Month: June 2016


Six things that let your recruitment website down

By Steve Riley   June 21, 2016  
You have a great website, but there’s always room for improvement right? Are there any clunky areas that are easily fixable?The days of “my son in law can build us a website” are thankfully long gone and we all recognise the importance of specialist expertise. But even the professionals have been known to make errors of judgment or let style triumph over usability.Recruitment can be a fickle business and trust is harder to gain than it is to lose. Your website is absolutely key to your reputation – we all overwhelmingly start our job searches digitally these days.Take a look at your own website and see if you recognise any of these: 1. No social links, follows and shares. “You’ve got a job that sounds quite cool, but not quite right for me. Is there a simple way to fire it off to my old colleague Jenn? I owe her a favour.”Can your web visitors easily share your jobs with their own social network? Can they tweet, share on Facebook, send links via email? It’s a secondary stream of traffic you may be completely ignoring. 2. Compulsory CV upload. Or sites that don’t work well on mobile. “Your website looks beautiful, it really does. The trouble is I’m out on site most of the time and mostly just snatching a quick look on my phone. I can’t even apply for jobs properly.”Does your site recognise that your user is on a mobile and become more forgiving of compulsory CV upload? Or better yet, let candidates upload from cloud storage, such as Dropbox or Google Drive. 3. Lazy image choices. “Please, no more carefully choreographed collections of good looking people with impossible teeth. People are shy, we get that. They don’t want to feature on their own site, but at least choose real people doing real work. I’ll trust you then.”You’ve seen them all: office staff jumping in air, woman wearing telephone headset, suited men shaking hands, hardhats and London skylines. You switch off and skip over them …a little bit more trust in the brand is eroded. 4. More about you than them. “X and Y saw a gap in market to do Z, because we recognised our unique ability to…” Subtext: aren’t we great?It’s important to tell a good story and present yourself as engaging people to do business with. But the real story is about candidates and clients, not you. As my first boss used to say (and this pre-dates David Brent) – “Are you broadcasting on WII-FM?”…or “What’s In It For Me?” 5. No email alerts. “You’ve got some nice jobs but I’m not ready to move. Is there a way to keep a weather eye on you for that killer job I might want to apply for?”See above. Your agency covers my niche well but there’s nothing that takes my fancy right now. I don’t want to call you and waste both our times. Can you push out job alerts to me so I can keep an eye on what you have coming up? 6. Load time. “Your site looks beautiful, it really does …when it finally arrives.”You seriously expect me to hang around for the FOUR WHOLE SECONDS it takes to load properly? On the web,first impressions are formed in the blink of an eyelid (and we know you do the same with candidates).The numbers don’t lie: the longer your site takes to load, the more people lose interest.Let us know if we can help. 

How do you write a great job ad title?

By Steve Riley   June 7, 2016  
Recruiters are busy people and anxious to spread the word about new roles. But resist the temptation to be too hasty getting jobs online. A bit of care up front writing the right job title and description will pay dividends down the line. Whether you have a complete brief from the client or are writing the ad from scratch there are some simple rules to keep the search engines interested and help candidates find your jobs. Think about your keywords.You'll already have your own ideas about what works for your market and probably follow house style, but here's a few thoughts around search, usability and readability that might help newer recruiter colleagues. Set expectations Include terminology that helps the candidate before they click. Terms like 'part-time' or 'night shift' can help save you paying for clicks from unqualified or disinterested candidates. Abbreviations Include common abbreviations in your job title. If a job is well-known by a particular abbreviation, job seekers will often include those abbreviations in their searches, so use both. For example, for a registered nurse, consider using 'Registered Nurse, RN'. Don't rely on the abbreviation alone. Write like a humanBe careful with buzzwords like 'ninja' or 'wizard'. They lack clarity and are harder to search for. Candidates will search for 'social media marketing' rather than 'social media ninja' Use relevant job titles that current job seekers will be searching for. For example, candidates are likely to search for 'flight attendant' than the more dated 'stewardess' Use the candidate's language not yours. So: client = employer candidate = job seeker vacancy/career/opportunity = job! Avoid industry jargon the average job seeker might not use. You can always hedge  your bets with a combination of 'insider' and plain English, eg 'Vehicle Restoration Engineer – Panel Beater' Be specific. For example include experience level or specialism if relevant, eg 'Senior biomedical scientist - Histology' rather than just 'Histologist' Make it look like a real job, even if you're continuously looking for people. Generic long-running job ads are for your own convenience, not the candidate's and won't attract the best applications...and finally Check and check again. Mistakes don't look good. You look sloppy and introduce doubt in the candidate's mind. If your job title is misspelled, it'll never show up in search. More on writing great Job Descriptions in the future. This post borrows heavily from two sources:the excellent advice at the Recruitment SEO Blog An article on Writing Effective Job Titles from the splendid people at RecruiticsLet us know if we can help with anything!