Category: Digital Marketing

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.

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.

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.

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?

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.

As a recruitment agency, you want to build the best possible experience for your clients and candidates. In today’s online-focused world, that means a recruitment website – a front-end and shop window to your business – that is aligned with your recruitment software on the back-end. Tying the two together will provide you with a foundation around which you can construct business interconnectivity that portrays expertise and facilitates a personable, professional approach. In other words, the key ingredients for a successful recruitment business.

Integrating your recruitment agency’s website into your recruitment software – such as your Applicant Tracking Software (ATS) or your Customer Relationship Management (CRM) system – is vital to building this success. These two elements require web-building expertise and an understanding of how different software and tools interact with each other. That’s where FXRecruiter comes in – our SaaS platform designed to grow your business.
What are the benefits of integration?
Building an integrated recruitment website will provide you with many time-saving benefits, cutting out much of the legwork of the day-to-day life of a recruiter.

Here you can see a diagram of two-way integration. Jobs posted from your ATS or CRM to your FXRecruiter website. Candidates details and registrations sent back to you ATS or CRM.

A few potential benefits for you and your staff below:

Automatic job posting to your recruitment website – allowing you to go direct from client brief to posting.
Smooth dataflow with your ATS or CRM system, meaning applications won’t get lost in the pipeline.
Reduce the need to re-enter candidates into different systems – a time-consuming, error-prone task.

As for the candidates themselves, they can expect:

An improved, smoother user experience
Applications and CVs will be received quickly, and to the right consultant in your company
Easily managed portal – details, applications, CVs, all in one place.
Excellent GDPR-compliant data security services (with the right to unsubscribe and remove their data).
Automated job notifications and email alerts.
The information pipeline also means that any call-backs from your consultants to the candidate ensures the consultant has solid information about the candidate from the start.

How do we provide these solutions?
If you have a recruiter software application programmer’s interface (API), we’ll be able to use it to combine your website and the recruitment software you’ve chosen. The integrations available in FXRecruiter can save your business so much time – increasing efficiency and producing a more streamlined, hands-on service. And that’s what both your clients and candidates will want.
Who can we integrate with?
If the provider of your recruitment software has an API, FXRecruiter will be able to integrate with them. Even if they don’t, it’s not the end of the world - we should still be able to find a solution. That’s what we do.

A few of the providers we integrate with: Bullhorn, Bond Adapt, Colleague, Itris, JobAdder, Microdec, Profile, RDB ProNet, Influence, Matchmaker, Darwin, Voyager, Meta4 HR, and Lever.
Why us?
Not only are we an established business with an excellent track record in designing top of the range websites for recruitment agencies (see our portfolio), but we also have established relationships with many of the key CRM, ATS, and 3rd party recruitment technology developers. Our team monitors the latest updates with these providers and developers, ensuring that any changes to their systems will be quickly and smoothly integrated into your recruitment website.

You can find more about the integration process here.

If you are interested in discussing how we can integrate your recruitment website in more detail, get in touch with one of our experts at Reverse Delta.

What if there was a way of getting the bulk of your candidates not through jobs boards, but through your own website? The right recruitment technology is the answer.

A website with the right recruitment technology, optimised to run precisely for your sector, is your signpost on the internet. Whether you hire specifically for startups, managerial roles, financial services or any of the many sectors out there, a well-designed platform will allow you to bypass the expense of repeatedly placing the job on a litany of jobs boards (and the costs that come with it) whilst targeting your audience directly. And with the UK recruitment market worth some £38.9 bn in 2019 and ready to bounce back stronger than ever post-pandemic, now is the time to take a big step forward.

The solution in question is FXRecruiter — our recruitment platform, built by experts in recruitment website design. 
So what can FXRecruiter do for you?
Just a few of its capabilities include:

Jobs marketing feed to aggregators & jobs boards — your job marketing distribution is done by your website with automatic feeds to major job search engines, aggregators and selected job boards. 
An enhanced user journey: the content is tailored to the expectations of your audience, both client-side and candidate-side.
Optimisation: sites built using FXRecruiter are designed to work across all manner of devices — smartphones, tablets, and desktops.
GDPR compliance: with security a top priority.
An SEO-optimised jobs board: boosting organic traffic.
Integrations with your systems: such as the ability for candidates to quickly apply with LinkedIn, making it easy to use, and Google For Jobs, making it easier to find your jobs.

We’ve seen the benefits of FXRecruiter first-hand with some of our clients, giving them over 50% of their candidates through their own site. Are returns like that what you’re looking for?

With your own recruitment website and jobs board, you’ll be able to appear as a leading expert in your field — the go-to spot for prospective candidates and clients looking to hire the right talent for their growing business. So, not only will your candidates see you as a more viable option, but clients will see the advantages you hold, with a growing database of potential hires, therefore attracting more of both. More clients equals more candidates equals a healthier recruitment business. If your goal is to be seen as an industry leader, then FXRecruiter can function as a vital piece of the puzzle.

Not only that, having all of this data in one (secure) location that you control means you’re able to offer a better experience to both sides of the recruitment business. After all, recruitment has long been about networks and connecting people to one another — a true people business. The benefits of a streamlined system allow you a greater opportunity to give candidates and clients a great experience — which in itself gives you an advantage over the competition.

If you want to discuss taking your own recruitment website to the next level, get in touch with the team at Reverse Delta.

As SEO continues to evolve, it’s clear that content marketing is absolutely critical for any recruitment agency that wants to perform well on Google (which is basically everyone).  Content for your website is something that we talk about a lot at Reverse Delta and we’ve built the FXRecruiter platform to make sure that the “technical side” of SEO is all built in to the system (so that your keywords are optimised to drive your audience to your website). Content marketing is also a brilliant way to engage your ideal client so that they get to know, like and trust your recruitment agency. So, what is content marketing and why should it be a major part of your 2020 marketing strategy?

Reverse Delta has recently appointed Rachel Allen as a content and social media specialist. Rachel now writes the Reverse Delta blog and wants to explain more about content marketing and how it can work for recruiters.

“A content strategy is vital for every business in 2020. The ultimate objective is to drive revenue, but it’s a great way to get people into your sales funnel, so that you are ready to build a relationship with them until they are ready to buy from you.”
What does content marketing look like?

A simple blog post or news item on your website.
A case study or testimonial from one of your clients.
Gated content such as a white paper or ebook that people can access by providing their email address. This is a great way to begin to nurture leads.
Videos and podcasts are brilliant content if you’re feeling confident and can be used to generate lots more content.

You can use social media – both paid for and regular posts – to drive people to your website, where they can view your content.  This is the aim of the game for content marketing - to give people a reason to visit your website. It’s really important that you set up your website for conversion too - you want people to take some action on your site. We cover that later in this blog post.
How do you know what content to put on your recruitment agency website?
Adding value is the single most important element of a content strategy. You want your prospects to get to know, like and trust you.  Content marketing isn’t selling. It’s about showing that you understand the prospect’s problem and demonstrating solutions to that problem. Some of the solutions might not even be something that you offer, but if a prospect implements a piece of your advice, and it works, then they will trust that you are an expert in your field when you start to have a conversation about buying a product or service.
How can you make sure your content marketing strategy is effective?

Plan your approach - or you’ll miss opportunities to engage with your target customer
Listen - check out what goes on in your sector but add your own take on your content
Engage - content marketing is about two-way communication so make sure there’s an opportunity to discuss your content
Deliver - promote your content through social media and other blogs
Review - check your stats in your recruitment agency website CMS, Google Analytics and applicant tracking system (ATS)

Examples of brilliant content marketing
Workforce – a blue collar recruiter in the West Midlands created this video and wrote this blog about a very important issue in their sector

Ascendant Recruitment – a Buckinghamshire based recruiter of sales and admin staff, who regularly engage their candidates on clients through their blog and social media.

Birchbox – these guys (sorry not recruitment) do a brilliant job of sharing great advice and guidance through their blog, all the time driving people to their site from a range of social media content

HelloFresh – a ruthlessly ambitious start-up, these guys create their own content but also focus on creating user-generated content which proves to be very effective in this competitive space.
How can an FXRecruiter website support your content marketing strategy?
There are some brilliant features in your FXRecruiter website - so there’s loads of opportunities to deliver valuable content for your audience just by maximising tools that you’ve already got:

Content Management System (CMS) - you can easily add blog posts, video blogs, insight articles and news posts which will be packed full of relevant, recruitment sector keywords. FXRecruiter will make sure its all "SEO compliant" in terms of URL's, titles, page structures etc
Campaign pages - with the CMS, you can easily build campaign pages to support any campaigns you are running
Video job ads - these make for brilliant content for your website and can be easily shared on your social media
Meet the team and consultant profiles - an excellent part of your FXRecruiter website, these areas help clients and candidates see who they will be dealing with and are really popular on social media too!
Client microsites - this extra feature is very popular if you recruit for a particular client. You can build a microsite to support your client’s recruitment process, providing specific information relating to their company, culture and values.
Candidate board - you can share (anonymously) lots of information about the brilliant candidates that you’ve got on your books - again great content for your website which will perform brilliantly on Google.

If you want more information about how content marketing can support your sales process, please get in touch with Reverse Delta’s Commercial Director, Peter Morrow to discuss how you can add some extra features to your current recruitment agency website on (0)8000 199 737 or by email - peter.morrow@reversedelta.co.uk