Category: Recruitment and job boards

Covid retrospective – what does it mean for recruitment?

By Steve Riley   November 2, 2020  

We're in recession now, that's official. This has happened for the first time in the UK since 2008. The definition of recession is when the economy shrinks for two quarters in a row. And that was bound to happen when large portions of the economy shut down almost overnight in March, so we shouldn't be too surprised. The question for job seekers and those more widely in the recruitment sector is more about how deep and how long lasting that recession is.

Of course, it's too early to say anything at all definitive about the future state of the job market.

Search engine Indeed recently updated its periodic review of vacancies and the graph so far is looking like it may be 'u-shaped' – a sharp slump, bumping along the bottom, followed hopefully by recovery.

But there are other possibilities - a long drawn out recession with a sustained dip, a double-dip 'w' shaped recession, with a false recovery and more trouble ahead, to name two.
Service sector slump
The UK economy has been hardest hit of the G7 Economies and this is largely because of our reliance on the service sector. These have been the first jobs to go. The service sector – retail, hospitality, financial services, etc – makes up around 80% of our GDP. Whilst the cliff edge in activity in some areas has led to a deep slump, there are also cautious grounds for optimism. The latest retail figures show month on month recovery levels and we're now 6% above February levels, pre-lockdown, in a mix of online and high street sales. It would be ironic (and not a little un-British) if we were able to shop our way out of trouble.

Indeed's data is already showing signs of an improvement in vacancy activity within food preparation and service jobs, following pubs and restaurants reopening. The Eat Out To Help Out scheme has been a massive boost to this sector (for a recent family birthday we struggled to book somewhere on an otherwise ordinary Tuesday).

In fact, many of our blue collar recruiters have not been too badly affected. Some showing a mini-boom, for example those in the healthcare sector, busy recruiting the vital staff that run our nursing homes.

Others too, like the recruiter that provides all the security staff for a major supermarket, are finding it less tough than others.

Some recruiters have shown an agile and flexible turn of hand and shifted focus, for example one of our clients now doing large volumes of work in the 'cleaning operative' sector, as a result of our new reliance on rigorous cleaning regimes.
Statistics and startups
Our own monitoring shows a distinct uptick in both the number of email alerts being sent out (made up of a combination of new jobs posted and those candidates registered to receive them) and general website traffic. Some of this is simply more candidates registering after they've been let go but we have noticed an improvement in job postings.

For example, this recruiter saw a 180% increase in website traffic in the months between February and July 2020, the most recent month for which we have data.

There are difficult times ahead for all of us, awkward decisions to be made, perhaps a shift of focus ...but also opportunities.

It's often been said that the best time to launch a business is in a recession. General Motors, Burger King, CNN, Uber and Airbnb all launched in recession and are amongst the dominant players in their sectors. If you can survive the hard times, the good times will be considerably easier.

In our own little world of recruitment website design and build, we see enquiries from recruiters with a few years' experience, ready to start their own operation.

This is a market well suited to our low cost, rapid design and build offering. Our SaaS model (software as a service) gives the advantage of a centrally hosted solution with access to periodic upgrades. All of the power of a full custom build, with a rapid rollout and quicker opportunity for return on investment.

Let us know if we can help.

Harness technology to keep your recruitment business going

By Peter Morrow   March 13, 2020  

With the threat of self-isolation and restricted movement over the coming weeks, there is a considerable threat to a number of businesses and the global economy.

Over the past few weeks, many businesses have been making provisions to run their entire operation remotely so that people can minimise the risk of spreading infection and to protect their entire workforce from being out of action if an entire team contract COVID-19.

Speaking to our recruiter clients, we’re hearing that many roles are being pulled while the businesses are focusing on COVID-19. However, there are certain sectors that are likely to boom (namely healthcare and retail) as the country prepares to care for people struck down by the virus and to need extra resources to keep supplies going for the country.

There are a number of things that you can do as a recruiter to keep your business going during these difficult times and luckily, there is an abundance of technology that can help you to maintain a positive flow of candidates whilst reducing the need for physical contact.  Working away from your usual office doesn’t have to spell disaster for your business - in fact, in 1665 when the University of Cambridge was closed due to the Bubonic plague, so Sir Isaac Newton used the time to develop calculus and the theory of gravity.

If major scientific breakthroughs aren’t your thing, you might want to get your recruitment agency in great shape for when your clients are ready to hire again. Here’s how you can use your FXRecruiter website to do just that! 
Use video job ads to reach more candidates
Video job ads are increasingly popular and are proven to get more engagement, drive more candidates to your site and ultimately, convert registrations.

Take this time to create some brilliant video job ads for use on your website and social media. They’re quick and easy to do on your FXRecruiter website.

We recommend you upload your video job ad to ad-free video platform Vimeo. Unlike other video platforms, you won’t find your competitor’s adverts showing at the end of the video
To add your video job ad, copy the embed code and paste it into your job post.

Encourage candidates to register through the candidate portal
Many recruitment agencies like to meet every candidate for registration, however, you can get all the information that you need by asking your potential candidates to register through the candidate portal, removing the need for face to face meetings. And even better, the candidate can self-serve and use their own social media profiles to populate the information, removing the need for your team to input the information (which guarantees accuracy). Win all round!
Present brilliant candidate CVs to your clients via the Talent Board
Many recruiters like to meet with the hiring manager to review the CVs of the applicants you’ve got for the role. But the brilliant functionality on the FXRecruiter Talent Board means you can send over your best candidates via a branded campaign page. You can either do this for an active role that you’re working on or have it ready to go for when the business is ready to recruit again!

There’s a wealth of other technology options available in the market - check out Odro who provide video interviewing software for recruiters. Many solutions are cloud-based, so as long as you’ve got access to a decent wifi signal, you’ll be able to carry on recruiting or getting your recruitment agency in great shape for when businesses are ready to start recruiting again.

There’s also an opportunity to do some work on your CRM to make sure that all your data is GDPR compliant and you can re-look at your active and passive candidates. You never know, if many candidates are working remotely or in isolation, they may be more accessible via phone so you can do some great relationship building. And if the hiring managers are also based remotely, you’ll find it easier to get them to respond on email and phone - giving you a greater opportunity to find out more about their long-term strategy and hiring plans for the rest of 2020.

Reverse Delta has issued a statement to our customers to reassure them of our business continuity plans - you can take a look here.

If you have any questions about how you can maximise your FXRecruiter website to get more out of your team during a potential agency-closure, get in touch with by calling 08000 199 737 or emailing sales@reversedelta.com

list-image

Why content marketing makes your sales process more effective

By Rachel Allen   March 9, 2020  

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

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

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

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

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

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

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

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

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

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

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

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

list-image

Google is stealing your data! But here’s what you can do about it

By Dave Haygarth   February 25, 2020  

There’s no doubt about it, data is one of the most valuable commodities in the world - the Economist announced in 2017 that it is now more valuable than oil.  And who is dealing with the largest amount of data in the world - yes, search engine giant Google.

Google is fully in our lives now - according to Hubspot, over 92% of searches are conducted on Google.  Google is built on all Android operating systems and we think that Google Assist will continue its massive growth and be huge. Google is here and it’s here to stay.  We wanted to talk a bit more about Google for Jobs and what it means for recruiters.

Reverse Delta’s Operations Director, Dave Haygarth gives his thoughts in this blog post about the opportunity Google for Jobs will provide for recruiters and what the implications are for the wider industry.
So, what does this mean for recruiters?
Like it or not, this is how things are going for jobs now. There’s not a lot we can do about the big blue box coming up when we search for things. It’s happening in a range of industries though, such as retail, airlines, hotels.  It’s not personal to recruitment, Google is simply capitalising on the worth of people’s data. We may not like it, so we just need to play along or you won’t be able to play at all!
Will you still need a recruitment agency website?
Absolutely? As a recruiter, you will need to be able to receive the application and manage the candidate through the recruitment process. Your recruitment agency website is so much more than a repository for promoting jobs.

Plus, in order to put your job visible in Google for Jobs, you need to post it on a website first. Luckily, Reverse Delta’s award winning website design platform, FXRecruiter, automatically makes your jobs visible in Google for Jobs, so it’s one less thing to worry about - write a brilliant job description on your recruitment agency website and it’ll look (and work) great on Google…and if you don’t put the jobs on your recruitment agency website, your competitors will be doing and they will get all the applications, not you!
Will Google disrupt the recruitment industry?
Well, it is a case of wait and see, but my theory is that the job boards are more likely to be under a bigger threat. We know that sites like CV Library have done a massive project to analyse the data they currently have so that they can put more sophisticated algorithms together that follow people through a logical career journey, so fingers crossed, this investment and superior logic applied within a niche will ensure their success continues and competition remains in the marketplace.

There is also a potential threat to LinkedIn, although the social networking tools that they have developed should mean their user-base will remain loyal.  It’s unlikely that Google will go back in this direction after their well-documented attempts to grow a social network through the ill-fated Google Plus. But, what they did (and continue to do) by integrating search into our lives so easily, is actually going to give them much better results than another social platform. 
Where will job-seekers apply for roles in the future?
Moving forward, Google for Jobs is a transition piece right now. In a dystopian future, it’s feasible that you (the recruiter) may not control where people apply. Google could develop an “Apply on Google” option which will keep people on Google, and their data would sit outside of your website.  Gone are their chances to visit your site and follow your own carefully crafted calls to action - to make the candidate yours and bring them into your brand and experience.

This could mean that retaining the user on Google will ultimately be the name of the game (for Google).  However, if your agency has a good reputation, I would hazard a more optimistic guess that most candidates would opt to apply for a role via your website, rather than Google.  Given the growing concerns about how voice assistants are listening and stealing our data, this is a real opportunity to show that your recruitment agency is a better place to apply for a job and to get that more personal touch - your expertise.
How does my FXRecruiter website work with Google for Jobs?
When you post a job to your recruitment agency website using FXRecruiter, they will automatically be as Google-friendly as possible (they are built with Google for Jobs schema microformat if you REALLY want to know).

Given our extensive SEO knowledge which is baked into FXRecruiter, you can be assured that job titles and keywords are placed in to our code exactly where Google is looking for them.  Plus, the built-in jobs archive provides a massive “vault” of previous roles which will help you to perform well in Google. Basically, an expired job may come up in a search, but the candidate will be automatically directed to a similar role that is still live.  
Is there anything else my recruitment agency website can do to help me get results?
I’d definitely recommend making sure your sitemap is up to date as this tells Google all about your website, so that it’s easy for the robots to crawl through your site and rank it.

And, there is so much data that you can get from Google so make sure you’re checking out your stats. Google’s Search Console will help you to track the amount of clicks and views your postings are getting and make sure it’s running correctly!

If you want more information about the brilliant SEO capabilities in the FXRecruiter platform, get in touch with one of our SEO tech experts on 08000 199737 or sales@reversedelta.com.

list-image

How to optimise your recruitment agency website for voice search

By Rachel Allen   February 25, 2020  

Following on from our recent blog post about Google for Jobs, we wanted to explore the idea of Google and the impact it has on the recruitment sector a little more.

Voice recognition is growing fast as the technology gets more sophisticated. Here are a few stats to back this up:

78% of millennials use a mobile device to search for jobs now and other demographics are following closely behind. 
By the end of 2020, it’s estimated that 50% of all searches will be voice-activated
Also, the market is reportedly worth $150 million globally

So you can see, voice-activated searches are massively on the rise, so if recruitment agencies want to ensure they are attracting active candidates for roles, it’s a good idea to optimise your recruitment agency website to make sure you’re coming up in the growing number of voice-activated searches. Content marketing and making sure you’ve got a good basis for SEO (Search Engine Optimisation) within your recruitment agency website will be critical if your recruitment agency is going to perform well in voice-activated search.
Back to basics - understand your customer
This sounds really obvious, but it’s worth making sure that you REALLY understand your audience’s pain points and address them in your job posts and blog content. Attention spans are short, so you need to make sure you’re writing your content in a very clever way to make sure it appears in their search earlier, as it will get your website more traffic.
Use long-tail keywords
We don’t want to go too far into the tech elements of SEO (it’s very complex), but in simple terms, you can write ‘long tail’ or ‘short tail’ keywords in order to help people search for your content.

Long tail keywords: “How can I find a digital marketing job in Central London?”

Short tail keywords: “Marketing job London.”

You can see here that the long tail version is more of a question and it uses How at the beginning, which is another good tip to make sure your jobs and content perform well in voice activated searches.

The short tail version is much briefer and more along the lines of how somebody would type a search into a search engine. Research shows that people ask their device question in the long tail format, so it’s wise to make sure your web copy and job descriptions reflect this. Write your job descriptions to include “how, what, why and when” if you can, but not as the opening sentence. Also build landing pages for popular job searches, that aim to answer questions. Want to know more about the ‘Question’ schema? Talk to us. 
Location, location, location
We’ve touched on this already, but for your job ad to be successful, it needs to have an accurate location included so that you maximise your position on Google.
Make the most of the inbuilt SEO of your site
We’ve written countless articles on how to present jobs well for search engines, and writing well-formed descriptions and job titles following simple rules is an area worth investing your time in.  
What is the impact for recruitment agencies?
We’re inclined to say that voice search is unlikely to replace text search, but it’s worth making sure that you’re optimising the opportunity.

Voice activated search has become a fast growing trend and there is the potential that the upward trend could go downwards at some point. So, our advice would be to keep a watching brief on it, utilise voice activated search if you can, but don’t forget going back to basics by following some of the tips in this blog.

We’d also say that some of the voice activated software can bring about results that are dubious in terms of quality.  Our team had a bit of fun recently playing around with different devices and seeing what came up:
Dave Bancroft - Managing Director
Dave asked Siri (on Mac OS) to “Find me a project manager job in London.”

Siri didn’t find any matching positions.

He also asked Siri to find a project manager vacancy in London. Again, he didn’t get any matches.

Dave also asked Alexa Dot (via iOS App):

Find me a project manager job in London

“Bong” - nothing

Find me an IT recruitment agency in London

Alexa reads these out on the Dot, and displays them in the app.  Misheard as “ITV”. Results are poor!
Dave Haygarth - Operations Director
Dave tested Google Assistant via the Android app. His results varied:

“Find me a job in marketing in Blackburn” got good results as a job type and a location was included, but the results showed up trainee, executive and manager level roles.

His next search was “Find me a job in Digital Marketing” which was more specific, but wouldn’t be useful unless you were looking nationally.

“Find me a job” was a very vague search and resulted in Ad based posts only.

Are you using voice-activated search in your recruitment agency? What results are you finding? We’d love to hear from you - put your comments in the blog and we can do a follow up with some insight from the sector.

list-image

The battle of the websites: Specialist systems vs. WordPress

By Peter Morrow   February 3, 2020  

If you’re considering updating your current recruitment agency website or are a start-up recruiter and aren’t sure what type of website you need, then take a read of this blog because we explain (without loads of tech speak) what the difference is between an open source website (eg Wordpress) and a specialist website (such as FXRecruiter).
Firstly, what’s the difference between a specialist system and open-source system?
A specialist system is closed source - this means that the developer owns and controls it from a tech perspective. The quality of these systems can vary - a good specialist system will keep your website safe and secure and will give you complete control over your site’s content.

We will talk about this later.

An open-source system is something like WordPress. WordPress is built for general use and doesn't have recruitment in mind. Whilst it has developed some plug-ins that are tailored to the recruitment market and something that many start-up recruiters end up going for because they think that a specialist system is out of their budget. It isn’t, and at Reverse Delta we offer some great solutions for start-ups - you can see more on this blog.
Open-source websites are easier to hack!
Before we delve into this issue, it’s worth noting that 96% of websites on the internet (there are 1.7 billion live websites as we write this) are open-source. Therefore, hackers spend a lot of time trying to hack WordPress simply because there is a bigger opportunity for them - by learning to hack WordPress they can target a huge number of businesses. And it's often unclear as to where the responsibility lies - with the developer? Or the developer of the plug-in?
What about ongoing support, maintenance and updates?
Open-source technology is designed to make website design accessible for everybody. However, it’s worth doing your research into the longevity of your open-source web developer. Are they working from their bedroom (many do)? If they present you with a ‘too good to be true’ offer, then it is probably because they are aiming to build up a portfolio, possibly haven’t got enough industry knowledge and credibility and could potentially fold their business when they realise how hard it is to succeed. You need to make sure you've got maintenance and support in place to update and maintain your plug-ins.

Who will you contact about your website then? (NB: if you ask this question, an open-source designer will say they have contacts they work with. Truth is, nobody wants to work on somebody else’s code).
Your specialist website will last longer!
For the reasons explained above, an open-source website will be cheaper. If you go down the route of using a reputable company who are experts at building closed-source technology, you’d have invested more initially so you’ll want to keep the site for longer.

A specialist system should have a CMS (content management system) which will allow you to be in control of the content changes your recruitment agency will inevitably need to make. For example, is it likely that your recruitment agency will grow? Will you open another office or start up in a new sector? And what if some of your team move on or new starters join? These are all easily managed by you in your CMS if you have a specialist system - which will allow you to keep your site up to date in a cost effective way.

We’ll be honest with you; we don’t want to make content updates to your site - we want you to be able to do that as and when you want to! What we do want to do is all the back office techy stuff (we get quite excited by this) - backing up your website, virus scanning, preventing hackers, keeping your client and candidate data safe, working on integrating your recruitment website with your CRM and ATS. Integrations with WordPress are quite tricky - ours are written and ready to go and are being used by lots of our customers. This is where a specialist recruitment website provider can add value - not updating your team pages!
Why wouldn’t you want to work with a recruitment expert?
We’ve already mentioned that WordPress does have some plug-ins for recruiters that your web developer can use, but you would need to teach them about recruitment and invest time in making sure they can talk your language and understand your systems. Surely it’s more cost-effective to work directly with a specialist recruitment web designer, who can guide you through the tech process AND integrate other systems with your website to save you even more time and more money? You can find out more about the benefits of integrating your website with your internal systems here.   
Why Reverse Delta?
We pride ourselves on making sure we don’t blind people with tech speak when we meet them, because we want you to know and understand the product that you’re buying in to. Many web companies talk to their customers in a language that they won’t understand, so we think it’s important to set out the pros and cons for each client to make sure that we support you to get the best possible tech for your recruitment agency!

If any of the following are important to you, then Reverse Delta is the obvious choice for your recruitment agency website:

A dedicated support team available during your office hours
Unlimited warranty of fixes
A website that’s regularly backed up
Virus and security scanning
Technical upgrades and maintenance 
A technical agreement with clear lines of responsibility defined

If you want to know more about the benefits of a proprietary system and how it can help you to grow your recruitment agency, then I promise that I’ll go through it all and keep the tech talk to an absolute minimum!

You can reach me on 08000 199 737 or email peter.morrow@reversedelta.com. If you’d prefer you can connect with me on LinkedIn.

list-image

It’s good to talk: why recruiters can benefit from integrating their tech solutions

By Peter Morrow   January 27, 2020  

There’s no doubt, replacing time-consuming work with technology is key for any business to be successful. Given the number of applicants many consultants receive for each job, tech is a brilliant way to make sure your consultants spend their time on the tasks that add the most value to the recruitment process.  However, many recruiters that we speak to find it incredibly difficult to understand the benefits of combining two pieces of time-saving tech to drive their business forward.

In this post, we want to simplify technology integrations and explain why this could be a brilliant benefit for your recruitment agency.

First off, what type of tech do recruiters have?

Most recruiters will have a combination of:

A recruitment website where they post jobs (amongst other things)
An Applicant Tracking System (ATS) to help them identify the most appropriate candidate; eg Broadbean has an ATS built in
A Customer Record Management (CRM) to record interactions with candidates and clients and to identify people for roles.

As you can see here, there are three different systems, which won’t automatically talk to each other. But an integration with an FXRecruiter website will make this possible. Here’s how:

Consultant can put the new role into the CRM
The role then gets posted out to the relevant job boards
It’s then fired over to the FXRecruiter website and automatically published
Depending on the level of integration, it can then go out to multi-posters and your social media feeds.

So, just like that, the role is input into one system once, and shared many times!  But the integration works both ways - when an application comes in, the integration saves more time:

Candidates will submit their CV to your recruitment agency website, using FXRecruiter’s application portal 
The ATS filters out the most appropriate candidates and declines unsuitable candidates
Your candidate portal in your FXRecruiter website will be filled with only the details of the most suitable applicants
Your CRM is now populated with a qualified lead and you can track your interactions with them (interviews, offers etc) and you can keep the contact in your system (with permission) for when another suitable role comes up

So yes, we can make your team happy by making sure all your systems TALK TO EACH OTHER!

We’ve been doing it with over 35 different technology platforms over the last 12 years, and we have helped hundreds of our customers to streamline their process by making their tech investments work better.

We do integrations at scale so we can make them highly effective and as techies we know our APIs and our XML. We build it right in the first place and keep it maintained (I’ll cover more on that later).  A non-specialist website builder simply doesn’t have the experience or relationships required to build a quality integration and, in my opinion, is one of the biggest mistakes people make when buying a recruitment website.

Common questions we get asked about integrations:

What happens when the software that my website integrates with is updated?

Software is updated all of the time. Sometimes, a tech company might need to release a patch if there is a security threat and most decent systems will have an annual programme of updates, so you always want to be working on the latest version to get the benefits from your software.  With all FXRecruiter integrations, we can work with your CRM/ATS provider to make sure that the integrity of your integration is maintained.

What happens if I change my supplier?

FXRecruiter has proven integrations with 35 of the leading platforms in the recruitment sector. If you choose to change your ATS or CRM, the chances are we can simply swap it over for you, so you’ll continue to benefit from the integration – it’s unlikely we’d need to build one from scratch!

What if you don’t integrate with one of my suppliers?

Contrary to what I’ve just said, if you do have a system that we don’t currently have an integration with, we can use our experienced in-house development team to build something specifically to meet your needs.

What if I just have too many spammy candidates?

This can be a problem in some sectors and just because a candidate may want to apply to a job or - worse - 20 jobs on your site, it doesn’t mean you want them in your CRM.
We can work with you if this is a problem, to allow you a simple one-click ‘add to CRM’ type button or link, so you get to control the throughflow of candidates to your all-important internal systems

A specialist recruitment website design agency will be able to integrate your CRM or ATS which will streamline your recruitment processes, making your consultants more efficient, improving candidate experience and ensuring you get the best candidates for the role.  Overall, this will save you time and make you money!  And who wouldn’t want more of that?

Have an initial chat about your recruitment tech needs, get in touch with me on  08000 199 737 or email peter.morrow@reversedelta.com. You can also connect with me on LinkedIn.

list-image

Make sure your recruitment website gets you more clients in 2020

By Peter Morrow   January 23, 2020  

We've written a blog about how your recruitment website can help your business to grow in 2020, with a very strong focus on ways to reach and attract your candidates. Your recruitment website is also a brilliant business development tool. We’ve got 9 ways that your recruitment website can help start more conversations with potential clients.

Do you answer your client’s questions?

The client wants to know how you can add value to their business, so make sure your content is focussed on their problems and how you can solve them. By default, talking about your clients will give you lots of sector-specific keywords, which will help your website to perform well on search engines.

Can your client find the information they need easily?

Putting some thought into the design of your recruitment website will make sure you are getting the right message to your client easily. The aim of a website is to allow a client to find out enough about you to make them want to get in touch with you. Don’t go in to so much detail that they switch off! A clear design with a sitemap for your clients is a great way to start. Make sure you answer their questions and provide clear links (and articles/blog posts) so that you can explain key issues in more detail.

Play your blog content to attract clients.

Be consistent by offering value-adding blogs that are topical and relevant to your target audience. If you’re lucky enough to be a creative writer or have someone on the team who can do this then create a process, otherwise delegate it externally. Reverse Delta now offers content marketing and social media packages designed for recruiters and this is a great way of making sure you put content out regularly. Every time you think of a good blog, record it and be clear what the key message is. Create a pipeline of future blogs and aim to have 3 to 6 months of ideas for articles to be written.

Link your blog to your social media.

And make sure you ask your colleagues to do the same. The audience is potentially free, and if your content is good, you’re being of value to the reader. Great!

Support a struggling sector.

If you have a sector that’s struggling to gain traction amongst your many stronger specialisms on your main website then it might be worth breaking it out into its own website and gain the benefit of building the right content and links around it. A pecialist website will perform best for Google and it will improve your reputation and your brand. Our FXRecruiter software can allow you to operate two or more websites under a single CMS, so it’s easy to manage but will perform better.

Offer to showcase your client’s brand.

A recruitment microsite will support you with your client’s recruitment campaign as you can direct candidats to a separate, branded microsite just for their jobs, which could be a great selling point for you as an agency. Managed entirely within FXRecruiter, client microsites equip you to create powerful and engaging jobs websites focused on your client with total control over set-up and editing, adding logos, video, images and other content.

Show them your candidates!

Offer clients a look at your talent through a talent board. Showcase your candidates to your clients with anonymous profiles and beat your competitors to fill their vacancies.

Put the control in your client’s hands.

Equip clients to post new jobs and manage live ones, search candidates, create new candidate alerts and review applications, by having a client portal. Offer employers with in-house recruitment teams an added-value service, while keeping your internal costs low.

 

If you want to talk to one of the Reverse Delta experts about improving your website to help you reach more candidates in 2020, contact our team at sales@reversedelta.com or call on 08000 199 737.

 

Peter Morrow is Commercial Director for Reverse Delta. Follow Peter on LinkedIn or email peter.morrow@reversedelta.com.

list-image

What holds recruiters back from recruiting brilliant consultants?

By Peter Morrow   January 15, 2020  

We wanted to focus this blog on a huge issue that’s impacting many of our recruitment clients and that’s – recruiting. You’d think that filling your own internal vacancies would be easy if you’re recruiting all day, but actually it’s a huge challenge. This is a great blog post from Centred Excellence about the importance of having the right mix of skills in your recruitment agency. There’s no doubt, the right people in your business will be the key to success, but how do you find them?

We think that many recruiters are missing a trick – they’re not offering the same service to their own agency that they are offering to their clients. Let me explain.

Many recruiters have a brilliant website to showcase the roles that they’re filling - we’ve designed quite a lot in the last 18 years – you can check them out here.

However, what they aren’t able to do is showcase their own roles very well because the site’s main focus is to act as a business development tool for attracting new clients and to convert job-seekers into registering with your agency. Take a look at your website and take a look at how you attract job-seekers to your agency.

Perhaps you have a page called ‘Careers’ or ‘Work with us.’ This is a good step, but is the page as enticing to prospective consultants as it could be? It is possibly one of the ‘standard’ pages on your site that you rarely update – with just a form or email address to register your interest?

We’ve listed some improvements – can you make any changes?

Talk about the great things that your recruitment agency does, awards, career progression and development?
Who would the prospective consultant work with every day? Share some photographs or videos of the team.
What does a day at your agency look like? As a consultant, what can they expect day-to-day?
Overall, why would a career as a recruitment consultant be a great move for somebody? And why should a quality consultant make the move to your agency over one of your competitors?

Whilst there are surely some changes you can make to your Careers page (and this is the best option if budgets are tight), the main drawback with this approach is that your main recruitment website will be built so that your keywords are optimised. If you recruit for people to work in the Logistics industry, for example, your website will be built so that words related to Logistics will perform well on Google, such as driver, courier, warehouse etc. However, those keywords won’t be relevant to people who are searching for a role as a recruitment consultant. Therefore, if people are searching for roles as recruitment consultants, your site won’t be found because it’s set to perform for different keywords and search terms.

Here’s a couple of options for you to consider:

 

Use the campaign landing page functionality

 

Using our FXRecruiter software you can quickly create content-rich landing pages that perform brilliantly in Google. The main benefits are that you can advertise your own in-house roles for no cost and share easily on social media!

Below are three examples:

https://www.mcgregor-boyall.com/work-for-us

Work for us statement
We are McGregor Boyall and testimonials
Link to Glassdoor so see what current and previous employees think of working with McGregor Boyall
Link to Instagram for historic images of working and events at McGregor Boyall
Internal vacancies listed with Apply Now and Apply with LinkedIn

https://www.jmc-legal.com/work-for-jmc

Launch your career and work for JMC by providing your details and upload cv
A carousel of short articles by consultants who work for JMC and why they enjoy working for the business
A video message from Jason (CEO)
Collage of images  showing events throughout the year
A picture of the whole team

https://www.martinveasey.com/pages/work-for-us

Careers at Martin Veasey explained
What Martin Veasey are looking for to recruit
A list of roles currently recruiting for
Contact details

Landing pages are designed to attract more of your target candidates, using target niche keywords for searches. You can use your existing website to make things easy for potential job hunters so that they get to know what life is like at your recruitment agency.

Build your own standalone career website

From an SEO perspective, this is the best option.

You can structure your website so that your keywords really target the consultants for the industry you work in. This is what one of our clients, McGregor Boyall did. They identified a need to improve their ability to recruit quality consultants, so developed a career portal specifically to engage potential recruiters looking for a new role (or to start a career as a consultant).

A dedicated career site isn’t just an option for the big recruiters. It’s a very viable option for recruiters of all sizes.  If you want to up your recruiting game for your own recruitment agency, get in touch to see how an FXRecruiter website has brilliant in-built functionality to support you to overcome one of your agency’s biggest recruitment challenges!

If you are interested in finding out more about our services at Reverse Delta or our digital recruitment platform FXRecruiter, then give us a call on 08000 199737 or email sales@reversedelta.com

Peter Morrow is Commercial Director for Reverse Delta. Follow Peter on LinkedIn or email peter.morrow@reversedelta.com.

list-image

3 Reasons why content marketing is a brilliant strategy for recruiters

By Rachel Allen   January 13, 2020  

Content marketing is one of the biggest trends in recruitment marketing at the moment – and it looks here to stay. A relatively inexpensive way to get your message out to your target market (no printing, no design and no event/sponsorship costs), the key is to make sure that you spend your time and energy in creating content that accurately reflects your brand and ultimately, engages your candidates and clients.

One piece of content can be used many times

If you’ve got a content plan and a list of topics that you know will engage with your candidates and clients, you can then work out ways to use them multiple times. If you film a video for your website, why not transcribe it into a blog post? If you cover a couple of themes within your video, you can cut it in to a short teaser film and post it on social media, driving people to the main video on your website using several different key messages to entice people to view.

Tip: Think carefully about your message and invest time in a high-value piece of content. From there, work out how you can use it in several ways.

Content will help your website perform better

If you are writing about a topic or issue that’s relevant to your industry or sector, there’s no doubt that it will be full of keywords that Google will LOVE. Although the Google algorithms are always changing, one principle remains the same – it rewards websites where the content is updated regularly, which has lots of keywords and where readers have spent time on a page.

Tip: Make sure you have researched your keywords and use them throughout your content. There is a lot of discussion about Content vs. SEO – but SEO will rely on good quality content, so make sure you get it right. Make sure your content is worth reading and your SEO will benefit.

A content strategy will feed your social media

Your website’s blog is the first place to go to for your social media content. For each blog post, create social media posts to drive people back to your website. This could be a quick video to introduce your blog post (make sure you add in subtitles) or you could do an Instagram story or just a series of text-based posts (with an accompanying image) that will help to drive people to your blog post. And don’t just drive people to your blog once – think of different ways to introduce the topic and create eye-catching posts to drive people to your posts.

Tip: Make a plan of content that you want to share – this could be trends and news in your sector, the recruitment perspective on various national awareness days such as Mental Health Awareness Week, or simple techniques such as CV top tips or helping people through the recruitment process and what to expect when they register with an agency.

Reverse Delta now offers content marketing to our recruitment clients because we know it’s a vital way to improve the performance of your recruitment agency website. As we know, many of our clients struggle to find the time to manage this in-house as typically the consultants are too busy to take this on and some clients don’t have their own marketing team available.

We are delighted to welcome Rachel Allen to our team as Social Media & Content Specialist. Rachel has over 15 years’ experience of B2B marketing, with the last five years spent working with a range of recruitment clients. Rachel has been working on the Reverse Delta blog and social media since late 2019 – check out some of her articles here.

If you’d like to find out more about how Rachel can help your recruitment agency write great content to support your recruitment marketing strategy in 2020, get in touch via rachel.allen@reversedelta.com or call her on 07734 886538.

 

Image Credit

list-image

Six things large recruiters should consider when upgrading their recruitment website

By Rachel Allen   December 19, 2019  

Deciding on the best recruitment website when you’re a large recruiter can be a real challenge. From a start-up, you might now find yourself operating nationally, in a number of sectors or have grown through merger or acquisition? Perhaps you  have opened an overseas office? All of these factors can make choosing a website quite complicated, especially if you’ve experienced quite rapid growth and your website suddenly doesn’t meet your needs anymore.

In this blog post, we talk about the key things larger recruitment agencies need to consider when commissioning a new website.

How will my recruitment website perform in Google?

There’s no denying, this is absolutely critical. If you aren’t on page 1 of Google, then you may as well forget it. You need a recruitment website that has in-built SEO capabilities and is Google for Jobs optimised.

How can a new recruitment website represent the different areas of my recruitment agency?

Your agency might operate in different sectors, or you might have regional or national recruitment offices. In Reverse Delta’s experience, websites that are highly RELEVANT to what candidates are searching for will perform best. Workforce is one of our long-standing clients and they recruit for a number of different sectors across the West Midlands. We created a branded website for each division so that all the jobs were highly relevant to what candidates are searching for. But, they are managed and hosted as a multi-website, saving our client money and making the website easy to manage, through a single CMS. This saves time with only one sign in and content that was created for one website, can simply be copied to another.

If your agency operates across different sectors, or if you have a number of recruitment offices, creating several ‘local’ websites under your brand will be a cost-effective way of getting an SEO optimised and highly relevant recruitment website.

How can my recruitment website streamline my processes?

With a brilliant candidate portal, it’s possible for candidates to sign in with their social media account and populate a large amount of data from their LinkedIn profile.

In addition, an FXRecruiter website will integrate with a large number of CRMs, including Bullhorn, Broadbean and Itris. There’s loads more that we integrate with (check them out here) and if there’s any missing, we can link FXRecruiter up to them, assuming that the database or CRM has an open API.

How can my recruitment website support my marketing initiatives?

With the opportunity to auto-post your jobs on to 15 different recruitment websites and share them easily on social media, a big chunk of your marketing work is being done for you.

In addition, FXRecruiter websites have the option to create campaign landing pages for specific roles or sectors. For example, you might have an initiative to find graduates or customer service staff – so with a landing page you can provide all the reasons why a candidate would want to register with you in a single page, rather than expecting them to land on your website.

The FXRecruiter website has a highly-intuitive Content Management System so it’s easy to hand full management over to your marketing team, so you can make changes to your website in-house, without needing to come back to us every time you want a new page creating.

An FXRecruiter website also allows full reporting and analytics, so your marketing team can report back on their successful campaigns safe in the knowledge that they are working on real-time, accurate information.

I am now operating overseas; do I need a separate website?

Your FXRecruiter website can support multiple languages and will auto-adapt to settings in a user’s web-browser as well as offering a menu of languages on the site itself. This means you can engage with candidates and clients in their own language. So make a winning impression, in your audience’s own language and convey more credible affinity with ‘local’ markets.

We can also tailor your website to present your website in different parts of the world – but all on the same website! This means different pages (even the homepage), different sectors and specialisms, different jobs (naturally!), different teams, different imagery and videos, different blogs, different news… different whatever – wherever you are in the world. FXRecruiter displays it all automatically based on where the user is located. Users can always switch between regions as they want with flag icons or a region selector. So capture your benefits of targeting content more specifically at local audiences and present the right content in the right places with functionality for one website.

Who can I trust to do custom-development for my website?

Want to avoid the one-size-fits-all platform? If your website needs some custom development, we have plenty of options available for you. FXRecruiter isn’t a rigid out of the box solution, we can build tailored solutions around your business requirements. We will listen to your problems and help solve them by building a bespoke solution for your business. Our tech team embraces new challenges and has a track record in developing innovative, unique functionality to solve your specific tech requirements. We offer solutions you won’t find elsewhere and will help to continue your business growth.

This is exactly what happened when we met GiveaGradaGo in 2018. Cary had previously been let down by two other recruitment website providers, who did not have the expertise to deliver his specific technical specification. After 18 months, and two failed attempts at delivering a website, he was referred to Reverse Delta by a friend as a last resort.  Not only did we deliver on time and to budget, we also won a National Online Recruitment Award in 2018 for the site – www.giveagradago.com.

We hope that this blog has given you something to think about. Reverse Delta is a long-standing recruitment website specialist and our background is in SEO – so obviously performance of your website is mission critical for us.  Since Reverse Delta was formed in 2002, we have delivered over 300 recruitment websites and many of our customers are on their third or fourth website with us.

We also offer Creative Services and Digital Transformation, which we will talk more about in another blog post. But it’s clear to see that we are a trusted partner with the skills and expertise to support your recruitment agency on your growth journey.

For more information, give the Reverse Delta team a call on 08000 199737 or email sales@reversedelta.com.