Month: November 2021

Job description tips to attract stronger candidates

By Peter Morrow   November 19, 2021  
A quality job description attracts more quality candidates The job description is ultimately what can decide whether a candidate applies for a job or not. Strong job descriptions will equal stronger applicants. So let’s get straight down to business and find out how to make descriptions work for you and your applicants.   Post your quality job description to your recruitment website This may seem blindingly obvious, but not every recruitment agency does this (sometimes a job is only posted via LinkedIn or to job boards). Unfortunately, this could mean your job slips past people on your email alerts; sometimes called job notifications. Make sure each position you post also goes out onto your recruitment website. After all, your website is probably the only aspect of your recruitment business that is genuinely 24/7. Users can still browse and use your website, whether you are on another call, asleep or on holiday. Not only will it provide an excellent one-stop shop for any prospective job seekers in your sector, but it will also provide Google with better, richer content to index. This brings us to the next point…   Don’t forget SEO in your job description Search engine optimised job descriptions are essential to your job description being found by the right candidate. Much of modern-day SEO relies on how the website itself is built and structured (we can help you with structuring sitemaps). It is also about how each element of your site interacts with the rest. Google’s indexing algorithms will pick up on topic trends within the keywords used by your site to further understand what kind of queries might find your site valuable. Make certain that you include the correct keywords in job descriptions. Job seekers are searching for jobs that fall within the job title they want or the skills that they possess. Include those 'searching' words in your job description. Ensure you include the location of the job. Google wants to present content that is local to the job-seeker. Candidates want to avoid applying for roles that aren't local to where they live. It wastes their precious time. Top tip - avoid thin content! Google trusts Quality content and wants to recommend in its results. Everyone is searching for quality content and job descriptions are just one example. Candidates are not searching for poorly written job descriptions that fail to sell the role. Google marks down poorly written articles and this is the same for poor quality job descriptions. Ensure you put the right effort into writing a quality job description. Good quality job descriptions will attract strong candidates.   Why should a candidate want to apply? Most job descriptions talk about what the business wants for the role but not the candidate’s desire. Make it about them. If your agency model allows it (and your client is happy), name the company they’re applying to. What is the workplace culture like? With much stress over the candidate shortage, it is now very much a jobseeker’s market. So talk to your client and ask them why they think somebody should apply to work with them.    Job descriptions should include the salary and relevant benefits Simple things like salary expectations should be included and will get more clicks. The FXRecruiter recruitment platform is feature-rich. Advertise salary bands and provide relevant text for benefits. There is the option to display salaries in different currencies. You could provide job-seekers with a finger mobile-friendly salary slider scale when searching for roles.      Our bespoke recruitment website platform FXRecruiter has excellent content management capabilities and is purpose-built to manage recruitment websites and jobs boards. Get in touch with one of our experts to discuss how FXRecruiter and Reverse Delta can help you. Contact Reverse Delta or give us a call on 08000 199737.

Measure, measure, measure!

By Steve Riley   November 17, 2021  
Google Analytics, Google for Jobs, FXRecruiter Dashboard, Search Console Our parent organization Recruitics is big on measurement. Very big – the company name actually comes from RECRUITment AnalytICS. We’re a mix of seasoned recruitment marketing experts, employer brand masters, numbers nerds, search pros, and social media mavens ready to deliver against your goals. Here at Reverse Delta, we've always kept a close eye on the numbers tracking our recruitment website activity - clicks, jobs, applications, etc. Behind the scenes of your website there are a number of recording and diagnostic activities recording data. They do subtly different things, so we'll try to explain the difference in very broad terms below. FXRecruiter dashboard We display summary statistics on our CMS dashboard when you log in to the admin system. These statistics capture site 'transactions' rather than raw site visits - jobs, candidates, applications, job alert subscribers, etc. Here you can quickly see the number of jobs posted and applications received that day, week or month, together with other summary snapshot data. Even if you process all your job postings and applications through an integrated third-party ATS or CRM, it's worth logging into your CMS dashboard to get a snapshot of site activity. Google analytics We will generally add analytics code to your site at the time of going live. For site rebuilds, where our site replaces an existing site we normally copy the existing code across from the previous site. This gives you continuity and shows the history between the two sites. The Google Analytics data give you an indication of raw site visits. The stats are not infallible, eg they also record 'bot' traffic like visits from Google itself to list the site. But the general trends recorded are always very useful. You may not need to closely monitor analytics as a fledgling business but they can be used in the future as you grow. For example to measure the success of a particular marketing campaign, so it's always useful to have. If you employ the services of a specialist SEO agency (we have the bases covered and have written about this a lot, but some clients like a deeper dive) they will need analytics to demonstrate their effectiveness. We generally ask you to 'own' the analytics account and add us as administrators. This avoids any issues down the line with future control of the account. Google for jobs This one is not about measurement per se but another from the 'Google-sphere', so worth a mention. All of our Version 6 (SaaS) and above sites are coded for the 'Google for Jobs' data schema - a way of structuring the jobs data that makes it easy for Google to work out and display the job details - job title, location, salary, etc. This helps with listing and also means that people can come directly to your site to apply for the job. All part of the service. Google search console We add the site to Google Search Console as part of our Go Live checklist. This is a prompt to Google to say 'list me please'. It's not a guarantee of immediate listing but basically announces 'there's something new here, come and crawl the site again'. Google generally wants to provide the most up to date information, so the submission of the new XML sitemap should start the process. The search console process also gives us an insight into many of the minor issues  improvements suggested to enhance an effective listing, so we can often fine tune things before you're even aware. Each of these types of data can become a niche area of expertise in itself but you should be confident we have the basics covered for you and you have access to summary performance data. Summary:  Understanding your data is the first step to empowerment. Get to know your site’s performance and only then will you truly be able to understand how to take it to the next level. Our recruitment marketing and job site knowledge is always available. Get in touch with us today to get your recruitment technology up to date and let it make the most of your work to recruit. Call 08000 199 737 or contact us here.

Attract more high-quality candidates with job notifications

By Peter Morrow   November 15, 2021  
Making sure that high-quality candidates are constantly browsing and searching your website is a significant challenge for recruiters in 2021 and beyond. Job notifications are an often overlooked way to attract more high-quality candidates. Job notifications are sometimes called email alerts. Anybody who has been on a job search in the last few years is likely already familiar with this. The major jobs boards such as LinkedIn, Indeed have job notification systems. Jobs are notified via email mailouts and when you log in. Individual recruitment businesses with their own jobs board, working in specific niches, are also frequent users of job notifications. The job-seeker only has to search a few keywords or job titles, hit subscribe and wait. Highest quality traffic coming from email alerts. It is certainly easier than doing the same repetitive searches every day. Waiting for the right opportunity to turn up! And that’s why job notifications are so helpful for recruiters looking to attract more high-quality candidates. Recent surveys bear that out – Job Board Doctor, 2021 report found 55% of those running jobs boards and recruitment websites see their highest quality traffic coming from email alerts. It’s a great way of tapping into the behavioural psychology of your likely candidates. The ease of steady notifications helps those seeking a better opportunity. While maintaining the demands of a full-time position. Automation avoids the daily grind of looking for the right opportunity. It will enable them to keep their eye on the ground rather than constantly be tracking down those excellent opportunities. Clients love them, too, as it ensures as many candidates will see their open position as possible. Additionally, notifications can serve different purposes for candidates. Set up multiple alerts; one example could be looking at temporary or lower-paid work near home. Or higher-paid permanent roles in a wider geographical area. Multiple ‘saved searches’ would normally then be bundled up into one ‘digest’ of any matching jobs added.  Wondering how to set up those job notifications? Our FXRecruiter software is here to help draw in the highest-quality candidates. Email alerts are just one of the many tools available to recruiters. With FXRecruiter, you can give your talent pools easy access to your best upcoming opportunities. Alongside one-click sign-up forms and more personalisation over their job search. Email alerts are also a great way to activate passive or inactive candidates, giving them a purpose in interacting with your business again. Of course, email alerts and job notifications work best when used with a larger talent attraction strategy. Sending signals to the best prospective employees out there that your recruitment business is the one to go to for your industry. A bespoke jobs board on your site, featuring job options for, particularly unique postings. Even including SMS or text alerts. Don’t forget this oft-overlooked feature! Get in touch today with one of our experts to discuss how we can help. We have packages to suit all budgets and drive your competitive advantages. Contact Reverse Deta or give us a call on 08000 199737.