Category: Recruitment and job boards

Improving your speed to hire

By Peter Morrow   July 29, 2021  

Improving your speed to hire is critical in a candidate-driven market.
Nobody benefits from a long, drawn-out hiring process that takes months and months. It costs more for the client. A slow speed to hire causes anxiety for the candidate (during which time they may find another position). And it’s not suitable for the recruiter, who comes off looking indecisive.

There are, realistically, only a handful of roles out there in which you’ll want to take your time hiring — but these are few and far between. The recruitment agency that can employ quickly can choose to slow down if the client wishes, whilst the recruitment business that takes time to hire can’t suddenly go any faster than they’re already going.

 
Why speed to hire matters
The hope is that the economy will swiftly rebound in the latter part of the year as COVID restrictions ease and the vaccine drive increases. July has already seen a record of weekly available job postings. In the coming months, employers will look for recruiters who can rely on agencies with a proven track record of delivering quality results within strict deadlines. Employers will be looking for recruiters who can give them a competitive advantage.

Any recruitment agency should aim to hasten their speed to hire process. Creating a hiring process that is swift and easily accessible will pay benefits. At the same time, building a large talent pool will attract clients aware of your industry knowledge and hoping to tap into it to find the right candidate to help them grow. In short, being able to place candidates quickly is an essential component of the recruitment industry.

 
Five tips to improve speed to hire

Make it as simple as possible for candidates to apply for jobs on your site:

Which candidate wants to spend another half-hour filling out the same information (that’s available on their CV) form-by-form on your site when simply uploading a CV is enough?

Use easy-apply options such as Apply with LinkedIn and Apply with Indeed:

As above, making it as simple as possible for a candidate to apply makes their lives easier and helps your talent pool grow. Struggling with the tech side of things? Our FXRecruiter software is here to help.

Include register for job notifications on your recruitment website and nudge your job seekers along the process:

Job notifications act as a lead capture that provides easy-to-reach contact information on job seekers. If they fit the bill for a new position that they’re ideally suited to, they can contact you immediately, putting them straight in the running for the new post and helping you retain a hard-won potential candidate.

Highlight pay and benefits at the top of job descriptions:

Candidates are attracted to good jobs, with good salaries and good benefits. It might sound glaringly obvious, but if you have clients willing to provide a great place to work, then that client will also be in a prime position to find great candidates. Highlighting those benefits at the very start benefits everybody (and it also stops overqualified candidates applying, unaware that the job is unable to pay them what they’re looking for).

Time-saving automation with integrations

Reduce consultants manual tasks with integrations between your CRM, ATS or Multiposter and your recruitment website software. Have you thought about integrations with other parts of your tech ecosystem (or tech stack) that can connect to improve automation, such as email automation or chatbots? We can integrate with any partner or provider as long as they have an API.

Speed to hire process — your crucial tool for this Autumn!

list-image

What makes a best-in-class recruitment website?

By Peter Morrow   July 19, 2021  

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.

list-image

Have candidates? Struggling to get clients?

By Peter Morrow   July 12, 2021  

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.

list-image

War for the best talent

By Peter Morrow   July 8, 2021  

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

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

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

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

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

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

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

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

Convert features – turn visitors into placements:

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

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

Retain features – keep in touch and nurture the relationship

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

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

list-image

Simplify managing multiple brands with FXRecruiter

By Peter Morrow   May 17, 2021  

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.

list-image

Activate your passive job seekers with candidate follow-up emails

By Peter Morrow   April 16, 2021  

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.

list-image

One key tip to get more clicks on your job postings: include salary data!

By Peter Morrow   April 16, 2021  

Let’s imagine that you, the reader, are searching for a new job. You find a position at what looks to be a great company that ticks all the boxes you’re looking for. You have all the experience required for the role and to top it all off it looks like the sort of place where you could really thrive and expand on your skillset.

You brush up your CV, proofread your cover letter and you excitedly hit apply. A few days later, a recruiter or hiring manager comes back to you and a conversation starts, and all seems to be going well. Then the recruiter mentions the salary, which was not listed in the job description — and it’s £5,000 per year less than what you already make. It doesn’t bode well and for the serious job seeker, it’s a red flag. Conversation over.

That’s why providing a salary guide is essential to a successful recruitment drive. The salary alone is a big part of why any candidate applies for any position. When discussing a new hire, many clients will focus on the profile of their ideal candidate, with a list of skills and talent that they would like to see from said candidate. In some cases, the conceptualisation of what that ideal candidate might want in return can be lacking — even in a troubled economic market like the one we’re currently experiencing, high-quality talented employees will always have leverage when it comes to negotiations.

Encourage your clients to include a salary guide, even if it is not set in stone for them just yet; a salary guide will go a long way to satisfying the curiosity of said high-quality candidates. Adverts with a salary guide will encourage more applications – and better ones too. A high-quality candidate who is out of reach, pay-wise, won’t have wasted their time on a conversation that ends when the salary question is brought up (which in turns leaves them with a bad impression for the future!).

There are, of course, legitimate reasons why an employer might want to leave a salary guide out of a job description. Some employers believe that it cuts out salary-chasers by focusing the search on those who are explicitly interested in the job. Others believe it lessens the risk of tensions arising between existing employees and the incoming hire. These are valid concerns.

But a job description is ultimately about getting the right type of candidate to apply. A salary guide encourages those who fit the pay grade and are more likely to perform at the level expected, whereas the words ‘DOE’ (Dependent on Experience) and ‘salary negotiable’ won’t work on such candidates. Not only that, but you should consider what other types of benefits the client can offer. Benefits, location, contract type (permanent, part-time, temp, interim), development and career progression opportunities — these are all essential ingredients to finding the right candidate. The more boxes of theirs you tick, the more of yours they are likely to tick.

Our FXRecruiter platform can be hugely helpful in building a job description that job seekers will click on, by making it easy to configure a description to include all the relevant details. Find out more here.

list-image

Spend less time posting your jobs manually and more time actually recruiting

By Peter Morrow   March 22, 2021  

You’ve written a job description based on your client’s brief, and it’s ready to go!

But there’s just one problem. You now have to upload it to all the job boards your agency is on. First, your site. Then LinkedIn. Then Indeed, and all the many other job boards out there. Log in. Copy/paste description. Post job.

And then the candidates start applying. But they’re not all applying from the same place. So you have to import candidate CVs from LinkedIn manually and wherever else they’ve come from into your database. Cue more relentless copy/pasting. Whilst doing this simple, repetitive and mundane task, your to-do list grows — emails go unanswered, candidates don’t get the time they deserve, and mistakes inevitably happen.

Frustrating, isn’t it?

But the answer to this is quite simple. Technology once again steps into the breach and provides businesses with time-saving solutions. In this case, some brands have started utilising integrated multi-platform software that allows you to post a job on your site, which then goes out immediately across all of the job boards you want it to appear on. Applications can be redirected back to your website, ensuring that candidates become part of your talent pool. You are increasing both their chances of landing a great role and your chances of matching them to a great role.

Put simply, integrating your website across multiple jobs boards gives you the chance to save time and effort, improving the bottom line of your recruitment agency. You’ll be able to process more clients, advertise more jobs, and place more candidates with the same number of employees, all the while having an increasingly smooth and efficient workflow.

There are plenty of excellent multi-platform software brands out there, most of whom also provide Applicant Tracking Software (ATS). Brands such as Broadbean, LogicMelon and Idibu offer great multi-poster solutions to the perpetual conundrum of attracting more candidates to your jobs by making it simple to post one job advert that goes out to multiple jobs boards at the touch of a button.

But what about your own site? When it comes to developing your recruitment site, integrating it with any of these brands can be tricky, especially if you’re a non-tech person. Thankfully, that’s one of the many benefits of having Reverse Delta develop your recruitment website. We also offer integrations with Broadbean, LogicMelon, Idibu and many more multiposter providers as well as CRMs. Simply, this means that whenever we engineer a recruitment website, you have the option of integrating it with the multi-posters — meaning one less task for you to think about and one more significant benefit to getting you on the pathway to success. Add a job in one place, it goes out to all the destinations, and all the applications come back to one place. Sounds simple?  Yes - that’s the way it should be.

Find out more about what we do and our integrations here.

list-image

Why aren’t my jobs showing up in Google for Jobs?

By Peter Morrow   March 8, 2021  

A position showing up in Google for Jobs (G4J) is a great sign. It guarantees you’ll see a wider field of candidates apply (and therefore, a better chance of the ideal candidate applying). There’s also the added benefit of it being an excellent passive form of marketing for your recruitment agency, driving extra web traffic to your site. An excellent recruitment website with a well-structured data setup should have few issues having new positions show up in Google for Jobs.
What is Google for Jobs?
As per the name, it’s essentially a search engine designed to show jobs. Google bots crawl the internet, find job positions and then display them at the top of relevant searches. Crucially, G4J is free – it costs nothing for a job to appear, and it costs nothing for a candidate to apply (although there are concerns this may change in the future).

With 52% of millennial job hunters using Google and G4J to search for work (and numbers in other demographics rising), this represents a significant segment of potential candidates. But what do you do if your job isn’t showing up on G4J?
Common reasons why jobs don’t show up in Google for Jobs
One common reason why a job might not show up in G4J is simply that the website on which it's advertised is not optimised for G4J. The schema and the data structure setup of your site may be incorrect for communicating with Google’s bots. This is a problem that we are used to solving, thanks to our FXRecruiter platform for designing recruitment websites.

Other reasons why a job might not show up in Google for Jobs include:
Job location
Make sure your job is set to the right location or remote if appropriate. This will guarantee more applicants from the relevant geographic area.
Expired jobs are still visible
Having expired jobs still visible on your site will ensure Google’s bots will downrank your site (not to mention that any candidates that do find your recruitment site and see a number of expired jobs will be reticent to return). Delete expired jobs every couple of weeks.

 
Posting the same description on both LinkedIn and your site
If you use the same description, G4J will simply merge both into one entry – and may choose to display or redirect to LinkedIn or another jobs board site first. Rewriting the description will help in this regard.

 

Related to this is the timing of posting your job description. If you post it on LinkedIn before you place it on your site, it is likely that Google will prioritise LinkedIn.
Incorrect keywords or a poorly written job advert
Perhaps the most fundamental point from a recruiter’s perspective. Making sure your keywords are relevant to your client’s ideal applicant is vital to making sure your job appears in front of the right people. A poorly written description with unclear definitions will also make it harder for Google's bots to pick up, with fewer high-quality candidates applying as a result.

I wrote a series of blogs on The secrets of SEO success recently. You can click here to read keywords & key phrases, and relevant keywords for guidance tips.

 

Finally, Google doesn’t guarantee that your job data will be shown, even if all the details are set up correctly. This is especially true in competitive industries, there are, after all, only so many entries Google can show!

Looking for more advice on how to make your recruitment website Google-friendly? Get in touch with us here or call 08000 199 737.

list-image

Six tips for attracting new clients to your recruitment website in 2021

By Peter Morrow   January 26, 2021  

When designing your recruitment website, your goal is ultimately to acquire quality candidates and quality clients. Talent begets talent, like a circle. With high-quality candidates on offer, high-quality businesses will come to you. With high-quality businesses on offer, high-quality candidates will be drawn to you.

Your role as a recruitment firm is to be the matchmaker, to create an effective and efficient system that benefits both client and candidate. Key to that is your digital marketing strategy, which will attract your audience to your firm. Your digital marketing strategy needs to showcase who you are, what you do, and what you can offer to your customers.

Here are six quick tips to supercharge your digital marketing strategy this year:

Use social media — especially LinkedIn!
It’s almost impossible to run a business these days without some social media presence. Around 45 million Britons are on social media — the question is, which platform? For recruitment firms, the first choice will always be LinkedIn. After all, it’s the professional network of social media — people looking to apply for jobs will be active on LinkedIn. Building a profile with regular activity will make your firm stand out.

How we can help: We can set up an automatic feed of jobs to your LinkedIn company page. Your consultants can use the sharing buttons on jobs, blogs and news to share content with their own profile pages. Candidates can apply or sign-in using their Linkedin details.
Pay attention to SEO
If nobody can find your job, nobody will apply for it. Consider the keywords you’ll use in the job advert you’re going to build for your client. With the right search engine optimisation, the chances of the right person applying for the job will increase.

How we can help: FXRecruiter will automate much of your SEO, using the keywords in your job titles, their locations and categories. You can also follow our blog for more help and advice — e.g. great SEO tips for your website, writing a great job description.
Optimise for Google for Jobs
Alongside tip number 2, making sure your job adverts are optimised for Google for Jobs will mean that the search engine will index your postings and automatically add them to relevant searches.

How we can help: FXRecruiter already integrates with Google for Jobs so provided your jobs are on your site, they should also appear on Google for Jobs.
Affiliates and testimonials
The best form of marketing is word-of-mouth — nothing beats genuine praise. However, waiting for your audience to start leaving reviews and feedback can take time. Collecting and showcasing (genuine) testimonials on your site is one method. But using affiliates — say, those who are already using your service — and encouraging them to refer other candidates or clients to you via rewards is an even more powerful way of encouraging audience growth. Be mindful of GDPR though, old style ‘refer a friend’ won’t cut it.

How we can help: By building an effective, stylish testimonials page. If you’re looking towards affiliate methods, FXRecruiter is entirely GDPR-compliant, with data security a priority, ensuring that any potential data issues will be covered.
Use content to position your brand
Providing your audience with something concrete that they can gain value from — a video, an article, an interview, or a podcast — gives you a twofold benefit. Not only does it drive hits to your site (especially when combined with effective SEO), it will also position you as an industry leader. Think about the regular publications you read — do you consider them to be thought leaders in your sector? They didn’t become experts overnight. They put the hard graft in to develop that position.

How we can help: In addition to our website design services, our award-winning creative team can provide you with the content and brand development to position yourself as a thought leader in your sector.
Build an email list
Encouraging your audience to sign up to your job alerts and email lists allows you to notify them of any exciting job opportunities that come up. Not only that, you can utilise a mailing list to highlight exciting new developments, your latest blog posts, or any other content that feels relevant to your audience.

 
How we can help: FXRecruiter provides easy, accessible, and data secure methods for building a segmented email list.
Our bespoke platform for designing and maintaining recruitment websites, FXRecruiter, is in an ideal position to help you win new clients in 2021. Find out more here.

list-image

Can you attract over 50% of candidates through your own recruitment website?

By Peter Morrow   January 5, 2021  

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

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

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

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

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

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

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

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