Will automation in the form of programmatic recruitment advertising take over the way we promote jobs?
At Net-Recruit, we are always discovering ways to attract the best candidates to the roles we advertise for our clients. This year, despite all that is going on in the world, is no different. Over the last few months, we have delved into some innovative ways the future of recruitment advertising might look. So, what is programmatic recruitment advertising?
Targeted advertising is one initiative we’ve examined which we think will play an ever more prominent role in the industry. Obviously, if you’ve written a great job advertisement then it should already be targeted to the type of person your client is looking for, but then what?
Using job boards, you are relying on applicants using that site at the time your ad is live. You then need them to use the correct search terms for your advertisement to be seen.
Surely a better way of reaching potential candidates is to serve your advertisement directly to them no matter where they are on the internet?
This is where targeted job ad’s come in. To make things even easier for the recruiter, where and how the adverts are served to the potential candidates, can be automated in the form of programmatic recruitment advertising.
James Whitelock of Think In Circles discussed this in his excellent blog, which is well worth a read.
Programmatic advertising will take away a lot of the hard work in finding potential candidates.
Programmatic advertising itself is not a new thing, having been used successfully for years in other sectors. It works because it ensures products are seen by a defined target audience based on a pre-identified set of factors.
These factors will include Gender, Age, Interests, Online Habits or Behaviours, and the type of device on which they access the internet. This is great for recruiters as it means they can spend their budget on exactly the type of person they need to fill a specific role with little wastage.
The bidding process works by only ever spending marginally more than the next highest bid which cuts overspend dramatically. You can also set your maximum click-through rate and a maximum number of impressions, giving you complete control.
Why will it be the future?
Programmatic advertising will be an important future resource by allowing for currently repetitive tasks to be automated. By targeting applicants using defined data, setting a budget, and tweaking the campaign throughout, you should ensure great results.
It will allow you to identify when and where potential applicants are most active. It changes you as an advertiser from hoping to be sought to doing the seeking.
Vacancies will also have a greater chance of being seen by passive job seekers. Those not currently in the market but like what they see enough to enquire about the role in question.
This, of course, depends on the quality of the visuals and message therein to make this happen.
This is where a recruitment company like Net-Recruit will come into play. With over fifteen years of experience in the recruitment advertising sector, we know what makes a good advertisement.
We have exceptionally good partners in the creative, job board, and advertising industries to ensure that if you place your recruitment campaign with us, you will find the absolute best candidates on time and to budget.
If you’d like to discuss how we can help you with your next recruitment campaign, please click here
5 recruitment mistakes you could be making (and how to avoid them)
In today’s job market, candidates hold more power than ever before. For recruiters, this means more pressure to impress job hunters and make the hire quickly and efficiently. But are you doing everything you possibly can to stand-out from the competition and recruit the best talent?
According to data from CV-Library, poor hiring decisions can cost businesses up to £15,000 a year. What’s more, candidates are admitting that there are certain areas that put them off applying for jobs. Below, we explain the 5 recruitment mistakes that you could be making and how you can avoid them.
Poorly constructed job adverts
A staggering 94.7% of candidates say they’re more likely to apply for a role that has a clear job description. And who can blame them? A well-written job advert will naturally be more inviting because it clearly outlines who your company is, why you are hiring and what the position involves.
Follow this format and you’ll stand a better chance of boosting your application rates. This involves bullet pointing out the key responsibilities of the role, as well as the key skills and qualifications needed. You should round off the job advert with a quick mention of what the candidate can gain from working for you – this is also a good opportunity to shout about any workplace perks you offer your employees.
Lengthy application process
It’s important to remember that your job advert and application process are the first impression a candidate will have of your company. Therefore, you need to make it as engaging as possible. Think about your application process: how long is it? Is it easy to navigate? What are candidates required to do?
What’s more, think about the fact that more candidates are searching and applying for jobs on mobile. If they aren’t able to apply for your roles through their devices, they may end up abandoning the entire application. Think about how you can make it more efficient. Do you need so many screening questions? What information do you really want to gain in the initial stages?
Too many interviews
Research tells us that a lengthy recruitment process puts off candidates. While it’s important to ensure that you have an effective screening process, consider how multi-stage interviews may be viewed by candidates. For example, do you require a candidate to complete a telephone interview, an initial face-to-face interview, a second interview, and a final interview?
This may be necessary for some roles, particularly more senior positions. However, you should be able to get a good idea of how suitable a candidate will be from a telephone interview and a face-to-face meeting. If your hiring process has too many stages for candidates, they may become impatient, or get snapped up by someone else.
Slow response rate
How quickly are you getting back to candidates? In such a competitive market, you can’t afford to take weeks deciding on whether you want to hire someone or not. Nowadays, it’s likely that job hunters will be juggling multiple offers. Therefore, it’s important to feedback to candidates in a timely manner.
What’s more, even if you aren’t going to offer someone the job, keep them updated and provide constructive feedback. Employer branding is extremely important in today’s labour market and you need to make a good impression.
Offer the best package
Last, but not least, consider the packages that you’re offering to candidates. Are you making an offer they can’t refuse? As mentioned earlier, the market is competitive, so you need to stay on top of what your competitors are offering and really think about what will set you apart from the crowd.
Overall, it’s clear that there are certain areas which could be affecting your recruitment efforts. Getting the hiring process right is extremely important and certainly worth the investment. Especially if you want to attract the best talent in 2018.
Author: CV-Library – The UK’s leading independent job board https://www.cv-library.co.uk/
We do everything online now, from shopping for groceries, to banking and booking holidays. Recruiting the ideal candidate with our Flat Fee Recruitment Model is no different.
The Job Market has changed drastically, and has consequently made way for more cost effective recruitment strategies.
How Does It Work?
Flat Fee Recruitment uses a model in which companies pay a recruitment agency a fixed fee to find successful candidates.
Net-Recruit utilise the UKs Premium Job Boards, to ensure maximum exposure for all of your vacancies. Furthermore, Social Media also plays a big part.
Flat Fee Recruitment is an affordable option for employers who would prefer to spend their budget in other areas. There are no hidden costs, no commission and almost no risk.
With the introduction of Mobile Apps, candidates have never found it easier to search for jobs. Any vacancy can be viewed by millions within minutes. In today’s times, where everything is on-the-go, job seekers need to have constant and quick access to their networks as well as the latest jobs advertised.
As a result, candidates can now apply for a position with 1 click!
Net-Recruit Are Here To Help
Besides the online advertising, our recruitment experts will also conduct searches across all Social Media platforms, and CV Databases, to find the perfect candidate.
All of the applications will be manually reviewed by a skilled member of our team, and uploaded to our bespoke Online Portal for you to monitor. As a result, the hiring manager will receive full visibility of the campaign. In addition, you can make notes and generate a shortlist.
Why not try Flat Fee Recruitment today?
Any new customer to Net-Recruit can trial the service for an Introductory Rate of £399, and fill any vacancy with the minimum of fuss.
Job Boards. The Simplest and most straight-forward recruitment strategy, yes? Well, not quite. They are tempting, and an easy Go To Recruitment starting point, but knowing how to utilise them to your advantage can be a tall order. This is a HR Manager’s Guide to Job Board Advertising, and how to get it right.
Business Benefits of Online Job Board Advertising
The business benefits of using online job boards are alluring to say the least. This article gives an excellent run down from a Recruiter’s Perspective: what’s good about job boards, the business benefits, and how to maximise their potential. The business benefits include:
Online is the Place to Be: without a doubt, recruitment in 2016 is heavily reliant on the internet, therefore making sure you have an Employer’s Presence on the best job boards makes sound sense.
Candidates Start Here: you only need to look at the odd article aimed at candidates, such as this one, to know that the most active candidates start their search here, having typed in a generic Google phrase. The candidates scour them, and the savviest of candidates know how to play the Job Board game, so if you’re not to miss out, you need to be there.
Speed is of the Essence: with a quick click of the mouse and a few completed form fields, your vacancy is up, being advertised, and reaching out to candidates. It doesn’t get much faster than a Job Board. Time feels efficient because within minutes you’re accessing candidates.
Ease of Use: When you have a million other tasks demanding your attention, job boards are easy because they are simple and straightforward to use.
Money Matters: Recruitment Budgets are often being squeezed. A Job Board advertisement is one of the cheapest options on the Recruitment Market, or at least the upfront costs are known, quantifiable and low.
You’re in Control: When you place the Job Board advert, the applications are going to come flooding into you. You know what you’re looking for, so post accordingly, and can filter accordingly. The leg work is down to you, so you can stay in control.
Employer Branding Online: Utilising Job Boards can be a good way of getting your name out there about the type of employer you are, the roles you offer, and generally beefing up your image and Employer Branding.
Linking to Social Media and Other Strategies: Job Boards are easy to link to your Social Media accounts and any other recruitment strategies you have. This makes a more holistic approach to recruitment.
Top Tips on Choosing the Right Job Board for Your Business
The problem starts when you realise that there are literally thousands of Job Boards out there. But not all Job Boards are created equal. There can be enormous variations from one board to another, and simply ‘dumping’ your post on a random choice is not going to come up with the goods: real, high-calibre candidates. Choosing the right Job Board ensures you attract the right candidates for your vacancy. After all, one high calibre well-experienced and accurately qualified candidate is better than a thousand inappropriate ones. So how do you pick the right one?
Change Your Hat: Take of your HR Recruiting hat and put on the hat of a candidate. Think as they would think. Where would you start our new job search? Knowing the most savvy candidates, you’re likely to start with a quick Google search. So do this, see which job boards come up on the first page of results for jobs in the area you’re looking for.
Think About Your Needs: Don’t just dive in but give some care and thought to your recruitment needs. Are you after a specialist or a generalist? Are you after someone with 10 years’ experience or a new graduate? Identify your needs and use this to hone your search.
Location, Location, Location: Are you looking for a local recruit or are you casting your net wider to the global market?
Your Niche: Understand and know your business niche. Which job boards cater to this?
Identify the Top Boards: Now you should have a handful of ‘nearly’ appropriate job boards to choose from. Now is the time to compare them to one another by looking at factors such as site performance and traffic, and therefore narrow your choices down.
Select the Job Board for You: Once you’ve done the above groundwork, you should have a good idea about which job board is best for you as a HR Manager. Now you can draft your post, fill in the online form, pay the sum, and get cracking.
Job Boards do sound easy and cheap, but in reality things are necessarily all they are cracked up to be. Whilst your initial outlay may be low, chances are you’ll be paying a heavier price in the long run when other costs mount up (whether these be due to your time, or indirect recruitment costs such as losing a new recruit early on). Even assuming you identify the right job board for your vacancy first time from the thousands out there, you are still going to be a needle in a haystack. The right candidates finding you will still be largely down to luck. On top of this, you’ve just given your Inbox carte blanche to send you crazy. You will be inundated with candidates. Sifting through them to find exactly the right ones, the ones who do truly meet your criteria is going to take a great deal of time and effort.
Is There Another Way?
For savvy HR Managers there most certainly is. Whilst Recruitment Agencies can bring a higher upfront cost, they definitely bring a personalised and confidential service bringing you the very best pre-qualified candidates whilst honing your employer branding. They are time efficient and cost effective. Nonetheless, Recruitment Agencies can have a bad rap. That’s why Net Recruit is different. We offer a Campaign Builder package that allows you to know exactly what you’re spending and what you’re getting. The result: affordable high quality recruitment, for each and every vacancy, within the Job Board headache.
Recruiters typically have full days, with plate spinning and priorities to juggle galore. Without some well thought out and aptly managed house-keeping it won’t take long before the House of Cards comes tumbling down. If you’re not up to scratch as a Recruiter there’s always another waiting in the wings, so it matters that you’re on the game and proactive at being successful. So how do the most successful recruiters ensure they keep their house ship shape and spick and span? We’ve compiled our favourite recruitment tips below to get you started.
The Early Bird Catches the Worm
There’s a good reason this article is about what smart recruiters do in the morning. Simply put, utilising the time before work and before the rest of your office has had their morning caffeine shot is the key to giving you the edge for success.
Early rising is a common trait found among the vast majority of successful people from politicians, including prime ministers and presidents, to entrepreneurs. You may not think much of Maggie Thatcher’s politics, but the Iron Lady was an early bird and there’s no doubting she got things done with focus and determination. Successful characters are known for their dawn-raids giving them a head start over the later sleepers.
Morning people are more proactive and, essentially, more productive. By carefully having a Morning Plan of Attack, you can become a smart recruiter by employing these top five good house-keeping for recruiters tips. So before you press snooze again and turn over for another 15 minutes’ slumber, think wisely about how this morning slot could make or break you as a successful recruiter.
#1 – Plan, Plan, Plan
By using the lull before the storm to make a map of your day, a detailed plan, you can take some of the thunder out of the storm itself when it hits. By making a daily plan and using it to keep on track throughout the day means you are more likely to realise your goals. Reflection is easier first thing in the morning after a good night’s sleep, so one of your first priorities of the morning should be to reflect on what needs doing, work out your recruitment priorities, and make the most of the uninterrupted problem-solving time.
Importantly, you need to commit the plan to paper (or the electronic equivalent!) that can serve as both a checklist and a motivational tool. If you haven’t got one already, consider using a free app like Any.do to help you organise and manage your day. Advance organisation cuts wasted time later on. Don’t forget to plan in breaks – well-rested recruiters are better recruiters.
#2 – Make Your Day Top Heavy
When making your map of the day using your Early Bird time, make sure you load tasks and actions into your schedule in a top-down way. Make sure the meatier, harder tasks are up there at the start of the day. Why? Because by getting the hardest tasks done first you use the best of yourself for the trickiest elements of your job. Additionally, it doesn’t loom over you giving you a sense of doom to you for the whole day. And, last but not least, tough tasks are guilty of being procrastination generators.
It’s amazing how much time you can ‘waste’ in a bid to avoid the real task. Therefore, if you’ve got a tricky customer to call, or a report to write, schedule it in for first thing on your list. This means that as your day goes on you are rewarded with the easier and more mindless tasks when you don’t necessarily need to be at optimal best.
#3 – Visualisation
Entrepreneur.com assert that all the most successful Entrepreneurs have one trait in common: visualisation. By focussing on and seeing yourself achieving your goals, you are more likely to actually achieve them. By taking a cheeky 10 minutes to hone your visualisation skills, you are actively driving your success. There’s nothing “woo” about it if it means you have the cutting edge. For handy tips on how to get started with visualisation techniques check out these ideas.
#4 – Stay Ahead of the Game
When you work in Recruitment life gets a tad full. It’s easy to spend all your time on the minutiae of individual jobs and necessary fire-fighting and the endless tennis game of communications and lose sight of the bigger picture of your industry. For successful recruiters, it is essential to spend a short part of your morning routine keeping abreast of your industry. Read articles and news pertaining to your business so that you can follow and predict trends.
Winning and influencing people, which is essentially the prime aim of Recruitment, requires knowledge and information that can be rapidly out of date if you don’t stay ahead of the game. Additionally, nurture and spend time on mentor relationships, enabling you to learn from the best of the best. Lifehack believe another trait in common among successful people is having and utilising mentor relationships.
#5 – Be Social
Finally, part of your Early Bird Catches The Worm approach should include making time for your Social Media body scan, as well as analysing job boards and client websites to find out information but also to show your visibility and presence. By connecting and reconnecting with your network you build the links to take you from a good recruiter to an excellent recruiter.
Smart Recruiters know that by taking a little time first thing every day, for a spot of house-keeping following the above tips, then their day will flow more productively and success will follow as a natural by-product. The difference between average and able is the ability to approach the day with planning, purpose and being on the second lap whilst your competitors are still on their starting blocks. Be proactive with your day, not reactive, and you’ll have those plates spinning in sync in no time…and a solid house of cards that won’t fall the minute a new candidate so much as breathes in your direction.
These cold winter months can often slow things down, especially here in the UK where the happiness-inducing rays of sunlight are a mere distant memory, but not at Net-Recruit.
Whilst digging out the winter thermals in preparation, we’ve also been busy re-developing our Online Recruitment Campaign Builder. We’ve simplified the process of customising a campaign and believe that the new User Interface will help our clients to quickly build the perfect package within minutes. So with the self-appreciation aside, read on to learn about what’s new, including a carefully selected Recruitment Campaign Package, Additional Add-ons, Easy Job Spec Uploading and a special Introductory Offer.
Entry Level Recruitment Campaign Package
We’ve identified the core elements that we think every recruitment campaign needs to be successful and bundled them up together to form our base package. The core elements we’ve included are as follows: Advert Creation, 4 week Job Board and Social Media Campaign, Candidate Search, Ongoing Assessment and C.V Screening.
You’ll get these core elements with every package as a default. However, you’re not limited to this as we offer some carefully selected add-ons which will help to take your online recruitment campaign to the next level!
Sometimes just enough isn’t always enough, we recognise that and have introduced a selection of additional services which you can bolt onto your recruitment campaign. When you reach this section on the campaign builder, simply click the add-ons you desire to highlight, this will then increment your total package price and pass through to the submit a vacancy step once the page is submitted.
Easy Job Spec Upload
Once you’ve assembled your perfect recruitment campaign package and wish to proceed, simply submit the form where you will be taken to the Submit a Vacancy page. Your chosen package and add-ons will be bundled together and the total price calculated. All that’s left to do now is fill in your details, upload a job spec document, submit the form, sit back whilst we do our thing and then watch the candidates start to arrive in your inbox.
As it’s getting close to Christmas, we’re feeling generous so that’s why we’re currently offering new clients the chance to take advantage of our introductory offer rate of just £399 on our Online Recruitment package, usual price £599.
So hopefully, that helps to introduce or newly design campaign builder and demonstrate the ease in which you can now create the perfect recruitment campaign tailored to your particular requirements. That said, you can take it for a spin here.
It’s no secret that the UK Recruitment Industry is booming. Piggy backing on a strong UK economy, a recent study concluded that sales for the top 100 recruitment companies were up by more than 10% compared to the previous year.
Whilst business is booming, so is the demand for a solid Online Recruitment Software. The market is flooded with options when it comes to choosing the right software, so with this article we aim to provide an insight into some of the most desirable features.
Don’t tell anyone that we told you, but recruitment is pretty scary. And we aren’t talking about your candidates’ sweaty palms before an interview. Whether it’s the responsibility of HR, in-house recruitment teams or your partner agency, the whole process is challenging from start to finish. Because it is important to get it right.
And, when it goes wrong, it can go spectacularly wrong.
We have been looking at the biggest factors that can send your recruitment campaign spiralling out of control, and how you can manage them. Because, when it comes to getting it right, we know how to keep those recruitment demons at bay…
1. Too few candidates.
Here’s one that’s bound to get your heart racing. Is it me? Is it us? Was it something I said?
You put your job ad out with all the confidence in the world but nobody is ‘swiping right’ on your company. Gutted. Here’s where your arsenal of online recruitment tools come in. One of the biggest factors in recruiting the wrong person is that there simply wasn’t enough choice in the first place. So, cast your net wide but still set your campaign out in a targeted way from the start. Use our Campaign Builder to make sure you are communicating the right message to the right person at the right time. And then you can feel safe in the knowledge that your decision is an informed one, and not about picking the best of a bad bunch. That kind of relationship is never going to last.
2. Too many cooks.
Having everyone involved in every stage of the recruitment process may feel like the right way to go about things. And it would be, if everyone could agree about everyone they met. But too many subjective opinions too early on can confuse matters and send your tightly planned campaign way off track. Our advice? Ask yourself some precise questions and stick to them: who really counts in this process and at what stage? As specialists in the online recruitment process we can guide you through the entire process, vetting and filtering candidates as we go, so your team can work on a far more productive ‘need to know’ basis, saving everyone a lot of potential arguments. For us, it starts with getting under the skin of your existing company structure, so we ask the important questions first, saving you time and money in the long run.
3. References? What references?
The best of the best recruiters do not see references as a final ‘sign off’, they uncover and use information they get from referees to inform their decision. Too often recruitment processes play ‘tick box’ with this most useful and informative part of the process. That’s why we spend time investigating references and, crucially, asking the right questions. Because, if anyone knows, it’s the previous employers. And it’s not just about finding out whether your candidate was forthcoming on the brew round (although, obviously, that’s going to be part of it…)
4. Say what you want…
It might be crystal clear to you, but is that job description really worded correctly for the type of people you want to attract? Whether it is a new or existing role, taking the time to get all the information down in a structured and thought out way could be the difference between your dream candidate picking up the phone, or not. And, trust us, there’s a skill to it. Start by being as open as possible. The recruitment process should not be the test, leave that to the interview. Lay it all on the line and be transparent. The right candidates will thank you for it.
5. Past experience vs. future potential
How you analyse applicants based on their experience or what they could bring to your business can feel like a bit of a tightrope. Pay more for the old dog who may be reluctant to learn new tricks or invest in the young pup who hasn’t been tried and tested? This comes down to the person and there can be no hard and fast rules. Just go in with your eyes open and remember, if it feels right, it probably is.
For every job role, every business and every candidate the recruitment process can feel like a minefield. And mistakes can be costly. At Net Recruit our approach is built upon understanding your business and the potential pitfalls from the start. Then we create a campaign that helps you minimise the scary bits to ensure you arrive at the best results. So, stop hiding under the duvet. Let’s beat the recruitment monsters together.
Flat Fee Recruitment does exactly what it says on the tin; Outsourced Recruitment which is charged for as a basic upfront fee rather than as a percentage of salary for services rendered after an appointment has been made.
The reason that many companies choose to go down this Flat Fee Recruitment route rather than using a traditional recruiter is usually to do with cost: a typical Flat Fee Recruiter will be able to buy job credits from numerous job boards at a fraction of the cost an employer could do for a single vacancy and in most cases will pass some of the savings on to the recruiting company.
Advantages of Flat Fee Recruitment
A job vacancies posting purchased through a Flat Fee Recruiter will usually be placed on to numerous job boards at a cost which is similar to the fee an employer would be charged to place their vacancy on to a single job board; this makes it a very attractive proposition if price is your sole concern.
Another advantage to Flat Fee Recruitment for employers who have multiple positions to fill is that if you have to find, for instance, five Sales Executives, you should be able to fill these positions with just one advertisement and only pay the up-front fee, provided enough good applicants come through of course. If you were to fill these five Sales Executive roles through a traditional recruiter it would cost considerably more.
Separate The Wheat From The Chaff
The downside to Flat Fee Recruitment is that if your advertisement doesn’t attract the right kind of applicant then there isn’t really a comeback, you’ve already paid for the advertising so if it doesn’t work then you will have to pay again and will still not be sure you will fill your position; although of course, this could happen if an employer were to place their vacancy direct with a job board themselves.
Is Flat Fee for me?
The Flat Fee proposition can be a good one if you are looking to get a job live quickly and can afford to wait if it doesn’t work out the first time the role is posted; if however you need to make sure the right person is in position from the word go then it’s probably advisable to seek the help of a traditional recruitment agency or one of the few companies like Net-Recruit who provide a hybrid service which hopefully gives our customers more choice and control of their recruitment campaigns.
Hopefully the information above will be of some help to those of you who are thinking of dipping your toes in to the world of online recruitment for the first time and will help clarify a few things for those of you who recruit online regularly but have always used a Job Board directly of have used a traditional Recruitment Agency.
If you wish to know more about how we conduct our business here at Net-Recruit please have a look at our article entitled Online Recruitment Explained.
For people who are new to the online recruitment industry there can often be confusion around the subject especially when it comes to identifying the main benefits in comparison to more traditional recruitment methods.
Being experts in the field, the benefits are clear to us here at Net-Recruit! This is why we’ve put together the following list which demonstrates how an online recruitment campaign can benefit your business next time you need to recruit new staff.
It saves you time
If like most busy professionals you barely have the time to get your daily tasks completed, finding additional time to recruit new staff can be difficult if not impossible. After the initial setup and consultation an online recruitment campaign lets you put your recruitment efforts on auto-pilot. Each aspect of the campaign is skilfully handled by a team of dedicated professionals who are passionate about finding the right candidates for your requirements in the most efficient manner.
It saves you money
With one simple fixed fee, an online recruitment campaign ensures that you won’t be going over budget next time you need to recruit. Some recruitment companies also offer a free re-run of the campaign if a candidate isn’t found in time or they don’t quite fit the bill!
It helps you find the right candidates for the job
Based on a provided criteria, each candidate who applies for your position manually has their C.V. screened by specially trained staff which results in those that do not match the specification being discarded from the pool of suitable candidates. Also, for an additional charge but highly worth it the best recruitment agencies will also conduct a Pre-interview questionnaire and perform psychometric tests which increases the chances of finding the very best candidate for the role.
So there you have it an overview of the primary reasons as to why online recruitment can benefit your business. If you’re still unsure or just curious, be sure to check out our online recruitment bible which takes a further look into the industry as a whole.