ve got.We position FXRecruiter as a ‘digital marketing platform’ – it may sound grandiose, but your website is the ‘hub’ of your digital world, with many ‘spokes’ or channels leading to it: emails, job feeds, notifications, adverts and social network posts. FXRecruiter aims to automate as much of this as possible so you can concentrate on adding your own value to your business. The future I’m really proud of where we have got too. It’s been a slow-burner but I think that’s worked for us. We are not private-equity backed looking for a quick exit: we care passionately about what we do and are here for the long haul. A lot of our clients have been with us over 10 years, as have many of our staff and I’m as proud of that as anything else. We’re not aiming to take over the world but we’ve been finalists last 3 years in the National Online Recruitment Awards, and will certainly continue to defend our position among the best recruitment website designers.Recently, we partnered with a leading Global HR software provider with whom we have been working with a number of their global clients on their career sites and digital marketing. We have added full multi-language capability to the FXRecruiter platform and opened up our market to the world. We now support clients in 5 continents, our largest having 55,000 employees.So what about the next 15 years? Imagine if you could tear down your house, and build it again, from the ground up, without any of its imperfections. Watch this space as we have some very exciting announcements coming very soon. Photo by Nikhita Singhal on Unsplash
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Moving targets and browser security

By Steve Riley   November 6, 2017  
A recent support call had a puzzled client with a mysterious bit of lost functionality on their website. We quickly narrowed it down to their browser and a tightening of the rules attached to third-party plug-ins.This particular site used a natty set of share buttons that readers could use to share out the client's blog posts to their own network. So far so good. And from a marketing and SEO perspective the sentiment is bang on. If you've got good content on your site, make it easy to share and gain the incoming 'Googlejuice'. Can't we just write it ourselves? The easy answer for web developers is to control the turf and not implement third-party scripts. Easy, but not helpful or practical. We live in a connected ecosystem of complex technologies interlinked. If we have a choice between (simply) developing our own code and using something off the shelf, we'll build our own. But it doesn't make commercial sense to continually reinvent the wheel in search of purism, so like everyone else we use plug-ins. Moving targets Every now and then we get tripped up by the browsers. This latest problem was caused by a change in the rules Chrome and Firefox uses to block tracking scripts. It's good for end users to have control, but it's bad that they have to become 'apprentice geeks' to understand what their web browser is doing. In this case it was stopping those useful buttons working.A similar thing happened earlier in the year when the browsers started issuing warnings for regular HTTP websites collecting data. We strongly suggest websites should be upgraded to 'HTTPS' (SSL) but it's another example of having to respond to the changing security landscape. What does this mean for my website? All this is a roundabout way of saying "some things aren't predictable until they've happened!" But when they do happen we try to fix things as quickly as we can. Even if we didn't break it.  Resources Technical notes from the browser makers... Chrome: https://support.google.com/chrome/answer/2790761?co=GENIE.Platform%3DDesktop&hl=en Firefox: https://developer.mozilla.org/en-US/Firefox/Privacy/Tracking_ProtectionPhoto by David Paschke on Unsplash
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NORA shortlisted again!

By Steve Riley   October 6, 2017  
We're delighted to report that two of our sites are again finalists in the NORAs (the 'recruitment Oscars'). Involved Solutions Involved Solutions is a bold and colourful site for this specialist IT recruiter.This Information Technology Recruitment Consultancy, servicing the needs of FTSE 100 corporations and Blue Chip firms, chose Reverse Delta as their partner for a full re-brand, digital marketing and lead generation strategy centred around our FXRecruiter digital recruitment platform.The branding flows seamlessly throughout the mobile-friendly ‘responsive’ web design to the iconography and images that were selected for maximum impact, and treated to blend with the site. The JM Group The JM Group, co-incidentally also strong in the IT sector, has been in business for 26 years and really knew what they wanted from a website. So that's what we built.A specialist IT recruitment firm, based in central London. Another responsive design, working happily on mobile, tablet and desktop from a single codebase. Features an integrated WordPress blog they’ll use to keep candidates up to date with industry news and opinion pieces.Also uses the ‘Apply with LinkedIn’ feature that lets potential candidates quickly register their interest in a position without uploading a full CV. Typically used whilst candidates are out and about and want to respond quickly to a job posting using their mobiles. “We have received some lovely compliments about the website and I still love the look of it. More importantly, the quality and quantity of candidates finding us through this route has increased dramatically.”  These website's clients and candidates certainly like them: “It makes a huge difference dealing with experienced specialist recruiters who truly understand the IT market.” Let's hope the judges see a lot to like in the final judging. Best of luck everyone!
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GDPR preparation and your website

By Steve Riley   September 18, 2017  
What's GDPR all about? You may already have heard about the General Data Protection Regulation (GDPR) arriving in 25 May 2018. This is a new regulatory framework governing anyone holding data about third parties — you, us, Tesco Clubcard, Amazon, Oxfam, everyone. This new legislation will remain unaffected by the UK leaving the EU. The new regulations build on the existing Data Protection Act, in force for the last 20 years. Evolution, not revolution.Anything new is bound to cause uncertainty and fear, but the change has been signalled well in advance and the process of achieving compliance is well understood. We're here to help you with the parts of the business related to Reverse Delta.It affects your business beyond the website and your partnership with Reverse Delta as a data processor1, so you still need to take advice on a wider review of the business, perhaps taking legal advice where needed. GDPR is also an opportunity to be a good citizen as well as being driven by the legislation. Recruiters are in a marketing business and have a responsibility to behave well, both within the legislation and the wider ethical framework.Candidates, clients and partners want reassurance that you are careful custodians of their data (data controllers2)...and also respect their right to be forgotten3 when the time comes. This reassurance makes you better people to do business with.That said, compliance is a joint responsibility, shared between candidate, recruiter and website provider. All have a part to play and everyone should go into things with their eyes open (it makes no sense for a candidate to expect you to place them unless they explicitly share personal data with you).Compliance will include things like clear messaging on what data is being held and why, a clear Plain English privacy, T&C and cookie policy, with the ability to maintain in a content managed system. Who else? It's a chain thing – your vendors have to be your partners. That's always been our ethos here. If your vendors aren’t GDPR ready then you’re not GDPR ready. The links in your chain will be different to those in our chain, but Reverse Delta will work with you to update your website for compliance.The GDPR puts candidates at the heart of your business, making sure that their right to privacy is protected. Which is as it should be. Prepared, not panicked For those of us old enough to remember, it's a lot like Y2K all over again – a terrifying prospect to some, but in the end the world kept on turning. Process was followed, changes made. We all got there by partnering with the right people. What's next for Reverse Delta customers? We’ll follow up over the coming weeks with specific guidance on what you need to update and any software changes to your website that need to be put in place. What if you're thinking of using Reverse Delta for a new website? We've got it covered. Our latest stable core FXRecruiter software will be rolled out with a number of changes to allow you to fully meet the requirements of the GDPR framework.

Summary

We're here to help
It's a process to be followed and a shift in the way you do business
It has to be done
The clock is ticking, but you do have time
Government has confirmed this will not be affected by the UK’s decision to leave the EU. Brexit makes no difference.
GDPR will apply in the UK 25 May 2018.

Further resources

Government guidance:
ico.org.uk/for-organisations/data-protection-reform/overview-of-the-gdpr
From the recruitment industry:
www.rec.uk.com/news-and-policy/policy-and-campaigns/GDPR
www.apsco.org/apsco-gdpr-toolkit.aspx
News:
www.econsultancy.com/blog/69253-gdpr-10-examples-of-best-practice-ux-for-obtaining-marketing-consent
www.bbc.co.uk/news/business-40441434

Terms:
data processor1 — in relation to personal data, means any person (other than an employee of the data controller) who processes the data on behalf of the data controller, eg a website provider.
data controller2 — means a person who (either alone or jointly or in common with other persons) determines the purposes for which and the manner in which any personal data are, or are to be processed, eg a recruiter.
right to be forgotten3 — individuals have a right to have personal data erased and to prevent processing

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15 years of revolution

By Steve Riley   August 31, 2017  
A guest post this time from Alex Arnot, respected advisor to more than 25 recruitment companies. On the face of it recruitment is unrecognizable to 15 years ago. Yet at its core it hasn’t changed. If you don’t recognise these apparent contradictions then your recruitment business is going to struggle.Let’s start with what has changed. Technology has transformed our industry. Online publishing and jobs boards have decimated or wiped out the jobs pages of the industry publications that were crucial to attracting candidates. Databases mean that it is easier than ever (in principle) to store and identify candidates. Email makes it cheap and efficient to maintain contact with huge numbers of contacts. Smart phone gives us a flexibility we could hardly have imagined yet simultaneously tether us to work. IT systems enable us to measure almost anything we choose.And then there are websites. 15 years ago a website was an advert with some text a picture and a ‘contact us’ form accessed from a desktop. Now 50%+ of traffic to many recruitment sites is from mobiles and together with the CRM, it is the hub of many businesses and one of the most cost effective revenue generating tools available. It communicates the personality of the recruitment firm; candidates can register with the click of a button and choose how, when and what they want to be contacted about; it enables recruiters to be publishers; it shows us how people interact with the website and individual roles so we can constantly make refinements – it will even tailor what individual users see based on an individual’s previous interaction with the site. Yet amazingly a website now costs no more than it did 15 years ago. The initial price tag may sound like a lot but when you think how many extra placements a good site makes you it is a no-brainer of an investment.And then there’s LinkedIN which was founded 15 years ago. Now it is a global database of people in all industries everywhere. A constantly evolving supplier and competitor that is simply too big to compete with and at the same time is an invaluable resource that many recruiters struggle to leverage to it’s full potential (a hint – most firms don’t need the premium licences).Social media platforms like Twitter and Facebook have given recruiters new ways of identifying and reaching potential candidates and clients and are again a frontier in recruitment that are delivering handsomely for a minority of recruiters.The speed with which technology transforms our industry is only going to accelerate and recruitment firms that don’t embrace it will struggle to grow or even survive however, at its core recruitment remains a people business. It will always be about matching capabilities and desires with the need for skills. Recruitment consultants need to remember that this is where we add value and that the technology simply helps us do it more efficiently and better.Sometimes there is still no substitute for networking, for coffees, for phone calls and for meeting people in the real world. Alex Arnot is non-executive advisor to more than 25 recruitment companies and can be found at https://www.mynonexec.com
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Marketing for non marketers

By Steve Riley   July 25, 2017  
We come across a range of clients from sole traders right up to large, multi-site International organisations with 100s of consultants. Whilst the biggest of those will almost inevitably have a dedicated marketing manager or team, and the smallest are often entrepreneurial by definition, the large space in the middle doesn't always have a dedicated marketing function.This post is a little marketing primer for non-marketers. Whilst we're certainly not perfect in that respect, we do have a couple of dozen years of marketing experience between us. We know what we should be doing (even if, like you, were usually too busy to do it). But what should you be doing with that mythical 'spare time' for developing the business?We'll try to draw a distinction between newer style, 'inbound' marketing activities, as opposed to more traditional 'interruption' marketing — print ads, radio slots, trade shows, etc. You should definitely aim to do the kind of marketing that builds your brand ethically without annoying your audience. 'White hat' inbound marketing It was easy to tell the good guys from the bad guys in the old cowboy movies — the good guys wore white hats. If only it was that easy in real life. White hat is ethical marketing.These activities will do the most good with the least annoyance:SEO and PPC (search engine optimisation and pay per click advertising). Requires time and good software, budget if you go down the PPC route (Google Adwords, LinkedIn ads) Email marketing. IF you validate your lists and have opt-in permissions. Time, effectively free. Try mailchimp. Events — attending, supporting and sponsoring. Choose wisely, harder to quantify benefits directly. Press and public relations. Everyone should have a 'PR head' on, even if only bigger organisations have an actual PR person. Thought leadership. Getting your name out there, positioning yourself as a trusted voice in your field. Time and networking. Community building. Bring people together. Blogging. Great for thought leadership, community building and SEO. Cheap. Social media. Cheap, but do it well. Content creation. A website with a user friendly CMS for self publishing, plus inclination. Video content. It's all in the editing. A website with a user friendly CMS.Most of these are about EARNING people's attention, rather than INTERRUPTING them and adding to the general noise we're all surrounded by in working life.A non-specialist can only do so much, but do keep feeding the machine.Good luck!  Useful resources www.hubspot.com — useful blogs on anything from writing meaningful mission statements to the ideal length of YouTube videoswww.sethgodin.com — sign up to his blog for a daily dose of email common sense and thoughtful musings, guaranteed to make you think differently every now and then. Image: Flickr/ryanvanetten
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NORA Recruitment Awards 2017

By Steve Riley   July 20, 2017  
NORA Awards Everyone likes a bit of industry recognition, so we thought you might want to know about the big one coming up - the National Online Recruitment Awards.Nominations opened this week and the shortlist is judged for an awards ceremony on 15 November.Categories There are numerous categories, so there's something for everyone. We're contacting you because we think your website is great, but you should decide if you think you're eligible for one or more category. Nomination is FREE.ENTER HERE »Let us know if there's anything else we can help with.All the best, The Reverse Delta team
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Light up your recruitment website

By Steve Riley   July 6, 2017  
So you've got a shiny new website, you love the fresh new design and you're hearing good things from candidates and clients alike. All good. So now you can get on with making introductions, placing candidates, talking to clients and generally running the business right?Well, almost. The best of our client websites are constantly being nurtured and made to earn their keep. Rather than being left to simply tick over, they are fed and watered, digitally health checked and kept on a program of continuous improvement.So what makes a website thrive? Our mantra for success: attract, engage, convert, retain.Let's break it down. Attract For this you need to be found. You need good SEO – something that's built into our FXRecruiter product. You need to farm out your jobs on the job boards and share them on social media. But you also need to keep the search engines interested long term. And funnily enough the way to do this isn't about gaming the system with technical fudges, it's about being interesting to your audience. Google respects that, it's actually pretty good at recognising what makes a site interesting and therefore worthy of a place on the first few pages of results. Engage Keep a steady stream of keyword-rich new jobs trickling through to the site, have opinions, be human, keep your blog updated (yes I know, guilty as charged on our own blog!). Put yourself out there.Make it easy for candidates to register. Get them signed up to email alerts, deliver regular opinion pieces on things that matter to them. Build landing pages for your key sectors and offer some insights. Convert Keep the jobs coming! This is key to your business of course but you have to make them easy to find. Make sure you write great job descriptions that are good search engine fodder, but really sell the job to job seekers. The temptation is a quick cut and paste of the brief, a quick once over and then get the job on the website as quickly as you can. But don't sacrifice quality for speed. These might help:How do you write a great job ad title? How do you write a great job description?Retain Keep people coming back. Looking for a job is a tiring business.Candidates spray bullets and cast their search far and wide. How can you make an impression and keep them coming back? How do you stand stand out from the crowd? Be different. Whether that's occupying a particular niche, a specific geography or by simply being the very best you can at what you do.Make it easy for candidates to manage their own email alert dashboards. Use social media to share jobs and insights. If you can position yourself as an expert in your sector with astute comment on current issues and interesting blog posts, they're more likely to stay in touch after they've got the job.If we had a pound for every time a client said: "We're not like other recruitment agencies", we wouldn't be millionaires but we could treat ourselves to some good lunches. But how can you mean it? Does your site truly reflect your brand on the web, or is it just a convenient place that lists jobs?This is about brand, energy and commitment. Easy to say, but a lively site is hard to do and takes time. Put an entry in your calendar at least monthly — "What have I done with the website? What can I do better?"Good luck! And if there's anything we can help with let us know.[Photo by Diz Play on Unsplash]
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Job boards: job sites on steroids?

By Steve Riley   June 12, 2017  
We're not suggesting any kind of illegal performance enhancing drugs, merely that a job board can use readily available product features to really turbocharge recruitment activity.We love doing job boards. We've built lots of job sites for clients (and this year started with a bang of activity) but we don't always get the same opportunity to build job boards.They are by definition bigger projects with more functionality but with our latest Job Board Edition software prospective clients have the same opportunities to blend cutting edge design and development with a robust code base. All our recruitment websites use our FXRecruiter software in one flavour or another and the latest release brings the feature list right up to date.Niche is nice So why would an employer come to you to advertise their jobs when they could do it themselves? Remember they are normally paying for the privilege of appearing on your site, so there has to be something in it for them. The answer is often a combination of specialist sector and traffic volume. If you have the clout to draw candidates on a grand scale, employers will be willing to pay for that. Similarly, if you occupy a niche position and are the go to place for jobs in that sector, employers will promote their jobs with you.Our three job boards launched recently all occupy niche positions: health sector, gardening and contracting.Healthsector Jobs - a job board for the caring professions. This Dublin operation posts jobs on behalf of employers and also offers a first pass filter, to save employers processing badly targeted applications. Take a look » Recruitagardener - local and national coverage for gardening and horticultural jobs. A growing concern. Take a look » Pro Contract Jobs - currently featuring over 9000 jobs, this is a site attracting both traffic and talent. Take a look ­»These sites all look different because they are different. They were developed on a common code platform but design is separate from function. The same product under the hood doesn't mean sites look the same - we work with the client to get the board right for them (and their budget). Product vs custom The advantage of a product-based solution from a recruitment specialist is that they know the sector intimately and don't have to think things through from scratch like a general web agency. General web agencies bring good things to the table, but they always miss something critical in the specification ...and the client is left thinking "We just assumed you'd know we need XY&Z. How can it work without?"So naturally you'd head to a supplier with pedigree and a track record of understanding the sector and delivering great projects (and one that specialised in recruitment for the last 15 years would certainly fit the bill!).