Category: Website Design

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SEO tips for planning your recruitment website – how to build a sitemap

By Peter Morrow   January 12, 2021  

A website sitemap is critical to great recruitment website design. A sitemap is a file with a list of all the web pages accessible on your site, visible to both users and the crawler bots that search engines use to trawl and index site information.

Just as a map gives you directions to where you’re going, with an ‘X’ marking the destination, a sitemap does the same for a search engine, directing it to the available information on your site, and making it a simpler process to understand the details available on each page. The search engine can then begin to ‘learn’ how to index your site, before ranking it according to searcher intent. The bigger the site, the more useful a sitemap.

To give you an idea, here is an image of how a sitemap could be visualised.

Visual example of a sitemap

Visual example of a sitemap

So, how can you start conceptualising your website with a sitemap in mind to help with SEO?

 

1) Clarify the purpose of your website

What are you aiming to achieve, and who is your target audience? You’re almost certainly already doing this, whether through your use of content or through your business’s LinkedIn profile, pitching yourself and your company with a specific image in mind. But approaching this from the purpose of a sitemap will help outline your calls to action as a business, and the CTAs the search engine will focus on.

 

2) Crawler bot pace

A well-organised sitemap will be easier for a crawler bot to read through, speeding up your appearance on search engines. But it’s a win-win situation, as a good sitemap will make for a happier bot too, making it more likely to rank you highly. Reverse Delta will always send a text version of the sitemap to Google anyway as best practice.

 

3) Site architecture

As recruitment website design experts, we at Reverse Delta know how to craft an optimised site that will fulfil your needs. But a great sitemap helps us optimise your site’s architecture from the ground up, leading to a smoother experience overall for everyone.

 

4) Avoid unindexed pages

Unindexed pages put simply, are those that can’t be found by a search engine. There are legitimate reasons to create unindexed pages, but for your purposes this is unlikely. An HTML sitemap means that the crawler bots can index and search your entire site, leaving no stone unturned.

 

5) Strong internal linking

Don’t just link to pages from the menu; also use “signposts” (eg icons, buttons or text links) on other pages, and text links (bonus points for having your keywords here) so there are multiple routes to your content.

 

6) Have an XML sitemap too

Google (and other search engines) like these - they’re not really for humans. Your web people can help here. Make sure they include links to your jobs.

 

7) Identify room for improvement

A good sitemap won’t just improve what’s already great about your site and your brand. It can help you see where there might still be work to be done — a dead-end here, a content-scarce section there, unclear CTAs (Call To Action) over here. Having a map doesn’t just show you a direction — it can show you where not to go as well.

 

8) Spread the word

Too easy to just leave it hanging there. Now to tell the bots. Get your sitemap submitted to the obvious places. Google’s Search Console, sure, but don’t forget Bing’s power - it’s often built into the ‘default’ service on all Windows devices, so their console counts.

 

So if you’re thinking about building a website for your recruitment firm, why not spend a few minutes drawing out a likely sitemap and structuring how your site might look.

 

Feel free to get in touch with us to find out more about how we can help build your website here.

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

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Maximising your website for a fully inclusive user experience

By Peter Morrow   March 9, 2020  

The subject of inclusivity in recruitment has been around for a while and I think it’s here to stay (and so it should be). What should be the driving force behind this - is it because, in the current market, many sectors are seeing a real shortage of candidates? Or, as a society, should we all do a little bit more to make sure the 1 in 5 members of the working population* that have a disability are given the same opportunities to have a great career?

The disability employment gap (the gap between the number of disabled and non-disabled people in employment)* has remained at 30% for the last decade, but at Reverse Delta, we think that there are some great features that are already built into our FXRecruiter websites that will help you to improve your recruitment agency website experience for people with disabilities.  These statistics from the 2017 RIDI candidate survey of 200 disabled jobseekers showed:

75% of the disabled jobseekers surveyed find their condition has an impact on job hunting
54% find hurdles at multiple stages of the recruitment process
28% find online assessments challenging

What are the most common forms of disability that impact people’s ability to get a job?

Dyslexia and Dyspraxia
Visual impairments including colour blindness
Mobility and physical impairments
Autism and ADHD

(This list is a guide - it is not an exhaustive list.)
How can you design your website for accessibility? 
All FXRecruiter websites are designed with accessibility in mind. Our Design Director, Phil Heaton always focuses on the following aspects when designing websites for recruitment agencies:

Clarity and simplicity

Lots of clear space in between the content and the buttons and making sure that the contrast between the brand colours is sympathetic to people with visual impairments

Text size

We always optimise text size to suit people with visual impairments and would recommend that your text line length is a maximum of 15 words.

Button sizes

Making sure these are at the right size and displayed at appropriate places throughout the website

Open menus

Need to be easily navigable to make sure that the user gets a complete experience on the website

Page sections

The site needs to be designed so that all content is clear to view and easy for the user to get around.
How should you code a recruitment agency website for accessibility?
We code FXRecruiter websites so that screen-readers can make sense of it - and ordering items on the page. We try to minimise animations such as ‘intros’ and Parallax as these can cause reactions (nausea/seizures). Our CMS also allows you to use Alt text for images.

Other things that we try to avoid - jump scrolling and we minimise the use of animations.
What can you do to make sure your content supports the user's accessibility needs?
Always make sure that your content can be read by a browser/computer. Some useful things to avoid include PDFs (or make sure you provide a web-page alternative), image-based text, icons that do not include text descriptions and anything that might cause a seizure such as a video that flashes or an animation.

Not only is there a huge amount of opportunity for recruiters to access the disability market in times of candidate shortages, we simply feel that it’s important to create a level playing field so that everybody has the same opportunity to have a rewarding career. Reverse Delta will be working more with Recite Me, which is an assistive technology that supports recruiters with the online recruitment journey from discovery and attraction to application and onboarding.

*The stats are taken from We are Purple, an organisation dedicated to changing the conversation on disability by bringing disabled people and businesses together. Check out this brilliant article, which has more hints and tips about how you can improve your recruitment processes for people with disabilities. https://wearepurple.org.uk/creating-an-inclusive-and-accessible-recruitment-process/

For further reading, check out The WebAIM Million study which showed that almost 98% of 1 million website homepages failed to comply with Web Content Accessibility Guidelines (WCAG).

To find out more about Accessibility with an FXRecruiter website, contact our commercial director Peter Morrow on 08000 199737 or peter.morrow@reversedelta.com.

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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.

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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.

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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.

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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.

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Improving your recruitment website for business growth in 2020

By Peter Morrow   January 21, 2020  

For all recruiters, getting the word out there about how you add value to your clients and showcasing your amazing jobs are the biggest priorities for your recruitment agency website. In a highly competitive market, how do you entice new clients and job seekers to your site, over your competition’s? In this blog post, we explore 8 brilliant ways that you can get your recruitment website ready for business growth in 2020 giving your consultants a pipeline full of candidates!
Write quality job adverts.
This is a sure-fire way to get more applicants! Invest in coaching and training to get the desired quality standard of job advert content.
Are you advertising all your jobs?
It surprises me that one of the most common topics with recruiters is “how do I ensure my consultants are publishing every job?” Even if the consultant has an ideal candidate to put forward for interview, every job that you publish will attract more traffic to your website, which of course means more registrations, applications and more placements! Working with your consultants to explain the importance of all roles going on the site is crucial – it will give them more potential candidates to work with on other roles and support your site’s SEO efforts.
Are your adverts Google for Jobs compliant? 
To see if your job adverts are compliant to Google for Jobs schema microformat, check a job page URL here.
Auto SEO for job adverts.
Google likes URLs that humans can read simply without lots of characters. If your job urls are full of characters and difficult for humans to read, then your roles might not be performing as well as they might if you had a new Google for Jobs’-friendly website. Our FXRecruiter software automatically inserts job titles and keywords in the URL for your job advert.
Personalised job notifications.
Offer your job-seekers one-click sign-up for multiple notifications matched to their personalised searches. This makes it easier to engage with your candidates and potential candidates and shows your clients that you’re serious about nurturing ongoing relationships.
Are you offering value to your candidates?
Offer helpful/useful content for your job seekers. Attract candidates to your website with blog & content marketing that is relevant to them such as “preparing for a job interview” or sector relevant content such as “what skills do you need for a career in finance” or by location “what’s it like moving abroad to work”. Our FXRecruiter software can advertise the most relevant jobs to the job seeker on content pages and help you convert more traffic to placements.
Reach candidates with engaging videos.
Video is an increasingly popular format and is set to grow in 2020. Get more shares across social media and drive even more candidates to your website by using video content. FXRecruiter has video job adverts capability which will help you to share jobs on social media, meaning your roles reach more people.
Support your SEO with a niche landing page.
A landing page on your website can attract more candidates if you fill the content with niche keywords. A recruitment campaign landing page can be monitored and tweaked quickly and easily through your recruitment website content management system. This gives you complete control of your campaigns – no need to speak to your web designer every time you need to start a new campaign!

 

If you missed it, I wrote this blog post about creating a recruitment website and these tips are still relevant today 10 tips on creating a recruitment website in 2019. And we’ve also written a blog post about improving your recruitment website to attract more clients.

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.

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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.

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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.

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Can recruiters save money on job boards?

By Rachel Allen   December 13, 2019  

If you look at the invoice for your job boards with horror every month (and wonder if they’ve added on too many zeros), then you’re not alone. If you are spending a huge amount with job boards each month, then you really need to be convinced that you’re getting a good deal, that you’re getting the right applicants for your roles and that you’re tracking the return on investment you’re getting.  But, did you know that your own website has an absolute wealth of data and the power to generate brilliant candidate registrations without spending a small fortune with the job boards?

Here are some reasons why you should think twice before signing off the next invoice for the job boards:

70% of job searches start off on Google
The actual number of job searches does vary (apparently the figure of 30% of all Google searches being job related is not entirely accurate), however the number in the UK alone will be huge
With the launch of Google’s new machine learning and AI tools, they are clearly committed to helping job seekers find jobs that are specific to their needs
The job sites are all listed on Google anyway, so your own website will be only 2 clicks away. And surely getting candidates to engage with your website and not a job site is the name of the game!
They are a competitor which will target your applicant as soon as they press the apply key.

 

"The results have been outstanding for our user experience and resulting lead flow to our site."

Leading US Digital Recruiter

"...our traffic went up almost 50% from month one."

Local Recruiter

 

What does your website need to compete against the job boards?

Make sure your jobs are signed up to the job sites. An FXRecruiter website will send your jobs to up to 14 job sites and Google for Jobs.
Your jobs can also be sent to your social networks by FXRecruiter
Make sure your job postings include lots of keywords – the things that job seekers will be searching for when they’re looking for a job. Read our advice in our blogs on Keywords & Key Phrases and Relevant Keywords.
Make sure your website is optimised for conversion! This means, you want your candidates to see the role they are looking for immediately and ensure that it’s easy for them to apply. FXRecruiter websites allow candidates to build their own profile (so your recruitment consultants don’t have to) and they can do it via their social media profiles.
With an FXRecruiter website, automated SEO is built in. This means your vacancies will compete well for longer-tail searches, such as job title and location.
The Jobs Archive that’s built in to FXRecruiter means some older jobs can be kept in Google, which means traffic will continue to drive them to your site. Although they may not be able to apply for that role, it will suggest similar jobs or offer email alert signup.
The XML sitemap on an FXRecruiter website ensures all your pages and jobs get listed in Google and Bing

How does this work in practice?

One Reverse Delta client who was spending over £100k every year on job boards, decided to implement a new website, and saw a 40% reduction in expenditure on their job board spend while increasing in both applications and placements.

The best practice is basically write really good job ads and follow our instructions on getting them listed wide and far.

What do our customers say?

"Our Consultants have noticed an increase in applications since migrating to the new site this summer. Highly recommended."

Long-standing client – local recruiter

"Visitor traffic has increased a third since our new site went live and having the mobile-dedicated site too has helped keep applications coming in at a healthy rate. "

IT recruiter

"...the quality and quantity of candidates finding us through this route has increased dramatically."

London-based IT recruiter

"We saw an increase in applications as a result. Our website appeared higher up in the rankings of the major search engines as a result of the SEO techniques incorporated into the design."

Long-standing client on 3rd website with Reverse Delta

 

Should you ditch job boards completely?

No, we think they still have a place and niche sites will still have loyal candidates (ie: Jobserve for IT Contractors). And, it might be worth playing around with your current deal. Try out some of the tips and utilise your own website with relevant, key-word rich content and you’ll soon see what works and what doesn’t. And if the experiment doesn’t pay off, you can go back to your job board. And if it does pay off, well, imagine the amazing holiday you could go on with the money you save!

In summary

The clear emphasis from Google seems to be that the algorithms want to MATCH searches with relevant content. So, if you’re putting relevant content on to your own website, the power to attract your target candidate is completely in your hands.

If you’re interested in finding out how your recruitment agency could save BIG money by reducing spend on job boards, give the Reverse Delta team a call on 08000 199737 or email sales@reversedelta.com