Category: General news

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Love is in the air: the similarities between your recruitment agency website and modern dating!

By Rachel Allen   February 14, 2020  

Love is well and truly in the air at “Reverse Delta HQ,” so we thought we’d embrace Valentine’s Day with a little trip down memory lane and talk about how we first started out as web developers over 18 years ago.

You might not know, but in the early days, Reverse Delta was the web developer for one of the largest dating sites in the country. The work that we did to create highly complex algorithms for the dating sites was actually very similar to the work in creating algorithms for our award-winning recruiter website platform FXRecruiter.  Turns out that the techniques to match potential daters and potential candidates with employers can be pretty similar!

So, although we’ve moved on from our early days of dating site development, we thought it would be a bit of fun to pull together a blog which shows the common dating terms for 2020 and how your recruitment agency website can help you to navigate the complex world of both dating and recruitment!

Benching - ‘keeping a potential love interest on the bench, just in case.’

The Jobs Archive function in FXRecruiter keeps candidates ‘on the bench.’ This isn’t as horrible as it sounds from a dating perspective - the Jobs Archive function simply means that older jobs can still remain visible to Google so may come up in a candidate’s Google search, but although they won’t be able to apply, they will be instead alerted to similar roles.  So, you’re driving traffic to your website and increasing applications without needing to do much!

Breadcrumbing - ‘keep in occasional contact but with no desire to meet.’

By integrating your recruitment agency website with one of FXRecruiter’s many integrations, you can send any passive candidates updates about your recruitment agency and helpful content such as job search tips or industry/sector news via a blog or newsletter.  This way, you’re keeping your pipeline of candidates engaged on the off-chance that the ideal job will come up.

Ghosting/Haunting/Orbiting - ‘ignoring a love interest, continuing to watch them on social media, or interacting with their posts but not engaging in direct communication.’

All of these, from a dating perspective, are very harsh and we’d advise all recruitment agencies to set up a way to make sure you can quickly and effectively thank people for the time in applying for a role and (permissions dependant) ensuring that they know we can keep in touch with them, either via your social media platforms or through email.  By engaging with candidates in this way, you’re keeping them active on your database for when the ideal job comes along.

Ghosting candidates is a terrible thing to do, so we make sure our websites are built to provide a brilliant candidate experience. We’ve built in a bunch of features to automate some of this work, so that you are keeping in touch with candidates as much as you can during the application process. Failing to keep your candidates engaged or if they have a bad experience with you is potentially very damaging to your recruitment agency’s reputation.

Cushioning - ‘keeping in touch with a love interest in case of a break-up.’

From a dating perspective, this means keeping in touch with somebody other than your chosen partner ‘just in case’ the relationship ends.  Given that a third of new hires leave within six months, it is perhaps worth keeping in touch with the ‘second best’ candidate just in case your placed candidate leaves (you can then re-interview them).  Again, use your CRM and social media to keep these candidates engaged by offering them valuable content to help them with their career, so that your agency is front of mind for them.

See also ‘benching’ above - make sure you’ve got decent candidates on the bench and use your digital tools to keep them engaged.

Catfishing - ‘creating a whole new identity in order to start a relationship.’

A good recruiter will be able to spot a dodgy CV a mile off. But, FXRecruiter can help to provide consultants with top-quality profiles because candidates can apply for roles using their social accounts.  A LinkedIn profile is likely to be more accurate as it’s visible to all of a candidate's connections, making ‘catfishing’ much harder in recruitment!

So, now you have the number of ways that your recruitment agency website can support the recruitment process using modern-day dating analogies.

In all seriousness, the algorithms that you create for both dating agencies and recruitment agencies have a number of similarities:

The commodity is actually people’s personal data, so it needs to be kept ultra-safe
The search criteria your daters are looking for is similar to recruiters - location, salary, whether they are looking for something ‘permanent or temporary!’
You might look at a particular job advert or dating profile and whilst they might not quite hit the mark, it’s useful to have other suggestions, based on similar data which again, both dating sites and recruitment sites should be able to handle.

If you think Reverse Delta could be your perfect match of recruitment agency website designer, we’d love to hear from you. Get in touch with one of our recruitment tech experts on 08000 199737 or sales@reversedelta.com.

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Google for Jobs being investigated by EU over anti-competition allegation

By Peter Morrow   August 29, 2019  
Google in trouble for using its market dominance to promote its own search tools ahead of established job aggregation sites. A complaint made by twenty three jobs-search sites at the beginning of August has asked the European Commission to temporarily order Google to stop anti-competitive behaviour, while it investigates the issue.Since its launch, numerous complaints from rivals have alleged anti-competitive behaviour, deliberately pushing them down the search ranking, increasing their costs, stealing users and ultimately affecting their profits.Alternative views suggest that Google has brought competition back to the job advertising market and the benefit of recruiters seeing better matching of job seekers to jobs.Google for Jobs - launched in 2018 in the UK - places a widget at the top of searches, that filters and saves vacancies aggregated from many sources. For businesses to have their jobs advertised on Google for Jobs, they must present the job details using ‘schema microformat’ on their website for Googlebot to read them. While many job-search sites charge recruiters for advertising their jobs, Google does not ...although competitors point out that after the opening shot to gain dominance in the job market, it may start charging for advertising to create a revenue stream.Savvy recruiters have seen an opportunity to cut costs (a competitive advantage) and reduce their spend with job search sites while ensuring their recruitment websites are compliant with the Google schema.Google for jobs image Fall out There are indicators that some competitors have seen a decline in traffic. Recruit Holdings (owner of Indeed) has lowered its forecasted sales for 2019/20, while traffic has declined 5% since 2016. Steps taken by the company include boosting advertising.While Monster has seen an increase in traffic by conforming to Google for Jobs requirements. Steps taken by the company include asking recruiters to improve the content on their job postings to generate more clicks. Our guidance here.Google has been under pressure from the EU and other regulators for anti-competitive practices before. The EU has previously fined Google a total of £7.64bn, in similar anti-trust cases.The EU has spoken to Google before about its job search tool and the company stated it had made changes, linking directly to job offers available on a single site and offering direct links to third-party job sites.Despite the threat of large fines, Google for Jobs is here to stay!If you’re interested in having a website that works with Google for Jobs, call one of our experts on 08000 199737 or email sales@reversedelta.com.More here: https://www.bbc.co.uk/news/technology-49483655 https://www.reuters.com/article/us-eu-google-antitrust/eus-vestager-checking-to-see-if-google-favors-own-job-search-tool-idUSKCN1VH133
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10 tips on creating a recruitment website in 2019

By Peter Morrow   January 29, 2019  
You’ve decided to go it alone and start your own recruitment business. Among the many things on your business plan is to have a website built. This opens up a number of questions, such as how much will it cost or will it integrate with social media, or can I manage my candidates through to placement?Below are 10 tips of what to look for when creating a recruitment website in 2019:Avoid web designers who will build you a good looking website, but won’t give you specialist functionality. Look for an experienced recruitment web design business instead, who really understands the market and the functionality you need.Choose a business that has an in-house brand designer that can help with your brand. How your branding looks is something you should be passionate about getting right. It helps to have access to a professional rather than a relying on a developer interpreting what you want.Functionality should allow you to create job descriptions, and work with styles, images and video in a simple CMS. Additional options of having client sites or micro-sites is useful when you have preferred partners. You should expect that your jobs are posted to Indeed and other free-to-post job boards, as well as posting on your new website, and being visible in Google for Jobs. Integration with social media is to be expected.  Attracting prospective candidates to your website is only half the journey. A candidate will expect the website to work on any device, the ability to upload a CV quickly, speedy sign-in using their social account. You should expect the candidate portal to be able to capture personal details as well as job experience and skills, but not be too onerous to discourage quick sign-up.  With smartphone use on the up, make sure your website works well on mobiles too. Often candidates will not have a CV to hand so make it easy for them to apply, using Dropbox, iCloud or LinkedIn; or make the CV optional on mobile -- you can always get it from them later, but they may not come back if you don't let them apply when they are 'in the moment'.Your website should give your recruiters the functionality to review prospective candidates details & CVs and make contact either by email or social media. The candidate database may need additional fields for recruiters to capture relevant details that will help maintain your talent pool for future reference.Security should be taken seriously, it’s your reputation at risk. Things to look for include uptime monitoring, virus protection, timely security patches of operating systems & apps, penetration & security testing, use of secure connections, encryption of your database, best practice password storage and authentication.Look for businesses that offer a dedicated support team as part of your contract. You want them to be there in a month, a year ...as long as you need them.The domain name is yours. Make sure you own the account, by having it registered to you or your business name and having a strong and safe password.Think about future expansion - the ability to be able to run multiple sites from your website and multiple language sites if required.Lastly, experience counts for delivery of your website! Avoid those that offer fast solutions in a few days, as you may spend a lot of time solving problems post go-live or even worse have website that doesn’t do what you wanted it to. Look upon time as a friend, it will allow you to think and discuss important decisions. Depending on the size of the solution, expect 4 weeks to 4 months timewise to create your new website!Get in touch with your aspirations for 2019! Contact Peter Morrow on 08000 199 737 or email peter.morrow@reversedelta.com
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Life in a post GDPR world

By Steve Riley   July 12, 2018  
Now the dust has settled and we're almost 'back to normal', where do we stand?We'd all known that 25 May was coming for at least 2 years but it took a deadline to focus minds and be the catalyst for activity.We're all familiar with the deluge of "We'd like to stay in touch" emails from people we'd once bought something online from and long ago forgotten. Most of these arrived in the last 2 weeks before the deadline.We started quietly upgrading websites in 2017 to be compliant with the new regime. We took guidance from all corners for best practice, not least from the ICO, to ensure the things we put in place were shining examples of good practice. Our recent software platform releases have been compliant from the start but we still had a backlog of established sites to upgrade.GDPR brought new responsibilities for website owners (clients) and website builders (us!) and rightly put a lot more power in the hands of end users. This caused us a lot of short term pain but we knew it was the right thing to do. As an aside, it was interesting to see the range of attitudes amongst clients to the new regime. These ranged from embracing wholeheartedly and seeing an opportunity to cleanse their database and position themselves afresh as ethical recruiters, through painful but necessary, right through to refusal to engage and burying their heads to the implications. What should you look for in a supplier? Someone who will work with you in partnership. Someone who is open and honest about their software and how it holds sensitive data. Someone who is committed to 'doing the right thing', even if it's not always the most convenient thing. What next? Be vigilant. Be honest, if you have a data breach report it through the proper channels. Although there are potential fines for infringements these are unlikely to be used against smaller companies showing they are trying to follow the rules. The ICO has said that they will follow a 'carrot before stick' approach encouraging good behaviour before punishing bad. The legislation is new and there is little case law - this will only emerge over time. But examples are only likely to be made of large organisations being demonstrably careless with personal data.Take GDPR as a realignment of your responsibilities to candidates. Personal data rightly belongs to the individual and they have a clear right to control that data. We've had the Data Protection Act for 20 years now and we should all have got used to thinking 'privacy'. The new regime merely extends the previous legislation and puts more power in the hands of individuals.
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GDPR preparation and your website

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

Summary

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

Further resources

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

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

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15 years of revolution

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

By Dave Haygarth   February 3, 2017  
Been a busy January here at RDHQ and a particularly busy end. Two or three very nice sites have gone LIVE in the last few days and that's always a satisfying water shed. Each one with a different designer too - keeping our design portfolio fresh and avoiding that 'samey' look that some of our less passionate competitors seem to end up with.There's sadly more 'skyline' photos though on so many sites. We obviously give content-management to all our clients and need to listen to their wants, but it saddens me a little that people seem to put a city skyline photo on their site as soon as they're let loose on a content-management system.  Opinion, I know. They seem so dull and unimaginative to me. I know that our designers and my colleagues alike would happily never see a stock photo of a city skyline again.Anyway - check out the latest here in our design portfolio and just imagine what they might look like without a city skyline....
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Thanks for a great 2016!

By Steve Riley   December 22, 2016  
As we start to pull the shutters down on 2016 we'd like to say a very big THANKS! (And if you can't be at least a little bit cheesy at this time of year, when can you?)Thanks to our clients, partners, suppliers, associates, and the army of geeks, designers, writers, managers and all the other multi-talented portfolio of skills and services that make up a modern, connected world. If you look back to where we started almost 15 years ago, some of what's possible now would be dismissed as pure alchemy and dreams. The 'blue sky' is increasingly routine.It's been a busy 2016 here at Reverse Delta and 2017 is already shaping up to a flying start, with several new sites revving up to go live. We're all busy, you're all busy. Sometimes we forget what we're here for, so we just wanted a moment to thank all the amazing people we've worked with in recent years.Ours is a techy business and it's easy to see everyday working life as a series of problems and headaches. But heck, if it were easy someone else would probably be doing it just as well, or better, or cheaper!It's worth a moment however, to focus on solutions. When we deliver a site we know it's going to work well and that goes from the basic right through to the full custom. What that means in turn is that our clients look better and deliver a better service to their own clients. And (here's the cheese again) in a lot of cases it can lead to truly life-changing transformations. In recruitment, our software has processed millions of job alerts, hundreds of thousands of job applications and countless job changes in the past year alone. It's big stuff when you think of it like that. It's nice to play a part. Here's to the next 15 years! 
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In the long run: Dave Haygarth’s epic run plan for December

By Dave Bancroft   December 2, 2016  
Our operations director Dave Haygarth is undergoing a bit of a tough challenge this month. In support of the M3 Project - Dave started off yesterday (1st December) by running a mile. No big deal, I guess, for many people. But today he will run two miles, then three miles on the 3rd December, up to a rather leg-pounding 16 miles on the 16th December, before going back down to 15, 14, 13, etc - running 7 miles on Christmas day and reducing day by day until a final single mile on the 31st. In total, the 256 miles will no doubt take its toll, but in particular, that middle 7 day section will include 99 miles of running.For over twelve years, the M3 Project has been providing housing related support to young people aged 16 -25. They support single young homeless in supported lodgings and homeless teenage families - be they single parents or couples. They're close to Dave and to us all here at Reverse Delta, as a long-standing client. We will be supporting the M3 Project by donating to this cause instead of printing and posting Christmas Cards.You can read more day-to-day on Dave's progress here on a micro-blog and more on the challenge here on the M3 Website. Both of those pages contain links, if you would consider making a donation - every penny is appreciated, of course.

What does success look like?

By Dave Haygarth   January 9, 2015  
Make a New Year's Resolution you can actually keep!As we saw in the last blog update, your website is never truly finished. You need to keep on top of your website and keep feeding it interesting new content, both for your readers and for the search engines. Broadcasting on many channels If you’ve embraced social media, you can create a virtuous circle by reusing or linking the same content in different ways — your core website, your Facebook page, Twitter, LinkedIn, email marketing, etc, etc. So what can you do? Work at keeping your content fresh Search engine optimisation is not about gaming the system with clever tricks, it’s about a steady drip of interesting content. If you’re interesting to people, you’re more interesting to the spiders. Adding regular point of view content to your site — eg blog updates — helps position you as useful experts in your field and distinguishes you from the competition.   Use a tool Use one of the growing number of tools that measure how you’re doing and how that changes over time. Some examples:Woorank (woorank.com). This tool gives you a snapshot of how well your site is doing for SEO, mobile, usability, technologies, social and traffic. Clarity Grader (claritygrader.com). This tool focuses on the language and clarity of the words on you site — overuse of passive language, complex sentences and other measures. You need to register but there’s a free trial. WordPress users can use a plug-in to do a very similar thing. W3C Validator (w3.org). The W3 are the guardians of web standards. This tool focuses on the validity of your code markup.  No site is ever truly perfect (we learned some useful things about ourselves reviewing these tools). You can spend a lot of time and go slightly mad trying to optimise for every single metric, but a combination of tools can give you a good idea of how you’re doing. If you’re really interested in these, we can point you at several more resources.   Ask an expert to review your site Reverse Delta is one such resource. Others are available of course.  Take-away messages:Content. Focus on your readers — what’s in it for them? Think about how well your site is doing six, twelve and eighteen months down the line after going live. You might use a tool to help with this. Keep at it. 

Employers asking candidates for Social Media passwords during recruitment process

By Dave Haygarth   May 22, 2012  
It seems that employers in the US are being rather invasive with regards to vetting candidates during recruitment and interview processes. We all know that prospective employers will potentially look at candidates facebook pages or twitter accounts to attempt to get a better insight to their prospective employees. However, recently stories indicate that there is now an increasing number of companies who actually want to have the passwords for candidate social media accounts so they can login and "have a look round" at information not normally available on public profiles. This is being done through direct questions on an application form or during the interview process, with some interviewers asking the candidates to login to their accounts there and then.  Other methods involve employers asking the candidates to "friend" a member of the the HR team so that they can see the information normally reserved for people considered as a friend. Is this invasion of privacy or legitimate screening of a candidate?  Probably both depending on the circumstances and position being applied for. One thing for sure is that people are bound to have very strong views on this topic and this debate will surely be another 'battle' over privacy on the internet. You can read the full story here.