Adapt: Lots in a Name

In late 2016 Symphony Technology Group acquired recruitment and staffing software veterans, Bond International Software, and award-winning innovator, TempBuddy. Erecruit was added to the group in 2017, with a strategic marketing evaluation and rebrand bringing the companies together under the Erecruit name in early 2018, while retaining the brand identities of the flagship products. Shane Wheeler, Marketing Executive, Erecruit, looks at what this means for its recruitment software aimed at fast-growing firms, and why consolidating its name globally is an exciting prospect for its providers and users alike…

If you’ve worked within the recruitment industry for some time, you’ll most likely be familiar with one or more of these staffing software product names: Bond Adapt, AdaptUX (or Bond AdaptUX), Bond AdaptSuite, Bond StaffSuite, Bond eEmpACT.

Launching its first recruitment agency software, Adapt, in the UK in 1973, Bond International Software were true pioneers, sowing the seeds for many of the placement workflow conventions that recruiters rely upon today. Over the next 40+ years, Bond listened to user feedback and consistently developed innovative software, including the launch of AdaptUX in 2016 with its unique personal user experience capabilities.

Throughout this time, the company name was Bond International Software (or referred to simply as Bond), with product names a variable of Adapt. As Bond expanded globally and enhanced and rebadged its CRM software for regional marketplace requirements, new name variants came into being. For example, in the US Bond Adapt delivered enhanced back office functionality alongside its Applicant Tracking System (ATS), effectively becoming a suite of software, so the name AdaptSuite fit perfectly. Bond acquisitions such as eEmpACT and EZAccess (which continue to be supported today) added even more names to the portfolio.

Over the years, as products were developed or acquired and supported by Bond, systems were named to represent the new innovation or reliable continuity being delivered to customers. Depending on where you were when you first heard about or used a Bond system, one name probably stands out in your mind to this day. Many still refer to an Adapt system simply as Bond, others to the latest version used such as AdaptUX.

Today, following a strategic brand evaluation, the above products all fall under the company name Erecruit, with one name for all global variants of Adapt. The innovation and investment continues as we are supported by a private equity firm with the vision and capital to transform success.

So, whichever name springs to mind – now’s the time to remember just one: Adapt.

recruitment software

We thank you for joining us on our recruitment software journey – and we hope you’re as excited about this next, truly defining, step as we are.

For further details on our industry leading recruitment and staffing software or to request a demonstration contact us today.

The latest addition to the Adapt platform: Adapt Reporter

AdaptUX ReporterWe are pleased to announce the latest addition to Adapt, expanding the platform’s business intelligence reporting tools with Adapt Reporter.

Adapt Reporter is a flexible report designer and Business Intelligence solution that enables users to create, run and deliver custom reports to their preferred criteria and specifications; directly from the Adapt platform. This new solution is a feature-rich, self-service reporting solution that presents custom reports in visually appealing and easy to understand ways.

Adapt Reporter provides three extensive and flexible custom reporting options:

1. Express Reports

Adapt Reporter’s ‘Express Reports’ enable users to quickly and easily create tabular reports with real-time data from within Adapt. These reports can also be sorted, filtered, categorised and modified based on live streams of data from Adapt; allowing for many further structural alterations to reports produced in order to meet all bespoke reporting requirements.

Express Reports allow users to:

  • Categorise: Choose the data users would like to use in reports from a list of available categories
  • Sort: Arrange user data in the order they would like it to appear within the report
  • Filter: Select the values or limit the data-set used in the report to receive the necessary information. Users can select as many filter values as they wish

As users add new data fields to reports, the interactive preview from Adapt Reporter is updated and populated in real-time. The flexibility of the solution enables users to change the appearance of the page, add text, images, titles, headers, footers and fast-format pages using pre-built themes.

Also, as Adapt Reporter utilises live data from the Adapt database, users can edit and run reports whenever or wherever – making it simple to make even the subtlest of changes.

If you want to alter your report to access more functionalities, you can convert your Express Report to a Standard Report to utilise even more advanced features.

2. Standard Reports

While Express Reports focus on getting raw data in front of users as quickly as possible, Standard Reports offer greater flexibility and graphical representations for presenting data. Users can easily enhance images, maps and charts within reports by using the ‘Full Feature Design’ toolbar – accessing additional functions and animated visualisations, including:

  • Autosum: Quickly calculate totals of selected cells within a report
  • Image Insertion: Insert images to support information in the report
  • Formula Editing: Edit and create formulas to perform calculations across the report
  • Chart Wizard: Utilise graphical charts that visually represent report information
  • Gauge Wizard: Display data scales
  • Map Wizard: Easily visualise data in five dimensions on geographical maps
  • Crosstab Wizard: Expand data both horizontally and vertically
  • Link Reports and Drilldowns: Link together an unlimited number of charts and tabular reports to focus on the data that matters

3. Crosstab Reports and composite reports

  • Crosstab Reports allow the report to grow both horizontally and vertically, adding new rows and columns when you add filters to the report
  • There are also two composite reports. The first is a dashboard which enables users to place multiple reports and visuals onto one page, as well as applying filters directly to the page that update data, graphs and reports in real-time
  • The second composite report is the chained report. This is really useful if users need to run more than one report at a time, as it can produce reports quickly and easily

Furthermore, if users are working remotely and need a report to be delivered on a deadline – Adapt Reporter can schedule reports for automatic emailing or archiving. All parameters, including time, recurrence and recipients can be set from the Report Scheduler tool, ensuring that reports are provided on time.

Adapt Reporter is the latest addition to the Adapt platform, delivering incredible compatibility and usability across multiple programs and languages.

Adapt Reporter can automate the process of merging data onto PDF, RTF and Excel templates and all language elements within Adapt Reporter can be translated into any language; making it incredibly easy to create reports for any client.

If you would like to know more about Adapt Reporter, please get in touch.

Giving Interview Feedback – Is It Still Worthwhile?

Giving Interview FeedbackInterview feedback has become an increasingly fraught area over recent years, and as a result many employers have now stopped giving it. A survey by the charity Business in the Community found that 24% of young people did not receive any feedback after interviews, while only 41% of those who did receive feedback found it helpful.

Of course, it is never a pleasant task to tell people they haven’t got the job, but there are also other reasons why recruiters are increasingly wary about contacting unsuccessful applicants.

One factor is simply the pressures of work, as when you are trying to keep track of a lot of applications it can be hard to find the time to send an acknowledgement or contact a candidate. However, recruitment software can help to streamline the processes and ensure you can make the time to add a human touch.

The fear of legal action is another reason why some recruiters are wary about giving feedback. In an increasingly litigious age, many recruiters have become nervous that they could lay themselves open to discrimination claims if they say the wrong thing.

Reasons to Give Feedback

All the evidence shows that there is still a demand for feedback from candidates. Many will have taken a day off work for interviews and spent a lot of time preparing, as well as paying for transport and new clothes. After an interview, they understandably want to know of any shortcomings, to ensure that they can improve their performance in the future.

However, it isn’t just candidates who can benefit from feedback. Recruiters also stand to gain from taking the time to follow-up with applicants. If you give constructive feedback, it may encourage candidates to work with you again in the future, hopefully after more thorough preparation.

Conversely, if you don’t get back to a candidate on one occasion, they might avoid you in future and tell their friends and colleagues not to bother contacting you either. This applies both to in-house recruiters and agencies who manage many job applications.

Ways of Giving Feedback

Using a sophisticated recruitment CRM makes it easier to keep track of the interview process and all interactions between clients and candidates. This means you can send timely feedback and keep lines of communication open.

It may not be practical to email everyone individually at every stage, but recruitment software can be used to send out automated responses, for example when people send in their CV or apply. Sending an acknowledgement email after a first contact can assure a candidate that they haven’t been forgotten and their efforts are appreciated.

An automated response does not have to sound impersonal. It can still have a warm, friendly tone and encourage candidates to apply for future vacancies, as well as linking to useful resources. For instance, these could include a link to a section on your website containing careers advice, or a way to sign up to newsletters and social media feeds.

After an interview or brief initial face-to-face meeting, the personal touch is important. Candidates will usually appreciate some individual feedback, whether this is via an individual email, phone call or other channels such as social media. However, it is best to avoid calling people at their current job with interview feedback.

Making a summary of key points straight after a full job interview makes it easier to remember details about particular candidates which you can refer to when giving them feedback. Notes on this can also be recorded in the staffing CRM.

What to Include – and Leave Out

Very bland feedback might not give offence, but it doesn’t really benefit candidates. For instance, just saying that all the candidates were very good, but someone else had better qualifications for the job, is not the type of feedback which can actually help someone. While legally safe, this won’t help a job applicant to prepare better for future interviews or know where they went wrong on this occasion. 

For feedback to be more worthwhile than this, it needs to be honest but kind, pointing out the main reasons why a candidate was not successful. This will give them something to build on for the future.

Comments need to be tactfully worded, however, and avoid being too blunt, as job interviews are very stressful at the best of times. Feelings can easily be hurt, while the risk of litigation is also a reality.  Employment lawyers advise recruiters to avoid what could be seen as personal comments and keep things fairly general, but there is a balance to strike between being general and bland.   

An important element of feedback is to let candidates know the things they did right as well as those which missed the mark. For instance, you could let them know if their CV has an especially good section which they could build on, or if their answers in a particular section of the interview were impressive.

Using Adapt recruitment software can make it easier to manage the whole application process. Adapt streamlines applications and makes all the information received from candidates easily accessible and searchable by recruiters. This frees you up to concentrate on interacting with both candidates and clients, without having to spend a lot of time on admin tasks.  For more details of Adapt, please get in touch.

7 Tips for Improving Staffing Client Retention

When speaking to our customers, conversations around driving operational excellence all come from the same motivational reason – better servicing the clients of a staffing and recruiting agency. The staffing industry is a competitive field for finding and placing qualified talent and for obtaining and keeping new clients. Businesses are always looking for the best option among staffing vendors, which creates a lot of pressure to constantly work toward customer satisfaction. There is an overwhelming amount of information on the subject of client retention, but generally speaking most sources conclude that retention is more profitable than constantly finding new business.

Some staffing managers make the wrong assumption that competitors are at a disadvantage stealing away customers without in-depth knowledge of the client’s unique business needs. However, some clients still choose to try other agencies hoping for better services despite having long-standing relationships with their staffing vendors. To avoid these scenarios, it’s important to incorporate the following seven client retention tips for better profitability and remaining the best option for a staffing agency among competitors—

1. Connect

Salespeople often have plans and strategies in place to connect with prospects, but what about after a sale has been made? Reaching out on a regular basis through birthday and holiday cards, invitations for lunch, or sending an email to simply stay in touch indicates to clients that they are considered more than just dollar signs to a recruiting agency. By constantly focusing on relationship management with clients in addition to delivering quality candidates, your staffing agency will be set up to be the top choice vendor for providing talent. Because businesses select staffing and recruiting firms who respect and remember them, ensure your entire organization knows how to show how much they appreciate the business of clients.

2. Walk the Walk

Success is often measured by delivery of promises made. Staffing sales professionals should avoid setting unrealistic expectations when speaking to prospects, but in doing so must work closely with recruiters to determine reasonable recruiting strategies to pitch to potential clients. Ensuring that sales people are aware of talent pipelines and that recruiters are aware of promised being made to prospects avoids unpleasant conversations to clients about not being able to deliver what they were expecting. A broken promise can easily overshadow excellent service.

3. Listen

It is imperative recruiters have a thorough understanding of the job they are recruiting for that isn’t listed on a job description. By learning the client’s culture and the soft skills needed for job orders, clients will appreciate the effort and commitment made to provide not just needed skills for the job, but also personality traits that fit in well within the organization.

4. Specialize

Know your organization’s recruiting and staffing strengths and help your team further their expertise to become unstoppable in their specialized market sectors. A thorough training program for your recruiting team that guides them to becoming experts in their niche will strengthen your agency’s reputation as the best staffing vendor for your specialized recruitment efforts. Avoid diving head first into markets your team lacks experience in. Without the needed strategy and right resources, it may cause operational hiccups that your current clients ultimately suffer the most from. Calculate your risks when looking to grow and diversify your staffing business. If the risk that you could alienate existing clients is high then consider alternative strategies.

5. Ensure Clients are Given What They Ask For

Sending a stream of weak candidate submittals for a difficult job order can be tempting for some recruiters who hope that something is better than nothing. However, submitting weak or unqualified candidates will cause more harm than good for client relationships. Touch base with your recruiters and ask them which job order is going to be their toughest to fill to see how you can assist. Unless you ask where recruitment challenges are, you may not know that a recruiter’s misinterpretation of the opportunity could potentially damage the reputation of your staffing firm.  

6. Extensive Training

Training new sales reps can be time consuming and expensive, but avoid letting them learn by their mistakes at the clients’ expense. Providing extensive training, mentoring and backup support prevents internal staff turnover and helps inspire enthusiasm as they grow into their position confidently to help improve and maintain client relationships.

7. Automate

Powerful recruiting software like Adapt help staffing sales team close deals efficiently and allows for recruiters to fill jobs faster and more effectively. Your clients won’t really know that automation is the difference between your team and your competitors, but they’ll feel the difference.

While it’s important to be growing your company through onboarding new clients, remember how easy and cost effective it is to retain existing clients. Invest in retention. Make sure your clients know they are important, appreciated, and are utilizing a staffing agency with the best operational practices.

Graduate Recruitment – Ways to Minimise Reneged Offers

Graduate RecruitmentMore than half of employers seeking graduates in the UK couldn’t fill their vacancies last year, according to a recent survey. This underlines how recruiters are facing an uphill task in finding graduates with the skills and potential to achieve a good fit. Making full use of web based recruitment software is key, not only to attracting graduate candidates of the right calibre, but also to keeping reneged offers to a minimum.

There is now a worrying trend among graduates which sees many initially accept offers, but then renege on them, in some cases at the last minute. Recent figures from the Association of Graduate Recruiters (AGR) found that 7.1% of graduate offers were reneged in 2016, with especially high rates of reneges in the competitive fields of banking and accountancy.

Large numbers of graduates are entering the jobs marketplace each year, many of whom have skills which are in demand in the current climate. However, the question is not only how to compete for the best of this talent, but also how to nurture it after offers are accepted; and throughout the onboarding process.

Scale of the Problem

The trend for reneged offers has developed over recent years and is related to the level of unfilled graduate vacancies. This talent gap often means that graduates with the right qualities and high grades can find themselves in demand even in a generally competitive marketplace. This increases the risk that, even after accepting a post, they may change their mind if what they perceive as a better offer comes along.

When a new recruit backs-out at this stage, it can cause a number of problems for employers. They are left with a gap on their books, causing difficulties with workload and with the arrangements for the new employee’s initial training. Because reneges often happen at short notice, there is increased pressure to find a replacement quickly, but the company might well have lost their second choice to a competitor in the meantime. This means they have to spend more time and money recruiting again, and there is a risk they may not find someone of the same calibre as the candidate they have lost.

As well as being bad news for in-house recruiters, reneged offers can also cause difficulties for recruitment agencies. If your agency sourced the graduate candidate who has let a client down, then, however unfairly, the behaviour could potentially be seen as a reflection of your service and reliability.

Ways to Combat Reneges

The longer and more complex the journey from application to employment, the greater the danger is that a candidate will drop out.  Streamlining the candidate experience is therefore essential. Web based recruitment software has a key role to play here, by enabling candidates to quickly apply online, or via mobile channels, and get all the information they need.  

An efficient application process will help to create a positive impression of the job and employer, making candidates feel more enthusiastic from the outset. Choosing the right candidate in the first place, by using sophisticated cloud recruitment software which flags up the different attributes you are looking for, also helps to ensure a good fit; which again can lessen the risk of a renege.

We have looked in detail at how to understand Generation Z. This is very relevant to today’s young graduates, who have grown up in a digital world and expect to be able to communicate via a number of devices, mobile phones and email, as a matter of course.

Recruiters need to use the whole range of available channels to communicate effectively with this generation. This involves using multiple job boards and social media recruitment, but it is equally important to provide information and reply to queries quickly, without unnecessary delays. 

Communication and Onboarding

As a recruiter, you need to stay in touch with candidates after the offer and before they start, since there can be a risk of dropout at any time during this period. Easy lines of communication are essential. It can help to assign a mentor who will keep in touch with the individual and provide a point of contact if they have queries in the run-up to starting work.

It is also often helpful to invite graduates to events at the company and arrange events where they can meet-up with other new graduates and existing employees. This will make them feel like part of the team before they start, which is likely to increase their commitment.

Once the new recruit starts work, the onboarding process is also vital, ensuring they are smoothly integrated into the existing workforce.  Monitoring candidate experience and getting feedback can help to pinpoint if there are any areas you could improve, both during initial recruitment and onboarding, which will again help to improve candidate retention going forward.

Using Adapt candidate management software can help to identify graduates with the right potential and streamline the selection and onboarding process, which will help to minimise reneged offers. To arrange a demo of Adapt, please get in touch.

The Challenges in Recruiting Staff to Work for Small Businesses

A high proportion of job openings in the US every year are with small and medium enterprises (SMEs), but it can be hard for them to find new staff. Many small businesses turn to recruitment agencies to source staff who are the right fit and have the right skills.

But how can recruitment agencies best put forward the advantages of working for a small, lesser-known company? Also, how can the right recruitment agency software make it simpler to find quality candidates for a smaller business?

Small and medium businesses in the US

According to the US government, 30 million SMEs make up two-thirds of private sector jobs. However, SMEs are being hit by the skills shortage, in the technology field in particular, and there is fierce competition to recruit candidates with the knowledge and experience needed.

If you are competing with recruiters working on behalf of larger companies, the problem can be that, because these organizations are better-known, candidates are more likely to choose them first. Perceived advantages include prestige, greater brand awareness and opportunities for career progression.

In fact, there are also major advantages to working for smaller companies, but many SMEs find it hard to get across the message of all they have to offer. This is one reason why they often turn to recruitment agencies to find a new employee. But then recruiters in turn have the job of finding people with the right skills and selling the company to the right candidate. Here are our key pointers for agencies recruiting for SMEs.

Get to Know the Business

Every small business has its own culture and it’s important to find candidates who will fit in and be part of the team. A way to do this is to really get a feel of the business you are recruiting for, as then you are more likely to find candidates who are right for them.

Often small businesses are looking for staff members who are not only highly skilled in their own field, but are also all-rounders and willing to turn their hand to other tasks when necessary. A big advantage for SMEs is that as an agency you can save them time and avoid them having to weed-out candidates who aren’t suitable for them.

Spread the Word Widely

Technology helps small companies to be on more of a level playing field with the larger ones, by making it easier for candidates to get a feel of what a company is like and apply for jobs.  In addition to job boards, it can help to reach a wider range of candidates if you advertise on social media, using recruitment agency software which makes it as easy to apply via these channels as possible.

Looking at the whole age range can also help you to avoid missing out on potential candidates. This includes Generation Z, people born in the late 1990s and early 2000’s, who are now playing an increasingly important role in the workplace, as well as the slightly older Generation Y/Millennials and all the other age groups in the workforce. People in their 40s, 50s and 60s can sometimes be overlooked by recruiters, but they have much to offer, including experience and loyalty. You need to find the sites which these varied age groups regularly visit.  

Present SME’s Opportunities Clearly

The advantages of working for larger companies are well-known, but as a recruiter you also need to be able to get across to candidates what the advantages of working for a small company are. Candidates may not be clear about what a smaller company has to offer, so this needs to be put across both in the initial marketing and placing of job ads and at the interview stage. 

Attractions of working for a small business include greater flexibility, the opportunity to take on more responsibility early on, and the fact that often a role can be more tailored to a staff member’s individual strengths. They are also likely to have more access to senior management and a chance to put forward ideas, without going through the layers of admin which tend to be present in larger organizations.   

Think Flexibly

If, despite all your efforts, you cannot source an ideal candidate with the full skill set required for the job, it can be helpful to think flexibly and to look again at the strongest applicants who have come forward. The company may be prepared either to recast the job’s requirements, possibly by shifting someone internally, or to change the hours and look at flexible working. Finding two part-timers can often work just as well for a small company as one full-timer.

Our software is ideal for recruitment agencies working with SMEs. It enables applications via a wide range of routes, including job boards and social media as well as a mobile phone app. Adapt quickly captures all the information supplied by candidates and saves it in an easily searchable form. To find out more about how Adapt can work for you, contact us today to schedule a demo. 

The Challenges in Recruiting Staff to Work for Small Businesses

Recruiting Staff for Smaller BusinessesA high proportion of vacancies in the UK every year are with small businesses, but it can be hard for them to find new staff. Many SMEs turn to recruitment agencies to source staff who are the right fit and have the right skills.

But how can agencies best put forward the advantages of working for a small, lesser-known company? Also, how can the right recruitment agency software make it simpler to find quality candidates for a smaller business?

Small and medium businesses in the UK

According to a recent House of Commons briefing paper, 99% of businesses in the UK are SMEs, making up a total of more than 5.4 million companies. Within this, there are over 5.3 million micro-businesses with fewer than 10 people, employing 36% of the UK workforce.

This shows just how important small businesses are and why this steadily growing sector is seen as the engine of the British economy. However, SMEs are being hit by the skills shortage, in the technology field in particular, and there is fierce competition to recruit candidates with the knowledge and experience needed.

If you are competing with recruiters working on behalf of larger companies, the problem can be that, because these organisations are better-known, candidates are more likely to choose them first. Perceived advantages include prestige, greater brand awareness and opportunities for career progression.

In fact, there are also major advantages to working for smaller companies, but many SMEs find it hard to get across the message of all they have to offer. This is one reason why they often turn to recruitment agencies to find a new employee. But then recruiters in turn have the job of finding people with the right skills and selling the company to the right candidate. Here are our key pointers for agencies recruiting for SMEs.

Get to Know the Business

Every small business has its own culture and it’s important to find candidates who will fit in and be part of the team. A way to do this is to really get a feel of the business you are recruiting for, as then you are more likely to find candidates who are right for them.

Often small businesses are looking for staff members who are not only highly skilled in their own field, but are also all-rounders and willing to turn their hand to other tasks when necessary. A big advantage for SMEs is that as an agency you can save them time and avoid them having to weed-out candidates who aren’t suitable for them.

Spread the Word Widely

Technology helps small companies to be on more of a level playing field with the larger ones, by making it easier for candidates to get a feel of what a company is like and apply for jobs.  In addition to job boards, it can help to reach a wider range of candidates if you advertise on social media, using recruitment agency software which makes it as easy to apply via these channels as possible.

Looking at the whole age range can also help you to avoid missing out on potential candidates. This includes Generation Z, people born in the late 1990s and early 2000’s, who are now playing an increasingly important role in the workplace, as well as the slightly older Generation Y/Millennials and all the other age groups in the workforce. People in their 40s, 50s and 60s can sometimes be overlooked by recruiters, but they have much to offer, including experience and loyalty. You need to find the sites which these varied age groups regularly visit.

Present SME’s USPs Clearly

The advantages of working for larger companies are well-known, but as a recruiter you also need to be able to get across to candidates what the advantages of working for a small company are. Candidates may not be clear about what a smaller company has to offer, so this needs to be put across both in the initial marketing and placing of job ads and at the interview stage. 

Attractions of working for a small business include greater flexibility, the opportunity to take on more responsibility early on, and the fact that often a role can be more tailored to a staff member’s individual strengths. They are also likely to have more access to senior management and a chance to put forward ideas, without going through the layers of admin which tend to be present in larger organisations.   

Think Flexibly

If, despite all your efforts, you cannot source an ideal candidate with the full skill set required for the job, it can be helpful to think flexibly and to look again at the strongest applicants who have come forward. The company may be prepared either to recast the job’s requirements, possibly by shifting someone internally, or to change the hours and look at flexible working. Finding two part-timers can often work just as well for a small company as one full-timer.

Adapt software is ideal for recruitment agencies working with SMEs. It enables applications via a wide range of routes, including job boards and social media as well as a mobile phone app. Adapt quickly captures all the information supplied by candidates and saves it in an easily searchable form. To find out more about how Adapt can work for you, please get in touch.

SEO Tips for Recruitment Agencies

SEO Tips for RecruitersOne of the biggest problems for recruiters is standing out from the competition online and ensuring that job advertisements attract the best talent.

In today’s digital-first world, Google is often the first point in a job search. “Jobs in Birmingham”, “Entry level jobs in Bristol”, “part-time jobs in Edinburgh” are all examples of what a candidate might type into Google’s search bar.

So, shouldn’t recruiters start there – with the Google search?

Think about it – as most job searches start with a query typed into Google’s search bar, understanding what keyword terms are being used by candidates and then optimising your job advertisements, content and webpages for those terms would be the most effective way to attract candidates, right?

Of course, pumping money into a Pay-Per-Click programme is one way to achieve the results you desire, but prime Google real estate is competitive and costly. Instead, building a Search Engine Optimisation (SEO) strategy, including specific keywords, is an affordable way to drive traffic to your website and job advertisements.

In this blog, we will discuss the importance of having an ongoing SEO strategy, as well as share some simple and effective SEO tips for recruitment agencies.

Building a keyword strategy

As mentioned previously, you need to consider how people are finding your job advertisements and/or website. What keyword terms are they typing in to arrive there? Are they specific long tail keyword terms or short, but relevant, keyword terms?

Once you have this information, you can build a comprehensive keyword strategy around those terms. Remember, try to be specific, but relevant. Over-specific terms are highly unlikely to be searched for, while generic terms are harder to rank for.

Clearly, there needs to be a balance. When it comes to SEO, build your keyword strategy based around both short and long tail keyword terms and then refine it as you go.

Establish benchmarks

Before you execute your keyword strategy and optimise your content, job advertisements and web pages, you need to set a benchmark for your current SEO performance as this will enable you to continually monitor the performance of your keywords and how much new activity your website is generating.

Managing Onsite SEO

Once you’ve established your keyword strategy and set a benchmark to compare it against, you need to manage your onsite SEO. A comprehensive SEO strategy will consider on-page website elements, such as meta titles and meta descriptions, and optimise content for search. Meta titles for example, should be based on keyword terms and relevant to the copy on the web page in question. Meta descriptions on the other hand, are used on search engine results pages to display a snippet of a particular web page – and should be concise and intriguing, as this will help to improve the click through rate to the page.

Refining your keyword strategy

We’ve covered the basic elements: keywords, meta titles and meta descriptions, identifying new keyword opportunities is the next part of the process.

However, it’s important to appreciate that SEO is by no means a ‘set it and forget it’ strategy. It needs routine maintenance and monitoring to get the best results.

Analytics platforms such as Google Analytics provide you with detailed website analytics, allowing you to determine the search terms people are using to find your website. Then, armed with this information, you can optimise your existing web pages and content to incorporate those terms, as well as create new website pages to target new terms.

Creating new, high-quality content

Even with the above in place, you need to maximise your chances of being found online – and a great way to do this is by creating relevant, high-quality educational content.

Google loves fresh content and will reward those websites that post new, high-quality content. It’s also a great way to drive traffic to your website and encourage candidates and clients to sign up for future content updates, improving your brand’s authority and credibility online.

Ultimately, optimising your website, content and job advertisements for search is advantageous to the success of your recruitment agency online, and should always be a main element in your online strategy. However, SEO is a constant practice; you should monitor your keyword performance on a regular basis and identify new keyword opportunities as this will allow you to get the most out of your content and job advertisements and attract new candidates.

Attracting Passive Candidates – How Can Recruitment Software Help?

Attracting Passive Candidates With evidence that the UK skills shortage is deepening, recruiters need to cast the net for new talent as widely as possible. Increasingly this means finding passive candidates, as well as those who are actively looking for a new job. Choosing sophisticated recruitment software which streamlines the candidate experience as much as possible is key to attracting these candidates.

There are high numbers of passive candidates among UK staff. According to the 2017 employee sentiment survey by Investors in People, 59% of staff in the UK are considering moving job this year. However, despite this high level of dissatisfaction with their current roles and a willingness to consider a move, only 25% said they were actively job seeking.

At a time of historically low unemployment, it’s likely that many of the individuals who would fit vacancies on your books are already in a job – so the task for recruiters is to find these people and encourage them to apply.

Making it Easy to Apply

Candidates who are already in a job will not have a lot of time to spend looking for a new one. This means that filling out over-complicated forms or jumping through too many hoops is likely to put them off. On the plus side, this very lack of time can make passive candidates keen to use a recruiter rather than applying direct to individual employers. But they will need to be assured that the recruiter will save them time and effort.

There are a number of ways in which recruitment software can help streamline the process of applying for a new post. For instance, web portals can make it far simpler for candidates to upload their details. Making it possible for candidates to search your vacancies and log in from multiple devices while on the move will also encourage a wider range of applicants.

Sourcing Passive Candidates

Approaching passive candidates can be difficult, but social media, especially LinkedIn, is increasingly important for this. Joining groups and giving information as an authority can build relationships and awareness. This will mean that, even if someone is not looking for a new job now, they are more likely to bear you in mind when the time is right for a move.

When you contact candidates, you need to make a good impression. This means being friendly without being pushy, and not spamming them with a lot of irrelevant jobs or opportunities in the wrong geographical areas. They need to feel that they can rely on you to alert them only to positions which could genuinely be right for them.

Today’s advanced recruitment software can be integrated with social media and record the information you need, for instance enabling people to apply by using their existing LinkedIn profile.

Your existing database will also contain valuable details of possible passive candidates; the people who have contacted you in the recent past. A good recruitment CRM makes it easy to search for candidates with the skills needed to find the best matches for a specific vacancy.

Monitoring Candidate Experience

It’s important for all recruiters to keep monitoring the candidate experience, and ensure candidates are happy with your services and their interaction with you. This includes not only the types of job you may approach them with and the channels available for applying, but also how quickly you respond to requests for information.

Having details instantly accessible, for instance via mobile software, can impress applicants and save them time. The quality of feedback you provide after applications and interviews is another key element here.

Providing a quality recruitment service is of course essential for all applicants, but even more so for passive candidates. These individuals don’t have the same urgency about searching for a new job because they are already employed, so they can easily be put off at any stage of the application process.

The danger is also that applicants who are dissatisfied will spread the word to others and so lose you more passive candidates in the future. This is one of the reasons why it is essential to get honest feedback from candidates who have used your service, so that you can make any changes needed to improve the application experience and attract both passive and active candidates to your agency.

Adapt recruitment software enables all the functionality needed for recruiters to source passive candidates and give them a good candidate experience. For example, vacancies can be posted on multiple job boards and social media platforms at once, and candidates can be enabled to respond via diverse devices, including mobile phones and tablets.

Podcast – The Future Of Recruitment CRM

Just press ‘Play’ or download and listen on your favourite device.

In this recruitment leaders’ podcast from Barclay Jones, Lisa Jones and Wayne Barclay speak with James Payne from Bond International Software and Rod Smyth from TempBuddy. Bond and TempBuddy recently joined forces under the Symphony Technology Group, leveraging each other’s strengths of world-class staffing software and award-winning technological innovation.

As providers of world-class recruitment technology, James and Rod are in a great place to talk about the new #CRMFirst mantra at Barclay Jones.

Who is this Recruitment Leaders Podcast for?

If you are a recruitment leader, IT leader or marketing leader in recruitment, and you want to make your CRM “FIRST” (ie. First port of call), then this is will be a key listen.

What did Lisa, Wayne, James and Rod discuss?

  • Why the content of your CRM can massively impact whether your recruiters use it
  • How to improve the content of your CRM?
  • How can you get managers and directors engaged with Recruitment CRM?
  • What things do they advise recruiters to stop doing?