Category: Online Recruitment

In conversations, I’m often asked by recruiters what makes a best-in-class recruitment website?

In a nutshell, the recruiter is thinking… “Deliver more, high-quality candidates and generate more client leads.” However, we need to flip the perspective to think like your clients and candidates.

They’re thinking… “What makes your agency the best choice?” in a busy marketplace.

At Reverse Delta we add value by working out what it is that sets you apart from your competitors. We listen and ask loads of questions, such as “what makes your agency special?”. 
It’s not what you do – the jobs and clients you have, your sector expertise, global presence, years of experience… Others have those too. Or could get them.
It’s how you do it. Not structure, systems and processes, but what you’re like to work with: your approach, how you deal with candidates and clients. This can never be successfully copied.
It’s the experience you provide for candidates and clients that sets you apart. And this is what your bespoke, on-brand website should bring to life.
What makes a best-in-class recruitment website?
We will work with you to develop a compelling, powerful narrative theme that paints a picture of what you are like to work with. This is important for clients as reputation, experience, knowledge and expertise count. Beyond these, what tips the balance is your approach. Clients want to understand:

The way in which you go about business
How you will seek to understand their corporate aims, objectives and cultures to ensure best-fit hires
How you will represent and further their employer brand to candidates
What your culture is like, and what you will be like to deal with on a day-to-day basis.

This is important for candidates – beyond the jobs you have available and your reputation, high-quality candidates want to be sure that you 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
What sort of workplace culture drives and makes them happy
Their unique longer-term career aspirations
And they want to get a sense of how you will seek to build trust and understanding with them.

As we know, candidates become clients and vice-versa. Both are seeking the same thing – a relationship carefully built and nurtured on understanding, trust, advice, emotional intelligence and effectiveness. You need to paint a picture of all this through your website content.

At Reverse Delta we believe the following mix makes a best-in-class recruitment website:
1)      Creative Strategy
The foundation for success. Together, we need to develop a compelling, authentic theme before we build all of this…
2)      Content & Design
It’s okay to show off! Because if you’re not clear about what makes you the best choice, how can anyone else?
3)      Technology
The secret ‘sauce’ behind the scenes that gives you the edge. And with a roadmap that keeps your team ahead of the rest.
4)      Customer Service
We’ve got your back! With proactive, can-do Tech Support, Creative Services and Account Management
We want to develop a long-term partnership with all our clients, with service at the heart of all the things we do. From the first contact and through everything we do.  
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 build a best in class recruitment website. We have packages to suit all budgets and drive your competitive technological advantage over your competition in converting the best talent. reversedelta.com/contact  or call 08000 199737.

Mid-week I spoke with a recruiter who had plenty of candidates but was struggling to find clients. In the current market this was an unusual conversation, but one that ended up being a fruitful discussion.

The customer spoke of doing all the right things but the response so far was poor.

We reviewed their current recruitment website together. The website was a number of years old and had not been updated whilst their business had grown substantially in recent years, including a few acquisitions. As a business, they had established that their current website didn’t convert clients.

This article is about how Reverse Delta aims to add value to your content and design for your bespoke custom-designed recruitment website.
Adding value beyond technology and design
We know that your recruitment website needs to be as unique as your business. That’s why our consultative and proactive approach combines industry-leading tech with the flexibility to build you a website that exactly fits your business – not one that constrains your business with a one-size-fits-all solution.

What’s more, we know you’re looking for more than just technical and design expertise – you need a trusted partner that provides great aftercare and customer service, that shares valuable insights with you and brings you ongoing innovation to keep your business ahead of your competition.

In building your employer brand we aim to develop a strong compelling narrative or theme about your business. Our team has a great deal of experience assisting with this.
Positioning you as trusted partners in the field of talent acquisition for your specific sector(s) or industry is key to building trust.
We aim to pull out your story, history and expertise and present that to your prospective clients to convert client leads for your business.
We recommend a strategic content plan, expanding your theme and resulting in engaging, meaningful content (especially videos).
We will discuss your strategic content plan in-depth with you and are always available to offer creative services such as copywriting, brochures, white papers and blogs. Our advanced Content Management System (CMS) enables all of this across pages and posts.
Meaningful, engaging content is crucial – that demonstrates deep sector knowledge and shows an understanding of current client-focused issues
PDFs are good (people like to download and keep) but should always replicate hosted content, not be instead of.
Clear engaging client-focused calls-to-action and contact forms on all client pages all encourage contact.
Up-to-date, meaningful content is key. Our blogging technology allows case studies and recent placements to be easily managed as blog categories and presented anywhere on the website to complement related content or jobs.
Use of gated content and lead magnets that add value for clients in exchange for contact details.
Close consultation with your team.
Deliverable website specification and design brief

Our experienced team aims to add value by working with you to showcase the experience you provide for candidates and clients that sets you apart from your competitors. And this is what your website should bring to life to attract, engage and convert prospective clients.
Generate client leads for the business
Our recruitment platform FXRecruiter helps convert clients with great features outlined below:

Contact forms – recommend placing on all client pages
Meet the Team pages – recommend video profiles
Advanced blog and content marketing
Gated content - to generate lead magnets
RPO / Client microsites – recommend dedicating to your best clients
Candidate Board – showcase your talent to your clients behind gated sign-in

Creative strategy and content plan
We offer enhanced creative strategy and content plans. Including

Discovery meetings with senior personnel
Discovery workshops with a selection of your team 
Creative strategy reports
Client and candidate experience definition
Website content plan

As well as providing the foundation for genuine, meaningful content, clients have said they’ve found the process of discovery activities and creative strategy in itself to be of real benefit and value to their business.

Make contact today with one of our experts to discuss your challenges and learn more about meaningful content - reversedelta.com/contact  or call 08000 199737.

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.

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.

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.

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

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

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

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

Start optimising your job board here!

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.

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.

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

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

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

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

2)  Good for SEO

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

3)  Cost-effective

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

4)  Domain hosting options

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

5)  Security

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

6)  Shareability

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

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

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

Get in touch with us here.

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.

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

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

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

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

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

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

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

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

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