Category: Reverse Delta’s Blog

Job ads: put your readers first …or Google will

By Steve Riley   January 25, 2022  
Job ads - ensure you put your readers first with quality job descriptions! Or Google will offer them quality job ads from your competitors' websites.   Google for jobs is changing and this affects your recruitment website. Google itself is getting better and better at behaving more like a person and less like a machine. Good content rises up the rankings. This article points out a few things to avoid in your job ads and gives a few best practice tips. Putting your readers first is more important than trying to 'game the search engines' for better ranking. But these days the two things aren’t actually that far apart.  Google for jobs is making the rules Google is a behemoth and when they introduced Google for jobs, we all scrambled to support the schema and feature our jobs on another free platform. Win-win. But as we predicted back in 2018, they're not doing this from the goodness of their hearts. This was an early move in a bid to start owning the turf. The schema rules have slowly tightened up and become more prescriptive. If you want a listing, you follow the rules. No real downside yet. In the second half of 2021, Google added some more editorial rules, as well as the data field rules (so the data was correctly labelled and presented). Now they're starting to tell us how to write. Fortunately, their guidance follows solid common sense and supports plain English.  Anyone paying attention to Google Search Console updates may have seen these extra requirements creeping in. If you value your readers you have nothing to worry about. Quick summary: don't spam the page with obstructive text and images avoid excessive and distracting ads avoid content that doesn't add any value to the job posting don’t send the reader off to a different website to make them apply. Use plain English! All well and good. Now they've also got your old English teacher on the case with new rules around grammar, punctuation and capitalisation. Extra requirements: follow basic grammar rules use proper capitalisation (business writing often trips up with excessive capitalisation of Words That Aren't Really Proper Nouns) avoid writing text in ALL CAPS only use acronyms or abbreviations that are widely understood (another common pitfall of business writing). The implication is that badly presented job ads will not feature as well as those better written and presented. Being direct, Google will promote well-written job ads in its suggested results to users. While dropping badly written job ads down towards the bottom of its results.  No arguments from us. Write well, use plain English, pay attention to grammar and punctuation. If not for your reader's sake, because Google tells you to! 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.
list-image

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.
list-image

Online security SSL certificate

By Andy Ralph   September 6, 2021  

The primary way most websites do this is through their SSL Certificates. SSL (Secure Sockets Layer) allows you to authenticate a website’s identity and create an encrypted connection between the site and the user. The certificate signifies the fact that the website is safe and trustworthy. Secure use of SSL on the website is shown by the familiar padlock icon in the browser bar and the domain name starting with https://. Something your users will have come to expect.

A great recruitment website isn’t just about the things your users can see: the amazing content, the brilliant user experience or the ease of applying to jobs. It’s also about the things that your users don’t see. The SEO algorithms that help you land exactly where you want on the site. The speed of page loading. And the security processes that make sure your visitors are safe from cyberattacks and data breaches.

In effect, this encryption prevents hackers from attempting to read the data transmitted as it’s being sent between two connections (usually the domain host — you — and the user). This data must be kept secure for a recruitment website, where you might expect to deal with such sensitive information as a candidate’s personal details — or sometimes — a client’s. An SSL certificate is essential for any website that requires login details and personal information.

SSL certificates then are a way of ensuring that your user data remains secure — it goes without saying that if users don’t feel they can trust a recruiter with their personal data, then that recruiter will struggle to grow their standing. After all, so much of recruitment is about the personal touch and conveying information effectively and securely.
The risks of not having an SSL certificate: 

You are more open to a data breach — and with it, a loss of trust from your customer base, hefty fines, or a site outage
sites without SSL certificates also rank lower when it comes to SEO 
search engines rightly see such safety as an important measure. 

There are, however, many different types of certificates, providing different protections, with various requirements for each, whether that’s a domain-validated SSL or an Extended Validated SSL. Who knows, maybe a Wildcard SSL certificate is what you need?
Is your head spinning from all this tech jargon?
Well, that’s where FXRecruiter comes in. We include SSL Certificates as part of our packages. Meaning you won’t have to worry about it. Our brilliant developers will simply handle that for you. You can rest easy knowing that your client and candidate data is secure.

FXRecruiter can help grow your recruitment business in many ways, but wherever you take your business, excellent security infrastructure is always going to be vital. We have packages to suit all budgets and drive your competitive advantage forward. Simply call us on 08000 199737 or click here.
More:
We’ve talked about this for a few years now. These days SSL has moved from ‘nice to have, to ‘pretty much essential’ https://reversedelta.com/2017/01/16/site-use-https/

list-image

War for the best talent

By Peter Morrow   July 8, 2021  

For nearly 20 years Reverse Delta, a Recruitics Company, has helped recruiters to get more traffic to your websites! More job seekers reading your job adverts and more conversions in applying. We built integrations to your ATS, CRM and Multiposter, that moves data from one location to another without breaking. We then made everything work on mobile and tablets, making it easy for applicants to find their jobs, quickly apply and upload CVs. We added lead generation such as register for job notifications and blogging functionality which can easily be shared on social media platforms. Our joined-up thinking and innovative approach have developed into FXRecruiter - our recruitment platform.

Before we all learnt about life in a pandemic, the word ‘furlough’ and what a lockdown meant, we’d been building web-based systems for years. Our web-based systems allow your business to operate in any home in the land! 

This year, the market has changed and the war for the best talent is on. 

The pool of talent is unusually small compared to recent years. Brexit has had an impact on the UK labour market, with some Europeans returning home. Covid has also impacted the UK labour market, although sectors have been affected in different ways ie Healthcare vs Hospitality.  With millions still on furlough, many reluctant to enter the job market for fear of losing income and job stability. Office workers who have moved out of the major cities, possibly never to return, happy to stay in their current role or maybe finding other opportunities such as setting up a business. Finally, the impact of child care necessities during Lockdown has had its effect on parents and guardians, but women are the group most affected. 
The best talent understands the value they add and are either snapped up quickly or are hesitant about making moves in this climate.
Having a well-thought-through and slick process has never been as valuable as it is right now – you need to get to that talent before your competition.
There are challenges to fill vacancies in businesses and organisations across the UK. Many of those business owners will be looking to your agency to fill their vacant position.

You need great technology to complement, add value and streamline the hiring process. It could be the gamechanger you have been looking for and we’re confident that our recruitment platform FXRecruiter gives you the edge and keeps you ahead.
Generating candidates for your roles
Reassuringly, FXRecruiter makes talent acquisition a breeze, by automating your digital marketing and integrating with your current systems and processes. Integrate with your ATS, CRM and Multiposter – so you can advertise your jobs on your website.
Attract features – gain a competitive advantage:

SEO optimised job board (we will configure to your agency needs)
Integration with ATS, CRM and Multiposters and other tech providers
Google for Jobs built-in
Out-of-the-box SEO for jobs
Personalised, multiple job email notifications
Job marketing feeds
Recruitment campaign landing pages
Social media marketing
Send jobs to your LinkedIn company page
Video job ads
Consultants profiles can be shown with vacancies
Click-to-call phone numbers

Engage features – first impression count, so does the user experience:

Mobile-first – easy to use for candidates on any device
Clear signposts and easy-to-use navigation

Convert features – turn visitors into placements:

Clear calls to action to encourage engagement
Simple to sign up to email alerts from multiple places
Candidate Portal – build and manage detailed profile, upload documents, set communication preferences, personalised experience with recommended jobs and content.
Easy to register and apply, with clear benefits

Apply with LinkedIn
Apply with Indeed
Sign-up and sign in with Social
Upload CV from mobile

Retain features – keep in touch and nurture the relationship

Automate job and news alerts
You can send reminder emails
Integrate with email marketing software such as MailChimp
Automate postings to social media

Beyond the jobs you have available, high-quality candidates want to be sure that your agency will get to know them as an individual, not just a CV. That you’ll seek to understand what makes them tick, what drives and motivates them beyond remuneration and reward. We have outlined some of FXRecruiter superb features to help generate candidates for your roles.
Let us make your FXRecruiter recruitment website the hardest-working member of your team!
Get in contact today with one of our experts to discuss how we can help you generate candidates for your roles. We have packages to suit all budgets and drive your competitive advantages. reversedelta.com/contact  or call 08000 199737.

list-image

4 ways to improve job searches for a better candidate experience

By Peter Morrow   July 6, 2021  

A recruiter lives and dies by the jobs they’re able to place candidates in. A prospective candidate who arrives at your jobsite and can swiftly find the positions that interest them and apply will leave happy. The candidate that finds a cluttered, messy layout where they can’t find jobs that suit them or aren’t even clear about what’s being offered? They’re probably not returning.

The jobs board is the heart and soul of your recruitment website. The beautiful copy, the elegant design, the enticing images will all be for nought if the jobs board is inefficient and disorderly.

A great jobs board page should be the most helpful page on your website. That doesn’t mean forgoing elegant design, but the principle factor behind each decision should be focused on how a user can engage with the site, with every gear working smoothly. The goal is to make sure that every candidate's experience is the best it can be.

At Reverse Delta, we can customise your jobs board however you want with our FXRecruiter platform — and it will be one of the first things discussed in the planning stages of your website. You can look here at one of our completed jobs boards or a look at our portfolio here.

Here are a few things to think about when looking at your board:

      Job searching functionality

Most candidates will probably land on your website from a Google search or redirected from Google for Jobs, LinkedIn, or something similar. Having a prominent search bar front and centre is essential to allow candidates to look at the positions you offer.

 

      Criteria

If candidates want to narrow their field of search, you’ll need additional criteria:

Keywords (such as job titles)
Seniority/experience needed
Location – city, country, region, state
Sector
Whether the role is permanent, part-time, contract or freelance. 
Salary
Qualifications needed (particularly in specialist industries like legal or accounts)

 

Sliders are an effective way of adding extra options for your candidates. It can allow candidates to look at a range of salaries rather than just being stuck to specific numbers, or they can search from a distance-from-home radius or proximity from a specified location.

 

      Colour and design

Well-placed use of colour and design can add to the functional elements of a jobs board. For example, using specific colours for a particular sector of industry can draw a candidate’s eyes very quickly to their preferred fields. Imagery and snippets of details can also make a jobs board much easier to navigate visually.

 

      Use calls to action

The patient job-seeker will know that good things come to those who wait, so if they can’t find the role they’re looking for today, make it simple to sign up to email notifications of new roles, or set up an account so they can save jobs and return later. A small handful of clear, concise calls to action will make converting visitors into applicants a regular occurrence.

 

Make your job site the place to go for aspiring candidates in your recruitment sector. Get in touch with Reverse Delta today.

list-image

What google analytics can teach you about SEO

By Peter Morrow   July 6, 2021  

How many websites today do you think are using Google Analytics to keep track of the people visiting their site and the content they are viewing? It’s estimated to be over 50% of all websites, a head-spinning amount.

With the amount of data available via Google Analytics, you must make full use of the tools to get a handle on where your website is doing well ...and where it is doing less well.

So what can Google Analytics teach your recruitment agency about your SEO and how your audience engages with your business?

Laptops, tablets, and phones

Analytics can break down what percentage of your audience visits your site via PC, laptop, tablet and phone. Google has moved to mobile-first indexing, meaning that it’s essential you get a sense of how well optimised your site is for a mobile audience. 

Bounce rate, click-throughs, landing pages

Your bounce rate is how many users visit your website on just one page, then close the tab without clicking through to any additional pages. A high bounce rate suggests that many users are looking for something they’re not finding on your site, though anything below 40% is considered excellent. Seeing click-throughs and which pages most users are landing on is one way to begin analysing why people are visiting and how they might be engaging when they do. All valuable insights to developing a better, more efficient website — your bounce rate provides crucial clues to how your website is being received.

Page performance

You can use Google Analytics to segment certain pages by time — a great way of analysing which pages are trending upwards or downwards over a certain period of time. If you see the bounce rate creeping up on one page (perhaps alongside decreasing total visits), it suggests something has gone awry on that page. Perhaps the content is out of date, or there’s a broken link. Similarly, a page that’s performing better will give you clues as to what is working. Perhaps an SEO keyword has spiked in popularity, suggesting a greater interest in that field (and therefore a demand for more content in it). Maybe there’s a Google algorithm update that has pushed that page upwards, in which case it’s worth investigating what that change is.

But beware...

Analytics is not everything. Sometimes analytics scripts fail to ‘fire’ when a visitor comes to the site. Try to look at trends, and the ‘bigger picture’ rather than detail and raw numbers. Think things like “where are my conversions coming from” or “why do people spend less time on my site on a desktop device” rather than obsessing about “why did I have xx more views on my nn page in April this year compared to last year’. It’s easy to get bogged down in big data. Spend your time and effort interpreting the big picture. Your time is valuable, spend it time wisely!

 

Here at Reverse Delta, our FXRecruiter platform seamlessly integrates with Google Analytics. After all, we couldn’t claim to be website builders without working with the most significant user-tracking software out there. The tracking code that connects Analytics to your website is easily added to an FXRecruiter website — giving you a 360⁰ view of how visitors interact with your website. Our SEO-friendly approach also ensures that your recruitment website will continuously be optimised for Google searches. Get in touch with us here or call 08000 199737 to find out more.

list-image

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.

list-image

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. 

list-image

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.

list-image

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.