Category: Internet trends


Cybersquatting… what to do if someone tries to offer you your company’s domain name

By Dave Haygarth   October 16, 2018  
What is domain squatting or cybersquatting? Domain squatting / cybersquatting is where someone registers domains a domain that are closely related to a trademark or brand, with the intention of selling them – not using them. For example, a registrant might register “” in hopes that your company, using the names “” and also owning “” would want to ensure that nobody starts trying to act as you. That’s got to be worth something to you, yes? This type of Bad faith domain squatting is illegal, but can still be expensive to resolve through legal channels.What is the difference between domain speculation and squatting? There’s no single, definitive (i.e. legally binding) definition, but generally squatting implies “bad faith” intent on the part of the person or company that has registered the domain. That means they have no interest in or intentions of creating a website for the domain or otherwise using it (like it becoming the main web presence for their business). That person just bought it to sell it for more than they paid for it. Domain speculation, on the other hand, involves registering domains that might be useful or of interest, but which don’t block an existing trademark or brand. For example, instead of registering a variant of an existing company’s domain, a domain speculator would register something more general, like “”, in hopes that some domain registrar might want it. Speculators are often more open about the fact that the domains in their portfolio are for sale, as well. Whereas squatters might set up a basic page to make it marginally look like the domain is in use, or create a parking page (a temporary page, usually used to as a placeholder until a real site is ready) full of ads to try to get click traffic for extra revenue until they can sell the domain. Domain squatting, if a person’s or company’s actions are deemed to be that, is illegal. Some countries have specific laws against squatting that are more specific than standard trademark law. However, since the internet is a global entity, issues of jurisdiction can arise.Is it actually for sale? It’s always worth checking if the domain you’re being offered is actually for sale on the open market. We see a lot approaches along the lines of “We’ve been asked to register DOMAIN-XYZ.COM for a client but I wanted to offer it to you first, as it’s similar to your current domain. We can offer it to you for $200.”You probably don’t need the new domain but if you do go direct… often the domain is unregistered and freely available on the open market for less than $15. Check on do I do if someone has registered a domain with my trademark? Follow the instructions outlined in ICANN’s Uniform Domain-Name Dispute-Resolution Policy (UDRP). Consulting your solicitor lawyer may also be useful in ensuring your case is as strong as possible. Note, however, that even though you own the trademark, a domain squatter will still likely fight to keep the domain, since it was purchased in the first place to make money. Getting the domain name may be expensive, but if you own the trademark, you have a good chance of getting the domain from the squatter. Really, it comes down to whether it’s worth the trouble.

Moz’s “SEO “Dinosaur” Tactics That You Should Retire” – a great read.

By Dave Haygarth   September 20, 2018  
I try to avoid just reblogging others' content but draw the line when:I really know that my readers are not likely to see it elsewhere I know that my readers are really in need of seeing it It's very good!So with that in mind, I want to show you the latest thinking from the SEO people who are not as hard of thinking as some of the other 'SEO People' who are so willing to give you that free report of how your site is under-performing.Rand Fishkin from Moz - people clever SEO guys - has done a great Whiteboard Friday piece on trying to get you to not focus on outdated things and look at what's really important in today's world.He blows some good old fashioned cr*p out of the water like " obsessing about keyword placement in certain tags and certain areas. For example, spending inordinate amounts of time and energy making sure that the H1 and H2, the headline tags, can contain keywords, making sure that the URL contains the keywords in exactly the format that you want with the hyphens, repeating text a certain number of times in the content"A very good watch - and read the full article hereMoz Whiteboard Friday - SEO Dinosaur Techniques

Preparing for GDPR

By Steve Riley   November 30, 2017  
New GDPR legislation is coming in May 2018 and will affect all digital data businesses (you're a digital data business by the way, whether you realise it or not!). The change extends the current Data Protection Act, 1988 in the UK and is unaffected by the decision to leave the European Union.The change has been signposted for some time but it's only now that many organisations are waking up to the implications. Reverse Delta has been working hard on product changes to support client's obligations under the law and has started discussions on rolling those changes out to the client base.It's important to note that Reverse Delta and our software is part of the solution for our client companies — it's not the entire solution. Your business will have data protection concerns beyond your use of FXRecruiter ...just thought it worth pointing out! This advice relates to Reverse Delta's recruitment clients but much of the information is also relevant to anyone with a website holding personal data.Data requests Do you want an electronic copy of your data? This generates a request to your site administrator by email for an electronic copy of the candidate data. It is your responsibility to supply that data.


We don’t anticipate heavy use for this feature but it must be available.Tip: this one’s a manual process. The request creates an email request to the site admin email address. You need to supply the candidate with a copy of their candidate record from FXRecruiter AND any other information held electronically elsewhere in your organisation (we can’t help with this part!).


Delete my data Candidates must have the ability to delete their account completely – the ‘right to be forgotten’. All websites must have this ability. You also need to be able to do this on their behalf. The candidate dashboard has a Delete Account function. The Delete action is not reversible.


 You can login as the candidate and use the same Delete function on their dashboard or you can use the Delete function from the FXRecruiter Admin panel.  Where an account is deleted, all records of applications still exist but any personal information is entirely wiped from the site’s database.Tip: this is a one-time only function. Deleting the account is not reversible – it can’t be reversible under the terms of the legislation.


One-click unsubscribe Candidates must have the ability to unsubscribe from email alerts easily. We make this as simple as possible by adding a one-click unsubscribe to the bottom of every email alert sent.


The unsubscribe takes candidates to a personalised web page showing their current subscriptions to confirm their removal.  Because the page is personalised, candidates don't need to login with their email address and password.Tip: remove all or fine tune from the same place. Candidates can also fine tune their preferences if they don't want to be completely removed, eg stop alerts for 'Digital Marketing, London' but keep the subscription for 'Marketing, Manchester'


Lazy email alerts Candidates can add their email addresses to be notified of job alerts without going through the full registration process. You will need the ability for these candidates to be deleted from your system.


These candidates have given you their email address but are not registered with you, nor have they applied for any jobs.Tip: people are lazy and need things quickly. We give them a link in their email alert to unsubscribe and totally erase their email record from your site's database.


Registration form CMS element We provide a CMS element that is shown as a preface to the ‘Registration’ or ‘Upload Your CV’ form. You can customise the text to reassure candidates that you are safe custodians of their data and correctly respect their privacy under GDPR legislation.


This is a simple option and we give you a 'get you started' boilerplate text, covering the basics. If you want to customise the language to your brand, that's fine — it's all in the Admin system for you to get the message just so.Tip: keep the message simple. Keep it compliant but friendly, so candidates aren't intimidated by the small print.


Extra tickboxes Related to the above. Your site has extra tickboxes, for example a sign-up to newsletter or blog updates option. These are also covered by GDPR and candidates should be able to manage each type of subscription separately.


For example candidates can unsubscribe from email alerts once they’ve found a job, but stay on your newsletter distribution list so they can stay in touch. They can do this in the Candidate Dashboard.Tip: let candidates and contacts fine tune their own preferences. They may have found a job now but want to stay in touch with you. The more people read your updates the better positioned you’re organisation is. If they share, even better.


  And finally... This advice covers only the information held in FXRecruiter. You must also consider anywhere else candidate data is held within your organisation and have processes for managing it. This includes data exported from FXRecruiter and now held elsewhere. For example, candidate data exported to Excel from FXRecruiter. We don’t control that data, but you are still responsible for its management. Premium service We can work with clients to customise the end user experience and admin to be exactly how they’d like it. Contact your account manager or support.   Resources from our FXRecruiter site Candidate data requests Delete my candidate data Lazy email alerts Registration form CMS element Extra tickboxes One click unsubscribe 

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.


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:
From the recruitment industry:

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


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

Should my site use HTTPS?

By Steve Riley   January 16, 2017  

Apologies for a more technical post this time (we're web geeks after all!). In this post we'll be looking at the type of server your website sits on.

Around 85% [revised 2020] of the world's websites use the HTTPS protocol and this figure is only ever going to grow. The HTTPS protocol is considered essential for ecommerce and other sites sharing personal information. It gives a layer of security over and above the more common HTTP protocol. For the latest version of our own Reverse Delta site launched recently, HTTPS was a key criteria in the design.
What does it mean in practice?
The extra security layer means data is transmitted in encrypted form across the internet, making it unintelligible to anyone that might want to intercept it. A non-issue you might think for information that is by definition public — your website is on plain view for anyone to see after all. You want it to be seen.

Where it becomes more important is where you're transmitting more sensitive data across the web — contact form submissions, etc. Some of our clients use online reference forms — that information definitely needs encrypting.

Our recruitment websites all feature candidate logins and personal dashboards, so this is a strong pointer towards adding the security layer. It looks like the Chrome browser will start adding a warning flag for non-HTTPS sites asking for a login, which may ring alarm bells for candidates. [Update: these warning are now being shown and causing a gradual erosion of confidence from site visitors.]
Will it help with search?
It is likely that moving to HTTPS will give you a small but noticeable SEO boost, certainly with Google ...and Google is almost synonymous with search for most of us.

This SEO effect will become more significant in the future. Not so much that you'll gain bonus points for using HTTPS but rather the more common HTTP protocol is likely to be gradually marked down. Which largely amounts to the same thing.

There's an analogy here with the way mobile-friendly sites are now identified as more attractive by Google. Nowadays, it's a given that your site should be mobile-friendly. We see use of the HTTPS protocol going the same way in the future.
How do I do it?
We don't expect you to do all this yourself, but this is the process in outline:

Purchase and install an SSL certificate at the hosting end
Create a dedicated ip address at the server for your site
Change the DNS settings of your domain control panel
Ask us to put the site behind HTTPS

It's not super-technical but does need co-ordinating carefully to avoid downtime. Let us know if we can help.


Revised 2020: 82% of internet users won’t even browse a website that’s not secure - one without an SSL certficate.


Mobile overtakes desktop

By Dave Haygarth   November 3, 2016  
They predicted 2016 a long time ago and in October 2016, it happened. 51.3% mobile and tablet browsing and the desktop’s at 48.7%.  No surprises, really. Not if, but when... etc.It's an interesting landmark though.  Especially for those of us who, to our shame,remember the birth of the internet know what a dial-up modem sounds like still (to their shame and disgust) spend most of the day in front of a desktop device.The web is truly mobile now. If we include the internet of things, then desktop computers are as good as gone. Aodhan Cullen, chief executive of StatCounter, said: “This should be a wake up call especially for small businesses, sole traders and professionals to make sure that their websites are mobile friendly. Many older websites are not." We've been saying this for... well .. it seems like too long now. "Is your website mobile friendly?" may as well now be replaced with the much simpler "Is your website friendly?".Please stop looking at your website as some poster displayed on a large screen to impress your clients and start thinking about it as the powerful, portable app it truly should be, and get it earning for you. Contact us to find out what to do next!

Great blog post on designing for mobile

By Dave Haygarth   February 12, 2016  
We just wanted to share this insightful post from elsewhere on designing for a great mobile experience: "Fifteen years ago, undergoing a website redesign was a much more straightforward endeavor — you simply decided how your desktop experience would look, organized your content accordingly and built out the website. Unbelievably, some websites still lack a true mobile experience, whether that’s a separate website redesign altogether or a well-planned responsive design." >> Read the rest of the piece hereIt's only a short read, but here are a few key points:Make it responsive Simplify What works on desktop doesn’t always work on mobile Don't fear the scroll bar Test, and test again...take mobile seriously - don't simply show a stripped down desktop version.It's a message that rings true here at Reverse Delta, where we've been banging the drum for responsive design and careful mobile layout for years now.In the recruitment sector we're now seeing over 50% of activity coming from some form of mobile or tablet device, so they're not users you can afford to ignore. 

The long, slow and painful death of Microsoft IE8

By Steve Riley   January 7, 2016  
If you ever get chatting to a group of web developers (poor you!) it won't be long before they start moaning about the difficulty of supporting multiple browsers and browser versions.Developers have long since got used to working around each browser's foibles and quirks, to make everything appear seamless to end users. But that job might just be about to get easier as Microsoft ceases support for Internet Explorer 8, 9 and 10.This move leaves Microsoft users the choice of IE11 and the excellent new Microsoft Edge browser, launched alongside Windows 10.A final security patch will be issued 12 January and that's your lot. It won't suddenly disappear or stop working but you'll be nagged to upgrade. Any bugs will remain unfixed and security holes unfilled.The move was long-flagged by Microsoft, announced in April 2014, and organisations should take this is a cue to UPGRADE. Some large corporates have a habit of locking down their IT infrastructure and sticking with old software long past the sell by date. This has always been more about convenience for the IT department than the end user experience.This is finally the prompt to upgrade old, creaky systems. If for no other reason than you'll leave yourself exposed to security flaws in the future.Bear in mind that IE8 was launched almost 7 years ago — almost an eternity in Internet Years. Do yourself a favour and upgrade your browser if you're still running one of these dinosaurs!More here: Microsoft end of life notes

Banging the mobile drum — is your website in tune?

By Steve Riley   July 3, 2015  
At the risk of banging an all-too familiar drum, we've just stumbled across some interesting data from the Indeed blog.You've heard us urging you to stay tuned to the growing trend towards mobile use before. It's a trend anyone in recruitment simply cannot afford to ignore.Even in 2014, Indeed reported that 50% of job searches were on mobile devices.This statistic almost exactly matches our own analysis of 100,000 website visits across dozens of our recruitment sites (Indeed boast around 140 million unique monthly visitors).But it goes beyond absolute numbers: "Employers who accept mobile applications receive twice as many quality applicants."  You get more and better candidates by designing for mobile.Competing for the best talent means reaching high quality candidates in a way that suits them ...even if this is 8pm Sunday night on their iPhone. So a great recruitment site needs to be:accessible slick touch-friendly fast to load fast to apply able to use CVs stored on the cloud ...a great user experience.If you were ever in doubt that you need to design and build a mobile-friendly or responsive site, stop doubting right now. Start planning for a new website.    Sources: 

‘There’s an App for that!’

By Dave Haygarth   June 23, 2015  
Of course there is, there’s an app for everything. But should there be? Should recruiters develop their own mobile app? We build websites for a living; we've built apps in the past and no doubt will build them in the future. We get asked about building ‘something a bit like the website, but downloaded from the Apple store’. We can, but it’s worth asking whether an App really is the answer.There’s an element of ‘me too!’ about some client requests — they feel they ought to have an app in their digital strategy, but aren't quite sure why. Everyone has an app, right? They must be good. Some probing teases out at least a couple of reasons:use on mobiles use away from an internet connection.Let’s take those two in turn…All our recent websites are built to work very, very well on a smartphone or tablet. We’re not one to slavishly follow trends, preferring a more measured view — if it doesn't tick the boxes for usefulness, longevity and great user experience, we're out. But responsive design is one movement that will not go away. It won. Responsive design means a single site that works well on a mobile and desktop.Who really is away from an internet connection for long these days? And if it’s a killer consideration, your app starts to need all sorts of local storage intelligence building in that starts to make it quite top heavy. In recruitment the core functionality is about communications — applying for jobs, registering with an agency, sharing social links – no getting away from the need for a connection there.So yes, you can build an app for the recruiting process, but it might well look a lot like a website …so why not build a really, really good website that focuses on a superb user experience?Which brings us to our next stumbling block - why maintain two things when you can maintain one?You still feel an app might have some value? Are you also happy to double your development costs? Are you happy for the functionality to be frozen in time, or are you willing to embrace the development costs of adding new features in both your website and your app?We'd say you absolutely need a website, what’s in doubt is whether you need an app as well. Just a few of these reasons should be compelling enough:Immediacy – your website is always on, no downloads Compatibility across devices — no fiddling with Android, Apple & Windows versions Findability – your users’ first port of call is search, not the App Store. Google doesn't care about your app Upgradability – update quickly and once only. Build your website with a good CMS and you can do much of this yourself, without going back to the developers. Try that with an app ...and then watch your users have to upgrade Sharing – everyone shares links via email, text, Facebook & twitter. An app simply doesn't work like that – you won't get any incoming app traffic from email marketing, etc. Open web – the web is open to all, not a closed Apple ecosystem (Windows, Android, etc) where your app could be pulled on a whim Lifespan – no danger of your website being deleted when users are short of space! Techcrunch found the average life of an app depressingly short: by 30 days, less than 5 percent are using the app Reach – your website has broader reach than an appPerhaps the most important point is effort — time and cost! A website is likely to be easier and cheaper to develop.We'd like to convince you that well designed website is an app in your pocket, that doesn't cost more for a slightly hamstrung feature set. If you're a global brand or one of the big job boards, an app might be right for you, but for the majority of recruiters and SMEs, a website is the better choice.Get in touch to find out more.