Reverse Delta’s Blog and News

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Why You Should Build a Search Engine Optimised Job Board

By Peter Morrow   June 18, 2021  

When you want to know something, what is the first thing you do? Plug it into an online search engine! Nearly 93% of all web traffic comes through search engines  — which means that your recruitment or staffing agency should be thinking about how you can top the results list. To do this, your agency needs to optimise your online content, known as search engine optimisation (SEO), including optimising your job boards by writing keyword-driven job descriptions. 
What is SEO and why does it matter? 
SEO is the art of ranking high on a search engine as an organic, meaning unpaid, listing. By optimising your content, a search engine is more likely to show it as a top result for searches of a certain keyword. What this boils down to is simply making sure your website can be easily read, understood, and trusted by major search engines such as Google and Bing.

To make sure your recruitment agency beats out the rest when it comes to search engine rankings, you need to write detailed job descriptions, including salary, location, and the skills, responsibilities, and qualifications associated with a position. You also need to think about what the user is searching for and include these keywords in your content. With a solution like FXRecruiter, the site does the rest in terms of SEO. To find out more about writing good SEO job descriptions, check out our blog series on the secrets to SEO success. 
The benefits of having an SEO job board 
By making your job boards search-engine friendly and optimised for job aggregators, your recruitment agency can attract and engage even more candidates. Other benefits include being able to easily create campaign landing pages on the fly with any subset of jobs, share vacancies across your social media channels, and integrate with your CRM / ATS to streamline your business. 
Power your business growth with FXRecruiter 
Reverse Delta’s FXRecruiter is the engine behind hundreds of successful recruitment and careers websites. Over the past 18 years, the recruitment website SaaS platform has been developed as an SEO job board for staffing and recruitment agencies to rely on and grow their business.

FXRecruiter uses best practice to automate the SEO of your website’s pages. The benefits of this include; compliant and fast code, mobile-first and responsive websites, optimised title tags, optimised URLs containing job details and other keywords of your choice, and the automation creation of meta titles, keywords, and descriptions. A Google-friendly XML sitemap also ensures that all pages get indexed by Google in a structured way.

The FXRecruiter recruitment platform also allows you to manually override if you need to key in your own data such as adding advanced source code or embedding images or video. For users looking for more advanced features, you have the ability to add and load banner images with alt text, which is perfect for search engines, and decide who can see your pages, whether that is sign-in clients, candidates, or if it is open to the whole internet.

Start optimising your job board here!

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Is my site equipped for the latest Google algorithm update?

By Steve Riley   June 18, 2021  

These updates happen frequently and clients are sometimes spooked by news reports (often fueled by SEO agencies promoting their services). The inner workings of algorithm changes are a closely guarded secret but Google themselves will often give guidance on key changes (detailed changes can be inferred from changes in results pattern after the fact, but not normally before).

This update is a significant one, the first core update for over 6 months nearly. Google has stated the current update is a gradual rollout starting this month. We don’t expect to see much volatility or fluctuations in SERPs (Search Engine Results Pages) in the short term.

The update is centered around 'page experience' and includes three new metrics (often referred to as Core Web Vitals). These are visible in the site Search Console if you wanted to take a look, and cover things like page load and stability – 'usability' factors.

Our normal guidance is 'don't panic'. There should be nothing that you need to do yourself to the site immediately. We're keenly watching the updates but in terms of the site coding, the site should be equipped to handle any upcoming changes.
What should I do?
Keep feeding the site with quality content and jobs when you can. In terms of the details of the algorithm changes, none of us knows, focus on the things that you can control - content. The data is all exposed in terms of 'under the hood'. Ask yourself the question "if it wasn't my site, would there be enough there to keep me coming back?" If not, think about refreshing the content.

Google wrote a recent blog post alongside a core update to explain how and why it makes these changes to search. Google said it “receives billions of queries every day from countries around the world in 150 languages.” It has to improve to stay competitive and serve its user base. “Delivering great results at this type of scale and complexity requires many different systems, and we’re always looking for ways to improve these systems so we can display the most useful results possible.” Change is to be expected, rather than feared. If you're doing a good job, with a steady flow of news, jobs and opinion pieces, Google will normally recognise that.
What next?
As usual, we're keeping an eye on such roll outs. They're common, and whilst we're not resting on our laurels, we will be keen to see how any changes impact the wider web in general and our clients in particular. More here from the Google blog.

Get in touch with us to find out more about FXRecruiter here.

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Why Your Recruitment Agency Needs a Marketing Strategy

By Peter Morrow   June 18, 2021  

To gain access to the best talent on the market, recruiters need to do more than just advertise on the major job boards. Recruiters need to market their agency to two groups: clients and candidates. With our tips on how to build a great marketing strategy, we help you gain a competitive advantage that rewards your bottom line. 
Identify your business goals 
What makes your agency unique? Your unique selling point (USP) needs to differentiate your agency from your competition but being different is not enough — you need to show how you are unique in an area your target audience cares about.

Knowing your USP is key to getting your marketing strategy right and it should focus on your messaging, branding, copywriting, and all other marketing decisions. Branding is a key component of your USP and Reverse Delta, a Recruitics company can help with your branding including your agency’s logo design. 
Create or update your recruitment website 
Your website should showcase your agency and explain to potential clients and potential candidates why they should use your services. Give users a flavour for your agency with a ‘meet the team’ page and make it easy for them to partner with you by including a ‘contact us’ page with up-to-date contact information. There is, of course, an important marketing and brand message to be delivered to existing clients and existing candidates. You have a voice with these groups, too. They came to you and there is a level of trust and belief in your team.  Keep it that way with regular content updates - to both audiences.

Your website also needs to provide an opportunity for clients to advertise jobs and more jobs means more candidates! You should also include content for candidates looking for their next role or career move and job pages with tailored content. Your job search function needs to include the ability to sort through positions by a number of categories, including salary and location.

Reverse Delta’s FXRecruiter recruitment website platform is designed to help you manage your content and make changes whenever you want. With this tool, you can avoid having to contact your website provider to make changes such as adding, deleting, or editing text, images, photos, or pages. 
Make connections 
In terms of marketing, social media is a great tool, and your website should include a blog and news function with the ability to share content directly to social media platforms such as LinkedIn and Facebook. Blogs not only help you drive traffic to your website but allow you an opportunity to show off your agency! You should also reconnect with any past business relationships to get the word out about your services as well as make use of networking events to build your contact book. 
Stand out with a Reverse Delta-designed recruitment website 
Reverse Delta’s end-to-end services can help your recruitment agency thrive. We specialise in recruitment websites and digital marketing and we can take care of all of your recruitment website needs — from branding to building you a high performance, mobile-first website with our FXRecruiter platform. We understand your website needs to be as unique as your business and our approach combines technology with the flexibility to build a website that meets your needs.

To find out more about our services or to get in touch, visit our website here.

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Simplify managing multiple brands with FXRecruiter

By Peter Morrow   May 17, 2021  

The modern recruitment industry values specialisation — an in-the-know recruiter who can look under the hood of a given industry and quickly spot the growth areas, target candidates with the right skills and connect them to clients looking to find the best talent out there.

But what if your recruitment business has multiple specialisations, each with its own website, branding and talent pools? Managing and collaborating across these multiple brands can be a costly and time-consuming process. Multiple website domains, each with its own host of add-ons. Multiple password logins, at least one of which you’ve misplaced in a drawer somewhere. Multiple responsibilities across the sites, many of which are duplicated.

FXRecruiter is the solution for those with multiple websites. Our all-in-one integrated recruitment platform for the modern recruitment company allows the scalability and flexibility you need to effectively run and manage multiple recruitment brands, each with its own specialists, each with its own pools of candidates.
A few key points as to how FXRecruiter can help:
1)  Multiple websites on a single content management system

Enjoy the benefits of being able to set up multiple websites, sorting them by specialism, sector, region or job title. Everything is connected to the same back-end system, simplifying your workflow. You can even limit users’ access rights, so the right people only get to see or manage the right content.

2)  Good for SEO

Specialist websites perform better on Google for their particular audiences, as the search engine’s algorithms can more readily parse what your site is ‘about’, and thus link you to the correct audiences.

3)  Cost-effective

Hosting multiple websites through one back-end is much cheaper than hosting multiple domains. ATS, CRM and Multi-poster integrations will be simpler to include, aiding cost-effectiveness.

4)  Domain hosting options

FXRecruiter allows you to choose whether to host multiple sites on sub-domains (site1.domain.com) or sub-folders (domain.com/site1). If you’re unsure as to what that means, it’s essentially the difference between your sites being treated as a number of branches emanating from the same root, or a cluster of trees sat nearby. Read more here.

5)  Security

FXRecruiter is exceptionally safe, and having a single, user-authenticated login will make sure your business remains safe.

6)  Shareability

FXRecruiter makes it easy to share content across multiple sites, whether that’s your scorching hot new blog, company news or a fantastic new job opening. That’s less time spent copy-pasting across multiple domains too — similar to how FXRecruiter can also automatically post your new jobs across multiple jobs sites. This also makes it easier to keep track of essential pages like the Contact Form, T&Cs, and so on.

On top of all this, FXRecruiter is continuously updated and improved upon for peak performance, with regular new features.

Bringing the FXRecruiter platform into your recruitment business gives you the opportunity to expand and push your brand (or brands) into new territories. Whether that’s a specialist sector you want to improve in or a region where you’d like to increase your industry-leading position, we can help you find the solutions.

Get in touch with us here.

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Jobs recovery post-lockdown

By Peter Morrow   April 29, 2021  

As the UK eases out of lockdown for hopefully the last time, job searches and active candidates are set to increase. Businesses are also looking to take the initiative and flourish in this brave new world. As a recruiter, what role do you have to play in this story?

COVID-19 numbers have been trending downwards and the economy is set to gradually reopen. Many have felt the pinch in the last year. The Office For National Statistics reports that some five million people are still on furlough, whilst 4.9% of the country are currently unemployed.

Under-35s have felt the brunt of this change, making up 80% of the 800,000+ payroll jobs lost between December and February. There are 311,000 more people unemployed than a year ago. But with England aiming to lift all restrictions on social contact after June 21st, the full reopening of the jobs market is set to follow.

But how actively are candidates searching for jobs? Using Google Trends, we can see an overall gradual decrease in searches for the word ‘jobs’ in the UK since a peak across 2011-2013. It’s worth noting that a decreasing interest in the searches coincides with an increase in the use of popular jobs sites such as LinkedIn and Indeed.com, with job seekers becoming increasingly familiar with the how-to of looking for jobs online.

With that said, the current trends are looking up — since January 2021. The graph compares 2020 Q4 with 2021 Q1 data from Google searches for the word ‘Jobs’ and shows a month-on-month increase in searches for the term ‘jobs’. The drop at the end of March reflects the usual drop in searches leading up to Easter. Our own client data confirms the same for Q1 of this year, with April’s data set to match this growth. We’re seeing more site visitors, as well as upticks in job description views, registrations and applications.

Candidates are hungry for the next step in their careers. It’s your job as recruiters to help them make that step.

 
When the bounceback begins how can you make the most of a recovering employment market?
1) Solve a problem for someone
When your clients come to you looking to recruit, listen keenly to the problems they’re facing. Your relationship with clients is based on your strengths as a recruiter – the knowledge you have that no other recruiter can match.

Identifying the problems you’re able to solve for your clients will put you in a brilliant position to exceed expectations!

With this competitive advantage in mind,

does your website reflect your market knowledge? 
are your marketing materials clearly stating your message

2) Refresh and re-energise your job adverts
It’s one of the hardest parts of recruiting – to keep finding fresh ways to write a job description! Never skimp on this – candidates can spot a cut and pasted client job description a mile off.

Look at keyword results in search engines — would a tweak here and there bring you that much more traffic? 
Share best practices across your team
Would 1-to-1 training for your consultants produce better results?

3) Review your candidate placement processes
Your clients may well be looking to gain the initiative in the post-lockdown world and being able to place high-quality candidates swiftly will give you a unique advantage.

In a market with plenty of candidates, there will be more good candidates – good people have been laid off through no fault of their own.

Now is the time to take a look at how your own candidate placement pipeline works:

Write out every step you need to take before you successfully place a candidate at your business. 
What steps could be improved?
With more job seekers applying for roles, how do you speed up the process of sifting through the volume and finding the best talent?

Here at Reverse Delta, we’re always on hand to help our clients with timely reviews. Get in touch and we’ll undertake a site review for you, discussing options for improvements that help your business grow — and place you at the cutting edge of recruitment in your sector.

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Activate your passive job seekers with candidate follow-up emails

By Peter Morrow   April 16, 2021  

Every recruiter has a mixture of active and passive job seekers in their candidate pool. Engaging with active job seekers is, by and large, not too difficult. As long as they are kept up to date with relevant new opportunities — often via notifications, updates and emails, they will engage with your services. You both intrinsically have something of value to offer each other.

But passive job seekers are a different prospect, with a wide variety of reasons as to why they are passive. They may be perfectly happy with their current job but would jump at the right opportunity should it appear. They may have signed up with your recruitment business during a period of active job-seeking but have now slipped into passive status. Maybe it’s something more mundane. Maybe they signed up to your recruitment site but never got around to uploading a CV.

Bringing these passive job seekers into your active talent pool can be a huge boost to your business — if you’re only bringing in regular active seekers to your clients, you could be missing out on a large segment of your talent pool’s potential.

Engaging with these passive seekers requires a degree of personalisation. For the most part, their reasons for being passive will be about them personally, not the job itself. Understanding this is key to engaging with them. But it’s no secret that many employers love passive candidates, even though this approach has come under scrutiny in the past. Passive candidates are more likely to be currently employed, and therefore already providing value to their current employer.

Using your recruitment website to your advantage is the next step in engaging the ‘passives’. The talent pool that exists in your database is one of your primary sources of value as a recruiter – but it needs to be actively engaged in job opportunities for you to win more business and grow.

This is where FXRecruiter comes in. Our bespoke recruitment website building platform now allows you to send automated follow-up emails to dormant candidates who haven’t interacted with your services for some time.

The feature allows you to set the type of reminder, its frequency, and how many times it will resend. You can send various types of email too, ranging from basic reminders for registrants who never set up an email alert or never uploaded a CV, to personalised emails to candidates who have signed up and completed their profile but never applied — or those who have not logged in for a certain number of months.

Of course, these follow-up emails may be automated, but the opportunity for personalisation is still there in the content-management system, where the personal touch can be added to all of your emails. Remember to think about email frequency and the number of repeats when setting up automated follow-ups. It is one thing to ‘nudge’ a candidate into action, it is another to overload them with emails to the point where they lose trust in you and hit the ‘unsubscribe’ button. As with everything, there’s a balance to be found — but get it right and you can expect more applications, more placements, and a greater chance of your client finding the ideal employee! With great power comes great responsibility!

Get in touch with us to find out more about FXRecruiter here.

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One key tip to get more clicks on your job postings: include salary data!

By Peter Morrow   April 16, 2021  

Let’s imagine that you, the reader, are searching for a new job. You find a position at what looks to be a great company that ticks all the boxes you’re looking for. You have all the experience required for the role and to top it all off it looks like the sort of place where you could really thrive and expand on your skillset.

You brush up your CV, proofread your cover letter and you excitedly hit apply. A few days later, a recruiter or hiring manager comes back to you and a conversation starts, and all seems to be going well. Then the recruiter mentions the salary, which was not listed in the job description — and it’s £5,000 per year less than what you already make. It doesn’t bode well and for the serious job seeker, it’s a red flag. Conversation over.

That’s why providing a salary guide is essential to a successful recruitment drive. The salary alone is a big part of why any candidate applies for any position. When discussing a new hire, many clients will focus on the profile of their ideal candidate, with a list of skills and talent that they would like to see from said candidate. In some cases, the conceptualisation of what that ideal candidate might want in return can be lacking — even in a troubled economic market like the one we’re currently experiencing, high-quality talented employees will always have leverage when it comes to negotiations.

Encourage your clients to include a salary guide, even if it is not set in stone for them just yet; a salary guide will go a long way to satisfying the curiosity of said high-quality candidates. Adverts with a salary guide will encourage more applications – and better ones too. A high-quality candidate who is out of reach, pay-wise, won’t have wasted their time on a conversation that ends when the salary question is brought up (which in turns leaves them with a bad impression for the future!).

There are, of course, legitimate reasons why an employer might want to leave a salary guide out of a job description. Some employers believe that it cuts out salary-chasers by focusing the search on those who are explicitly interested in the job. Others believe it lessens the risk of tensions arising between existing employees and the incoming hire. These are valid concerns.

But a job description is ultimately about getting the right type of candidate to apply. A salary guide encourages those who fit the pay grade and are more likely to perform at the level expected, whereas the words ‘DOE’ (Dependent on Experience) and ‘salary negotiable’ won’t work on such candidates. Not only that, but you should consider what other types of benefits the client can offer. Benefits, location, contract type (permanent, part-time, temp, interim), development and career progression opportunities — these are all essential ingredients to finding the right candidate. The more boxes of theirs you tick, the more of yours they are likely to tick.

Our FXRecruiter platform can be hugely helpful in building a job description that job seekers will click on, by making it easy to configure a description to include all the relevant details. Find out more here.

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Spend less time posting your jobs manually and more time actually recruiting

By Peter Morrow   March 22, 2021  

You’ve written a job description based on your client’s brief, and it’s ready to go!

But there’s just one problem. You now have to upload it to all the job boards your agency is on. First, your site. Then LinkedIn. Then Indeed, and all the many other job boards out there. Log in. Copy/paste description. Post job.

And then the candidates start applying. But they’re not all applying from the same place. So you have to import candidate CVs from LinkedIn manually and wherever else they’ve come from into your database. Cue more relentless copy/pasting. Whilst doing this simple, repetitive and mundane task, your to-do list grows — emails go unanswered, candidates don’t get the time they deserve, and mistakes inevitably happen.

Frustrating, isn’t it?

But the answer to this is quite simple. Technology once again steps into the breach and provides businesses with time-saving solutions. In this case, some brands have started utilising integrated multi-platform software that allows you to post a job on your site, which then goes out immediately across all of the job boards you want it to appear on. Applications can be redirected back to your website, ensuring that candidates become part of your talent pool. You are increasing both their chances of landing a great role and your chances of matching them to a great role.

Put simply, integrating your website across multiple jobs boards gives you the chance to save time and effort, improving the bottom line of your recruitment agency. You’ll be able to process more clients, advertise more jobs, and place more candidates with the same number of employees, all the while having an increasingly smooth and efficient workflow.

There are plenty of excellent multi-platform software brands out there, most of whom also provide Applicant Tracking Software (ATS). Brands such as Broadbean, LogicMelon and Idibu offer great multi-poster solutions to the perpetual conundrum of attracting more candidates to your jobs by making it simple to post one job advert that goes out to multiple jobs boards at the touch of a button.

But what about your own site? When it comes to developing your recruitment site, integrating it with any of these brands can be tricky, especially if you’re a non-tech person. Thankfully, that’s one of the many benefits of having Reverse Delta develop your recruitment website. We also offer integrations with Broadbean, LogicMelon, Idibu and many more multiposter providers as well as CRMs. Simply, this means that whenever we engineer a recruitment website, you have the option of integrating it with the multi-posters — meaning one less task for you to think about and one more significant benefit to getting you on the pathway to success. Add a job in one place, it goes out to all the destinations, and all the applications come back to one place. Sounds simple?  Yes - that’s the way it should be.

Find out more about what we do and our integrations here.

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Candidate board — showcase your quality candidates to clients.

By Peter Morrow   March 22, 2021  

Companies who have spent the last year in survival mode, having frozen hiring or even made redundancies, are now looking to start growing once more. If you’ve made it this far, then there’s undoubtedly a sense you can hold on just that little bit longer.

As leaders once more start to invest in their businesses, they will look to grow the workforce. We’re going to be entering a candidate-rich jobs-poor market, with plenty of great talent in the marketplace but few positions, as businesses are only just getting back into the swing of things.

Post COVID-19, there is an accepted view that unemployment will rise above 10% in the coming months. Advertised roles are attracting too many candidates and searching through excess applicants takes time. Even with applicant tracking software (ATS) to help you reach those ideal candidates quicker, you might still end up with a pile of candidate CVs simply too big to effectively assess for additional capability. That, in turn, extends the length of time it takes to recruit (and you’re going to want whatever time-saving advantages you can get).
Candidate Board presents the cream of your extensive candidate pool to clients.
Established agencies will have an extensive catalogue of potential candidates. Your ATS/CRM database offers an excellent opportunity to help your clients find an employee quickly.

An anonymous Candidate Board — which works like the reverse of your job board – is an excellent tool to have in your recruiter’s arsenal. Your clients will be able to search your candidates by keywords, sector, and location.

It allows your website to showcase candidate talent whilst your clients can sort through potential matches, narrowing down and selecting those that fulfil their requirements before approaching you to obtain more details about the candidate.

Better still, your clients may be able to identify a potential hire for a job that you don’t know about yet! Good business succession planning is an essential strategic task, but most clients won’t share this with their recruiter. Gain trust with a client by offering a service that allows them to see what potential hires are available.

 

Candidate Board gives you the ability to:

place excellent talent in front of your clients quicker
the opportunity to utilise spin-out campaigns
showcasing the best potential employees at a glance to an employer; by giving that employer the chance to go through the talent, you have on your books at their own pace. 
allows you to develop a rapport with the client
reduce time to hire as clients find their hires
invest in a real competitive advantage
increase your revenue and profitability

Use your Candidate Board as a Lead Generation Tool on your website:

showcase it to any visitor 
or place it behind a client portal and use it as an upsell and give access to only your paying or ‘VIP’ clients

Call to Actions (CTA) will ensure your website captures relevant details so your consultants can follow up, such as:

sign up for candidate alerts 
learn more
request more information
download candidate profile
clients can also sign up for email alerts of new candidates added meeting their requirements.

It doesn’t matter what field you’re recruiting in, from property to writing and the creative industries — a Candidate Board, gives your client more control whilst still leveraging your expertise in the market.

There is a consensus that recruitment is going to become very competitive after a challenging year. With thousands of new entrants in the market, all willing to under-cut established agencies. But what they won’t have to begin with is a pool of candidates to display to clients. You do. Now is the time to add a competitive advantage, such as the Candidate Board.

Our recruitment website development platform, FXRecruiter, can provide you with Candidate Board functionality online. Find out more here.

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Looking for a more hands-on approach from your recruitment website provider?

By Peter Morrow   March 12, 2021  

Here at Reverse Delta, we prefer a consultative sales approach. In the simplest terms, we’re not interested in clocking up the numbers, making X amount of sales per week to hit Y amount of projects. Our approach is not to jump onto the next customer after the sale has been made, but to consult and work with you until the project has reached completion (and beyond).

As recruitment website designers since 2002, we believe that each project is a process of collaboration and creativity. A long-term partnership, rather than a transactional, production-line approach. Building a close relationship with our clients is the best way to realise quality in a long-term project and maintain long-lasting relationships. 
What does our approach entail?
Our personalised, consultative approach results in a closer, more hands-on working process based on customer insight and taking the time to ensure we know your business inside out. That ensures you’ll get the website you’re looking for, and in turn, an online presence that stands out amongst the very best.

Here’s what you can expect from our solution experts:

Precise analysis of what you need for your recruitment agency. Our experts have plentiful experience – they know how to help you hit your targets.
Solutions – you’ll have your choice of the features and services that are best placed to benefit you, with a focus on cooperation rather than the constant selling of add-ons and extras. That means these solutions will actually create long-term value for you. 
Advice – our solution experts will become trusted long-term advisors, on hand to share vital information when needed and help you make the right decisions. For us, it’s about providing the value of another perspective – not another box-check.

So what happens when you onboard with us?
When you decide to build your new recruitment website with us, you’ll be assigned a dedicated project manager and designer, who will stay “on the project” for at least four weeks after your go-live date.

That means you’ll have a right-hand man or woman on-call to enable your vision and direct the rest of the creative team assigned to your project. Our creative teams have the experience to design an attractive, optimised, and elegant website that drives traffic (and therefore business) to your site.

Expect questions from the team at this point – we are keen on understanding exactly what it is that makes your business tick and what separates you from your competition! We want to know your terms of success, what you need from your website and your online presence, and we will provide recommendations and possible alternatives. The more information we have to hand, the easier it is for us to realise your vision.

After the brief, the creative team will return with three homepage designs for you to mix and match at your pleasure until you arrive at the ideal final design for your website. We’re proud of our track record and we nearly always get this right-first-time – but following your feedback, there are no limitations on revisions prior to the final sign-off. The rest of your website will be designed in accordance with the templates and design choices prevalent on the homepage for consistency.

In the four weeks or so after go-live, your dedicated Project Manager will be on hand to make sure you are getting the most out of your new recruitment website and to answer any further questions you might have.

After this period, our solution expert will become your long-term account manager and point of contact. If you have new ideas, opportunities, or are looking to add new features or questions, the solution expert will be on hand to answer.

That’s a taste of our working process. But what about the tools of our trade? Take a look below:
Website technology
Our world-class website platform, FXRecruiter integrates both the front- and backend of your site, bringing everything into one easily manageable whole for you. We’ve been designing recruitment websites since 2002 - a time before Facebook, Twitter and YouTube (remember those days?) - during which the internet has changed drastically. The fact that we’re still standing and building industry-leading sites shows how much we’ve reinvested in our processes, refining and developing what works and discarding what doesn’t.
Services
We don’t just design websites. Our Creative Services team can help you with brand positioning and content, giving you the copy and materials to place you as the leading recruitment agency in your field. Our Digital Services team can also help you develop your marketing outreach, making sure that the right connections are being made to your site and that your social media presence is alive and thriving.
Long-term support
Of course, this goes hand-in-hand with our consultative approach, but we really believe in building a long-term support network for your business, answering questions and finding new solutions over time.

Many of our clients have returned to us multiple times over the years to update and redesign their websites. We can’t think of higher praise than that; after all, actions speak louder than words. You can count on us to stay in touch.

As an established company (closing in on our twentieth year in business), we often feel like the ‘best-kept secret’ in the recruitment sector. We achieved that longevity not through rapidly pursuing aggressive growth and a win-at-all-costs mentality, but a holistic, collaborative approach that ensures clients keep coming back to us when they want to refresh their online presence.

That’s why Reverse Delta is perfect for developing a new website (or refreshing an ageing design) for your growing recruitment business. None of our competitors can boast the same mixture of experience and cutting-edge technology, nor can they match our hands-on approach.

But don’t take our word for it. Why not get in touch today or call 08000 199 737?

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Why aren’t my jobs showing up in Google for Jobs?

By Peter Morrow   March 8, 2021  

A position showing up in Google for Jobs (G4J) is a great sign. It guarantees you’ll see a wider field of candidates apply (and therefore, a better chance of the ideal candidate applying). There’s also the added benefit of it being an excellent passive form of marketing for your recruitment agency, driving extra web traffic to your site. An excellent recruitment website with a well-structured data setup should have few issues having new positions show up in Google for Jobs.
What is Google for Jobs?
As per the name, it’s essentially a search engine designed to show jobs. Google bots crawl the internet, find job positions and then display them at the top of relevant searches. Crucially, G4J is free – it costs nothing for a job to appear, and it costs nothing for a candidate to apply (although there are concerns this may change in the future).

With 52% of millennial job hunters using Google and G4J to search for work (and numbers in other demographics rising), this represents a significant segment of potential candidates. But what do you do if your job isn’t showing up on G4J?
Common reasons why jobs don’t show up in Google for Jobs
One common reason why a job might not show up in G4J is simply that the website on which it's advertised is not optimised for G4J. The schema and the data structure setup of your site may be incorrect for communicating with Google’s bots. This is a problem that we are used to solving, thanks to our FXRecruiter platform for designing recruitment websites.

Other reasons why a job might not show up in Google for Jobs include:
Job location
Make sure your job is set to the right location or remote if appropriate. This will guarantee more applicants from the relevant geographic area.
Expired jobs are still visible
Having expired jobs still visible on your site will ensure Google’s bots will downrank your site (not to mention that any candidates that do find your recruitment site and see a number of expired jobs will be reticent to return). Delete expired jobs every couple of weeks.

 
Posting the same description on both LinkedIn and your site
If you use the same description, G4J will simply merge both into one entry – and may choose to display or redirect to LinkedIn or another jobs board site first. Rewriting the description will help in this regard.

 

Related to this is the timing of posting your job description. If you post it on LinkedIn before you place it on your site, it is likely that Google will prioritise LinkedIn.
Incorrect keywords or a poorly written job advert
Perhaps the most fundamental point from a recruiter’s perspective. Making sure your keywords are relevant to your client’s ideal applicant is vital to making sure your job appears in front of the right people. A poorly written description with unclear definitions will also make it harder for Google's bots to pick up, with fewer high-quality candidates applying as a result.

I wrote a series of blogs on The secrets of SEO success recently. You can click here to read keywords & key phrases, and relevant keywords for guidance tips.

 

Finally, Google doesn’t guarantee that your job data will be shown, even if all the details are set up correctly. This is especially true in competitive industries, there are, after all, only so many entries Google can show!

Looking for more advice on how to make your recruitment website Google-friendly? Get in touch with us here or call 08000 199 737.