Whether you recruit in-house or are agency based it is important your company website makes the right impression. A poorly designed and unmaintained website can cost you vital clients and put off potential candidates. The design style, tone of voice and content will vary across different sectors however it is important all recruitment sites / pages avoid the common mistakes outlined below:

Hard to find or minimal ‘about’ information
Having an about page that doesn’t clearly state what you do, where you do it and what qualifies you to do it can leave candidates and clients wondering if you’re the right recruiters for them. If you operate within a particularly competitive sector it is even more important you highlight how you can help. Showcase awards and success stories in addition to your history and knowledge of target sectors.

Inconsistent branding
A common web design mistake is inconsistent branding. This includes graphical and written content. Make sure your logo, font, colour scheme and tone of voice are consistent throughout. Create a brand guidelines document and distribute to everyone within the company. This can help create a stronger more recognisable brand across digital and print channels.

Mobile compatibility
With an increasing number of candidates applying for roles via smart devices, and more companies embracing mobile working it is more crucial than ever that your website responds accordingly. Can you perform key actions across your site on mobile and tablet devices? Take a look at your Analytics report over the last 12 months, most people will be surprised at the increasing level of mobile and tablet users accessing content.

With Google increasing the ranking of sites that are mobile optimised and decreasing those that aren’t it is now vital your site works across smart devices. (Checkout the HRS mobilegeddon post from April for useful links on how to ensure mobile compatibility.).

Hard to find contact / apply / registration information
Can you find your contact details, register a CV or apply for an open position easily? If you can’t the chances are potential clients and candidates can’t either.

Make sure your website has clear call to actions. Don’t miss out on clients and candidates because they couldn’t easily find out how to register / contact you.

Spotted any recurring mistakes across recruitment websites? If you have let us know, leave a comment below or get involved through the HRS social media channels.

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Ever wondered what it would be like to be your own boss? Or finally decided to give it a go and branch out on your own? When setting up on your own there are essential and desirable purchases. This blog shares what you need to get your recruitment agency up and running.

A good accountant
A great place to start is to meet up with an accountant, especially if this is your first time running your own business. Make sure you ask questions about registering for tax and how to claim for business expenses. Remember there is no such thing as a stupid question, it is important your business is set up on strong foundations.

A name
One of the most exciting but often hardest things to do is to name your business. People can spends days even weeks trying to come up with something only to find that domain is already taken or name is already registered. Check out the HRS blog highlighting three free tools to help you check the availability of potential company names across key areas including: Companies House, web domains and social media handles.

A place to work
Whether it’s a rented office or the spare room in your house, you need a clear separate workspace to your living space. If you are working from home set up to minimise distractions (move the TV, close the door etc.).

Communication technology
Obvious but essential purchases; a computer, phone and reliable, fast broadband. Ask around and do your research to make sure you get the best possible deal for your budget. Check out various speed testing tools and useful websites including USwitch and Broadband Checker.

Budget
Calculate the costs of overheads, monthly outgoings, staff, employee benefits, insurance, marketing and other expenses. Do the maths and determine if you have the funds to get up and running. Conservatively estimate when your first placements will be completed and when payment will be taken. Budget for the leaner times at the start of your journey.

An understanding of the market
Complete competitor research within in your target sector(s). If demand is high within your chosen sectors it maybe wise to drill down and specialise further. Before making a decision check industry reports, job market signalling reports and what authority figures are predicting. Make sure there is a demand for your services.

Recruitment Software (CRM, ATS, Database, Marketing)
Up to date, accurate information is key to successful recruitment. In the age of social media and digital it can be difficult to keep track of every thing that is going on. As recruitment continues to evolve you will become increasingly reliant on multiple applications (database, social networks, email applications, back office etc.).

The more time you switch between packages the more time you waste, the more deals you miss out on.

Having one single, integrated system can save time and increase efficiency meaning you can focus on connecting candidates and companies. Many start-ups’ first point of call is a spreadsheet. Collaboration, privacy, data back-up, recovery, analytics, reporting and the lack of integrations are a few of the reasons a spreadsheet can actually slow down the recruitment process. For a detailed look at the subject check out: why Excel doesn’t cut it as a recruitment CRM.

If you want to take a look at professional recruitment software with features including recruitment marketing, advanced Boolean searching, intelligent CV parsing and big data reporting check out the latest HRS video or head over to our dedicated recruitment software pages.

The low boundaries to entry make setting up your recruitment agency a very tempting prospect. If you are setting up on your own get the essentials in first. Do you have any more to add? We’d love to hear from you, leave a comment or use the social media links below.

The post What you need to set up your own recruitment agency appeared first on Recruitment Software for Recruitment Professionals | HRS.

Going it alone or setting up a new business with some trusted partners? One of the biggest decisions you will make early on in the recruitment start-up journey is your company’s name. In this blog we share with you three free tools to help you pick the right one.

WebCHeck – http://wck2.companieshouse.gov.uk
Once you have your shortlist of potential company names the first point of call should be the Government run WebCHeck service. The WebCHeck ‘Company Name Availability Search’ enables users to search the Companies House database of over 2 million companies. Results will reveal if your desired company name has been, or is currently in use.

Instant Domain Search – https://instantdomainsearch.com
If the company name is available one of the next steps is to make sure an appropriate website domain is free. The ‘Instant Domain Search’ service allows you to search the availability of website domains. If your preferred domain is taken you can run a ‘WHOIS’ look up to find out who owns the URL. You can also engage a sales agent to speak to the current owner in regard to potentially purchasing.

Name Chk – http://namechk.com
Social networks play a huge part in modern day recruitment and marketing. When used properly social networks can help recruitment professionals find, engage and connect top candidates with top companies.

A key ingredient in creating a successful social brand is consistency. Company and staff social profiles should utilise a consistent naming structure. For example HRS company social profiles use the same format as the company website www.getHRS.com:

• linkedin.com/company/getHRS
• twitter.com/getHRS
• facebook.com/getHRS
• pinterest.com/getHRS

If we are on a social network you can find and connect with us by searching getHRS.

‘Name Chk’ enables you to check if your preferred username is available across leading and niche social networks. If social is going to play a big part in your business the ‘Name Chk’ tool can help you find out what display names are available.

If you are looking for professional recruitment software with flexible contracts designed to help your business grow take a look at our dedicated software pages, download a brochure or view HRS software in action through an online demo. For more free resources, useful information and recruitment news check out the HRS blog.

The post Free tools to help to you name your recruitment start-up appeared first on Recruitment Software for Recruitment Professionals | HRS.

Since its introduction in 1985 Microsoft Excel has become one of the go to applications for all manner of business / data related tasks. Straight out of the box Excel is a great tool for storing and sorting relatively uncomplicated data and with advanced knowledge Excel is capable of much more. But is it capable of effectively managing the requirements of a modern day recruitment professional?

6 reasons Excel doesn’t cut it as a recruitment CRM /ATS:

1. Data storage, presentation and search

Excel can store a massive amount of simple data (4.3808666e+12 cells!). The quantity of data Excel can store is not the issue it is the type of data, the way data is presented and the search-ability that limits recruitment professionals.

Ideally every candidate in your database will have a CV linked to his or her profile, which will need reformatting before sending to companies. Dependent on the position they may also have other documents such as a portfolio. If you are working from Excel you will need to jump between multiple programmes and have an extremely organised filing system to avoid misplacing vital information. As new candidates register data will quickly accumulate making it increasingly difficult to find what you need, when you need it.

Create an Excel spreadsheet with several thousand populated rows and try searching / scrolling. Be prepared to wait as your computer catches up.

2. Collaboration and privacy

Companies with multiple recruiters often utlise Cloud storage applications such as DropBox to share documents. Standard Excel documents are limiting as they can only be edited by a one user at a time. Documents downloaded from Cloud storage, edited and then placed back onto the network often result in lose of data as changes from users are overwritten.

At times you may want to hide specific data from a selection of users. Within Excel you can password protect individual sheets but this is no guarantee the data is secure. A simple Google search will reveal free downloads that can bypass Excel’s password protection. A potential issue if you are using Excel to store sensitive information.

3. Data back up and recovery

As client and candidate data is integral to the success of recruitment, it is vital information is backed up regularly. Excel’s Auto-save functionality can back up data as you work but does not safeguard your data. What happens if the file corrupts or the machine you use crashes, or worse, stops working completely?

Backing up and recovering data when using Excel will require setting up a shared network or relying on more manual methods such as email and external hard drives.

4. Analytics and reporting

Advanced reporting and analytics helps recruiters make informed business decisions, they also help identify potential problem areas before they become an issue.

As a senior recruiter or team leader you may want to monitor the performance of staff on an ad hoc basis. Within a standard Excel workbook this is not possible without advanced understanding of key functions and formulas.

5. Admin and repetitive tasks

Inputting data to Excel can be a time consuming, manual process. If 20 new candidates register with your business 20 sets of data have to be input, 20 CVs have to be formatted and filed. The lack of automation within Excel can cause recurring tasks to take over a working day, ultimately reducing the number of deals closed

6. Integrations and workflow

Chances are if you use Excel to store data you will be using a word processing application to keep notes in addition to your calendar and an email application to manage communications.

The more time you switch between packages the more time you waste. As recruitment continues to evolve you will become increasingly reliant on multiple applications. This will create a disjointed and complex workflow, which will increase the likelihood of mistakes.

Excel is a great application that does have an array of uses within the world of business, however it is not cut out to manage the modern day recruitment workflow.

At HRS we develop recruitment software for recruitment professionals. Our solutions allow you to manage the entire recruitment workflow from a single, powerfully integrated system. With features including key task automation, intelligent CV parsing, social media and job board connectivity, powerful LinkedIn integration and two-way email management HRS is proven to drive efficiency and increase profitability.

If you would like to take a look at the latest in recruitment technology book your personal online recruitment software demo or download a HRS recruitment software brochure today.

• See HRS in action
• Download a HRS recruitment software brochure

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Selecting recruitment software is a decision that doesn’t come around often. If your recruitment software isn’t enabling consultants to find and place more candidates it isn’t working. If you are in the market for new recruitment software make sure you ask potential providers the right questions so you know the system you purchase does the job it needs to.

Check out our top 10 questions to ask recruitment software providers:

1. How will your recruitment software empower my consultants?

The outcomes determine the worth of your recruitment software. A recruitment CRM should make a recruiters life easier enabling them to the source more clients and place more candidates. When speaking to a potential provider ask what features and integrations will help your consultants during their working day. Don’t get hung up on the industries current buzzwords, find out how the solution will empower consultants.

2. Do you have experience within the sector?

It is important your recruitment software provider has knowledge of the industry. Ask how the company was formed, what experience senior staff have and how they are currently involved in recruitment. You want your providers to be experienced but you don’t want to hand your precious data to a competitor that also develops recruitment software.

3. Do you develop in-house or outsource?

Are you buying from the source or from a middleman? A provider that outsources development is likely to have far less control compared to a provider that develops in-house. If you need to speak to a developer or product specialist how easily could you get them on the phone?

4. What platforms / devices does the database work on?

A modern recruiter works on the go and outside of traditional hours. Regardless of whether you work from Apple or Windows platforms your recruitment technology should work seamlessly across all devices as standard.

5. Are future upgrades included in the price?

Recruitment software is moving at a rapid pace, to help future proof your organisation check what upgrades are planned and what upgrades are included.

6. What training options are available?

Ask potential providers about their training delivery options (phone, on-site, training centre etc.) It is also worth considering what happens when you take on new staff, how will they be trained?

7. What support is available?

With the right training support requirements should be minimised, however it is important support is on hand should you need it. Check what times support is available and how you can contact support representatives.

8. Is it available as a Cloud solution or a server based solution?

Dependent on your IT setup and business requirements it may be more beneficial to work from the Cloud in comparison to a server based database (or vice versa). Ask potential providers which solution would be more suitable and why. If you regularly work away from the office or across multiple devices a Cloud based recruitment solution may be more suitable.

9. What is the contract length and break points?

If you pick the right recruitment software you shouldn’t need to leave, but it is worth making sure you can should circumstances change. Make sure you have it in writing that you can export your data and that you aren’t locked into any over the top, lengthy contracts.

10. Is the solution scalable?

If you hire additional consultants how will this affect the price? If there comes a time where you need to downsize can you cancel user licenses?  Modern day software should work with your business, as your requirements change so should your software.

If you have any questions of your own let us know, leave a comment below or get in touch through Twitter, LinkedIn or Facebook.

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