The post Getting back into Work Mode, a Post Holiday Checklist appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>We’ve all been there, a blissful few days, maybe a week or two of R&R, some quiet time to enjoy as we please where we set off to pastures new or recharge the batteries at home. But then reality bites and all too soon it’s the night before your due back in the office and the dreaded alarm has been set.
Many of us find the transition from holiday mode to work mode a slow one but with this handy checklist you should be back on top form in no time!
Reset your body clock
Have a few early nights before going back, not something everyone likes to hear but trust me it works! If you’re due back to work on the Monday try and have an early night the Saturday and Sunday. It’s a great way to get your sleeping pattern back to normal and get your body clock back into a routine.
Don’t skip breakfast
Get up and have breakfast. It’s not just something your mum used to say, breakfast really is the most important meal of the day! It kicks starts your metabolism, a good breakfast should keep you full and focused until lunchtime.
Arrive early
By coming in a bit earlier you have a chance to sort emails, voicemails and any complete any other admin tasks that could get in the way of sales time. Doing all of this before the workday begins allows you to get on and speak to clients and candidates.
Check in
Agreed to call / email a client or candidate on your return? Make sure you check in as planned. Even if its just a quick call or bulk email to remind everyone you are back and will catch up in more detail soon.
Got any handy tips that you find useful when going back to work? (I always find bringing holiday sweets in helps; especially if the weather hasn’t been so kind to your colleagues). If you have let us know, leave a comment or get involved through the HRS social media links below.
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]]>The post What you need to set up your own recruitment agency appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>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.
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]]>The post Mad Men inspired recruitment tips appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Mad Men, one of the most talked about television dramas of our time. Over it’s 7 seasons we have witnessed the growth, decline and merging of businesses, the acquisition and loss of clients and the rise and fall of staff. Sound familiar? The competitive world of recruitment has a lot in common with the world inhabited by Don Draper. This blog shares some Mad Men inspired recruitment tips designed to help you rise to the top.
Be an expert
Don pitches with confidence; whether he is advertising cars or cameras he knows whom he is pitching to and what they want from their campaign (even if they don’t know it yet).
A negative perception of professional recruiters is that they don’t know enough about the roles they recruit for. Hiring managers want to be confident you will find the right candidates whilst candidates want to be confident they will be matched with relevant roles.
If your job is to place top candidates in digital marketing roles you should know your ‘paid’ from your ‘organic’. An understanding of the industry and professions you recruit for will help increase placements as it maximises the chances of selecting the right shortlist.
Work hard and work smart
Starting as a secretary in 1960 many would expect the glass ceiling to be hit at office manager. Peggy’s meteoric rise from secretary to Copy Chief during an age where opportunities were limited for women illustrates how important it is to work both hard and smart. Contributing to a focus group Peggy seizes an opportunity to showcase her creative talent. From that point onwards Peggy’s work ethic, drive and ability help advance her career and the agency’s reputation.
To succeed in recruitment you need to work both hard and smart. Modern day advertisers, marketers and recruiters have a clear advantage over the Mad Men generation – data.
If you are utilising digital channels to engage candidates; monitor results, keep track of messages, distribution times, networks etc. Review regularly and amend activity accordingly. Work smart and optimise your activity so it delivers the maximum results.
Network and communicate – regularly!
From client visits, lunches and drinks to award ceremonies the staff at Sterling Cooper are no strangers to networking. Rodger Sterling and his team are in contact with prospects and customers on a daily basis, often meeting in person whilst regularly conversing over the telephone.
In the age of social media and online the importance of face-to-face communication is often overlooked. Use email and social networks to help you, don’t use them to avoid picking up the phone or getting out and speaking to someone. People buy from people they like and it is easier to make an impression face-to-face.
Brand is everything
From your tweets to your attire, everything that can be seen or heard by a client, candidate or fellow employee contributes towards your personal brand.
Does your personal brand fit with your organisations? Look objectively at your personal brand, does it align with what your clients and candidates want? Being unique and standing out in a crowded market place is great but make sure you are the right fit for your target audience(s).
Draper’s personal brand projects authority. He dresses sharply, speaks with certainty and commands a room. Draper gives his customers confidence he and his team will deliver, make sure you do the same.
Do you have any Mad Men inspired recruitment tips to add? Leave a comment below and let me know. If you are looking for more recruitment tips, news and advice check out the HRS blog. HRS recruitment software for recruitment professionals. Find, engage and place more candidates, book your online demo today: www.getHRS.com/demo
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]]>The post How to create an ‘all-star’ LinkedIn profile appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>In today’s market LinkedIn is often one of the first forms of contact between a recruiter and a candidate. Whether you complete regular outreach or use your profile as a form of inbound lead generation it is important you optimise your presence to make the most of the world’s most popular professional network.
According to LinkedIn users with complete profiles are 40 more times likely to receive opportunities. In this blog we share with you how to create an ‘All-star’ profile along with some great profile optimisation tips. You can also download a .pdf version at: All-Star LinkedIn Download, perfect for sending to the team.
Industry and location
Make it easy for potential candidates to find you, set your industry as ‘Staffing and Recruiting’ and your location as the areas you operate in. Use your headline to go into detail about what you do. For example if you recruit digital marketers why not go with: ‘Digital marketing recruitment professional’.
Experience
A complete LinkedIn profile requires a current position and two past positions, with descriptions. Use the description area to clearly and concisely explain what you do and whom you work with. When a candidate lands on your profile it should be clear that you are the right person to help them secure their next career move.
Do your research and make use of target industry terms and phrases. Add rich media and links to convert profiles views into conversions (traffic to website, inbound message, phone call etc.).
If you have previously worked in your target industry reference how your practical experience helps you understand the sector. Use the description area to sell yourself as THE recruiter to contact.
Education / organistions / certifications
Use the education section to add further credibility to your profile. If you are a member of any professional organisations or hold any relevant certifications reference them in the corresponding sections. Organisations and certifications are not requirements of an ‘All-star’ profile but are worthwhile additions.
Skills
An ‘All-star’ profile requires a minimum of three listed skills. Use the skills section to illustrate how you help candidate, if you place within sales and marketing roles you could list:
- Marketing recruitment
- Sales recruitment
- Telesales recruitment
Think about what a candidate and / or company might search when looking for relevant recruiters, update your skills accordingly.
Profile picture
LinkedIn is a professional network; your photo should reflect this. Consider what impression a potential candidate could take from your picture. This doesn’t mean you can’t show some personality but do avoid party pictures and over the top filters.
Connections
A minimum of fifty connections are required to achieve an ‘All-Star’ LinkedIn profile. If you have just set up a profile connect with old colleagues, friends and family. Make use of the import contacts function, connect your email and invite to build up your network quickly.
Follow the above steps and you will have an ‘All-star’ profile ready to engage both active and passive candidates. If you are looking for LinkedIn integrated recruitment software book your personal HRS demo today or download a HRS brochure.
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]]>The post The 2015 Recruitment Hashtag Calendar appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>The Recruitment Hashtag Calendar, updated for 2015. Maximise your social media reach. Find, connect and engage more candidates. (Free download: Recruitment Hashtag calendar)
A great way to find and connect with potential candidates is to get involved in hashtag conversations. HRS have complied a list of active hashtags that will help you connect with both active and passive candidates. Make the most of social media, extend your reach and increase your candidate pool.
Download your free copy of the 2015 Recruitment Hashtag Calendar at: Hashtag calendar download or see below for a weekly breakdown of useful hashtags.
If you know of any other great hashtag conversations or have started your own let us know! Send an email to hello@getHRS.com or connect via Twitter, LinkedIn or Facebook.
Monday Hashtags
- #JobHour – 10-11am
- #LedburyHour – 11-12pm
- #UKBizLunch – 12-1pm
- #HerefordHour – 1-2pm
- #BizHour – 2-3pm
- #SouthWestHour – 2-3pm
- #B2BHour – 3-4pm
- #FollowHour – 3-4pm
- #DorsetHour – 7:30-8:30pm
- #IlkleyHour – 7-8pm
- #CumbriaHour – 7-8pm
- #BrandYorkshire – 8-9pm
- #HarrogateHour – 8-9pm
- #CheshireHour – 8-9pm
- #NortheastHour – 8-9pm
- #ConnectingEssex – 8-9pm
- #LincsHour – 8-9pm
- #StockportHour – 8-9pm
- #PBoroHour – 8-9pm
- #MarketHour – 8-9pm
- #MondayMadness – 8:30-9:30pm
- #YorkHour – 8-9pm
- #WorcesterHour – 8-9pm
- #PrestonHour – 8-9pm
- #EnterpriseHour – 8-9pm
- #WightHour – 8:30-9:30pm
Tuesday Hashtags
- #JobHour – 10-11am
- #UKBizLunch – 12-1pm
- #YorkshireJobHour – 12-1pm
- #NorthEastHour – 2-3pm
- #BizHour – 2-3pm
- #B2BHour – 3-4pm
- #FollowHour – 3-4pm
- #HartlepoolHour – 3-4pm
- #ColchesterHour – 4-5pm
- #WhitbyHour – 7-8pm
- #SurreyHour – 7:30-8:30pm
- #FashionHour – 7-8pm
- #AwardingPeopleHour – 7-8pm
- #UKMarketingHour – 7-8pm
- #RecruiterHour – 8-9pm
- #CalderdaleHour – 8-9pm
- #DiscoverRipon – 8-9pm
- #WetherbyHour – 8-9pm
- #SheffieldHour – 8-9pm
- #StaffordshireHour – 8-9pm
- #DoncasterHour – 8-9pm
- #HampshireHour – 8-9pm
- #WestMidsHour – 8-9pm
- #MerseyBiz – 8-9pm
- #ChesterHour – 8-9pm
- #KetteringHour – 8-9pm
- #MaidstoneHour – 8-9pm
- #FleetHour – 8-9pm
- #BeverleyHour – 8-9pm
- #SouthEastHour – 8:30-9:30pm
- #KentHour – 8:30-9:30pm
- #WiltshireHour – 8:30-9:30pm
- #SmallBizHour – 9-10pm
- #SkiptonHour – 9-10pm
Wednesday Hashtags
- #JobHour – 10-11am
- #HRHour – 11-12pm
- #UKBizLunch – 12-1pm
- #EnergyHour – 12-1pm
- #SMHour – 12-2pm
- #LocalLunch – 1-2pm
- #TheLegalHour – 1-2pm
- #BizHour – 2-3pm
- #NewcastleHour – 2-3pm
- #TeesTime – 2-3pm
- #EssexHour – 2-3pm
- #CoDurhamHour – 2-3pm
- #B2BHour – 3-4pm
- #FlutterBiz – 6-7pm
- #LincolnHour – 7-8pm
- #RyedaleHour – 7-8pm
- #HartlepoolHour – 7-8pm
- #CornwallHour – 7:30-8:30pm
- #YorkshireHour – 8-9pm
- #NorthWestHour – 8-9pm
- #EastMidlandsHour – 8-9pm
- #ShropshireHour – 8-9pm
- #CambsHour – 8-9pm
- #OxHour – 8-9pm
- #MidlandsHour – 8-9pm
- #DevonHour – 8-9pm
- #StaffordshireHour – 8-9pm
- #CardiffHour – 8-9pm
- #WolverhamptonHour – 8-9pm
- #SailsburyHour – 8-9pm
- #SlaithwaiteHour – 8-9pm
- #CotswoldHour – 8-9pm
- #NorfolkHour – 8:30-9:30pm
- #IrishBizParty – 9-11pm
- #ScotlandHour – 9-10pm
- #StirlingHour – 9-10pm
- #EventHour – 9-10pm
Thursday Hashtags
- #JobHour – 10-11am
- #UKBizLunch – 12-1pm
- #BizHour – 2-3pm
- #B2BHour – 3-4pm
- #FollowHour – 3-4pm
- #AycliffeHour – 3-4pm
- #DigiJobsHour – 3-4pm
- #ChelmsfordHour – 4-5pm
- #DogHour – 6-7pm
- #CatChatUK – 7-8pm
- #OtleyHour – 7-8pm
- #LoveLichfield – 7-8pm
- #LoveSwad – 7-8pm
- #LoveUttox – 7-8pm
- #HuddersfieldHour – 8-9pm
- #LeedsHour – 8-9pm
- #BradfordHour – 8-9pm
- #WakefieldHour – 8-9pm
- #SheffieldHour – 8-9pm
- #ManchesterHour – 8-9pm
- #SouthWestHour – 8-9pm
- #SomersetHour – 8-9pm
- #LancashireHour – 8-9pm
- #EastAngliaHour – 8-9pm
- #DerbyshireHour – 8-9pm
- #AffiliateHour – 8-9pm
- #SunderlandHour – 8-9pm
- #HullHour – 8-9pm
- #BlackpoolHour – 8-9pm
- #BarnsleyHour – 8-9pm
- #LiverpoolHour – 8-9pm
- #WarringtonHour – 8-9pm
- #ChesterfieldHour – 8-9pm
- #LondonHour – 8-9pm
- #LoveBurton – 8-9pm
- #NorthantsHour – 8-9pm
- #UKStartUpHour – 8-9pm
- #HalifaxHour – 8-9pm
- #BromleyHour – 8-9pm
- #SussexHour – 8:30-9:30pm
- #MKHour – 8:30-9:30pm
- #Thirskhour – 9-10pm
Friday Hashtags
- #ClevelandHour – 10-11am
- #WinOfTheWeek – All day
- #JobHour – 10-11am
- #ConnectFriday – 10-11am
- #NewcastleHour – 11-12pm
- #LondonHour – 11-12pm
- #YorkBizHour – 11-12pm
- #WightHour – 11-12pm
- #UKBizLunch – 12-1pm
- #BizHour – 2-3pm
- #AutoEco – 3-4pm
- #B2BHour – 3-4pm
- #FollowHour – 3-4pm
- #GBHour – 4-5pm
- #CatChatUK – 7-8pm
- #HortHour – 8-9pm
Saturday Hashtags
- #SatChatUK – 8:15-9:15am
- #SpeedNetworking – 6-7pm
- #BrandYorkshire – 8-9pm
Sunday Hashtags
- #HartlepoolHour – 6-7pm
- #HolmFirthHour – 8-9pm
- #WalesHour – 8-9pm
- #CoDurhamHour – 8-9pm
- #BrumHour – 8-9pm
- #SPHour – 8-9pm
- #EnglandHour – 9-10pm
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]]>The post 2015 Recruitment website essentials appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Often the first point of call for potential candidates your company website can leave a lasting impression. A successful website should showcase what you do, what you are about and drive applications / registrations / engagement.
Various elements come together to create a great recruitment website however it is important the foundations are present before adding the bells and whistles.
Use the recruitment website essentials checklist to ensure the foundations of a great site are put into place. View the 2015 website checklist below or download your free .pdf copy. Ideal for taking to meetings with potential website providers!
1. Mission statement and about information
What do you do?
Where do you do it?
What qualifies you to do it?
What sets you apart from the competition?
Your ‘About’ page should be compelling, add credibility to your company and ultimately convince potential candidates that you are THE recruiter(s) that can help secure their next career move.
Talk about your approach, key members of the team and experience within target industries. User attention spans are short so make sure information is clearly presented and broke down into manageable chunks. Keep the content interesting and concise.
2. Clear contact details
Difficult to find contact details will frustrate users potentially sending them to a competitor site. Display your key contact details on every page of your website.
Make use of a fixed header and/or the footer of your website. At a minimum make sure your telephone number and inbound email address are ever-present.
3. Intuitive navigation
Websites don’t come with instructions because they should be easy to use. Your websites navigation should be logically structured. List the most important content on your website and measure how many clicks it takes to access from the homepage. If it is more than two chances are your navigation needs a review.
Keep you navigation simple, where necessary use drop down menus to categorise content. Plan candidate journeys and refer to your analytics to check what is and isn’t working.
4. Mobile compatibility (responsive design)
The average UK consumer owns more than five digital devices (Deloitte) and your website should work across all of them, adapting content presentation accordingly.
Recent research from Indeed revealed that 66% of people in the UK would apply for jobs via a mobile device if the process were simplified. Mobile optimising your website will improve conversation rates and may push you up the rankings as Google recommends a responsive design where possible.
5. Tracking and goals
There will always be something that can be improved on your website. In order to evaluate how users find your site, what content works and what doesn’t it is imperative you set up suitable tracking.
Google Analytics is the most widely used website analytics platform. Set up an account, add the tracking code to your site and begin to monitor activity. Analysing user data will enable you to make informed decisions and improve your web offering. Head over to the Official Analytics help centre for more info: https://support.google.com/analytics/
6. Clear Call To actions
What do you want candidates to do when they access your site? Chances are you are looking to collect candidate information and drive online applications.
What ever your target conversions are make sure the CTA is clearly presented, appropriately styled, sized and positioned. Scrolling or fixed CTAs can significantly improve conversion rates. Use Google Analytics to determine what is working and what isn’t – amend and adjust accordingly.
7. Appropriate branding
If your website, social media profiles and marketing collateral were presented together would it be obvious they all belonged to the same company?
Consistency is a key ingredient in creating a memorable brand. Uniform page titles, typography and the style of imagery on your website.
8. CRM connectivity
Your website and recruitment software should work together. The ability to check candidate registrations and applications, in addition to posting jobs to your website all from your CRM improves efficiency by reducing time spend on admin tasks.
If you want to take a look at the latest in mobile, social and Cloud recruitment software solutions head over to the dedicated HRS Connect page, download a recruitment software brochure or book a personal HRS demo.
Once you have the essentials in place you can push forward with more advanced elements. Introducing a company blog, developing an SEO strategy, improving conversation rates and integrating your social media channels (to name a few).
Do you have any more recruitment website fundamentals to add? Leave a comment below, send an email to hello@gethrs.com or connect via Twitter, LinkedIn or Facebook.
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]]>The post 5 Ways to keep your recruiters happy appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Picture the scene, happy recruiters finding and placing top talent, not a complaint or a negative comment to be heard. Sounds good doesn’t it? In reality this probably doesn’t happen as often as it should.
In truthfulness everyone gets a little run down or stressed as the working weeks go on, companies need to be brought on board, candidates need to be placed and targets need to be hit. In a pressure filled environment small problems can quickly become bigger issues.
If you are team manager or a senior member of staff take a step back and look at where you can help consultants remove some unnecessary stress. Here are my top 5 ways to keep your recruiters happy:
- Take the time to listen
Listen to what your staff have to say. Arrange regular consultant catch-ups or introduce a quick morning meeting. Regular and open communication should help you spot potential issues before they have time to develop.
- Praise where praise is due
Let your team know their doing a good job. Whether this is by organising a staff meal out or simply sending an email when someone has achieved a goal. Letting staff know you are aware of their hard work and achievements and want to thank them will boost morale throughout the company.
- Supply the right tools
One of the major frustrations employees come up against is issues with technology and software. To avoid numerous knocks on the door and unhappy consultants make sure the software you choose works for your business. Does your current recruitment software empower or frustrate your consultants?
- Remain professional
Behave as you expect your consultants to. If your in a bad mood or stressed, don’t take it out on your team as this can lead to a very unproductive office.
- Set incentives
Targets and commission play a big part in the continued drive of most professional recruiters. Think how you can use incentives to increase teamwork or improve moral in the office. Simple ideas include providing quality coffee or organising company outings.
There are a lot of things you can do to keep your recruiters happy, above are just a few of the things that have worked for myself over the years. If you have any ideas of your own leave a comment below or get involved through the HRS social media channels. If you want to take a look at the latest in mobile, social and Cloud recruitment software solutions head over to the dedicated HRS Connect page or book a HRS demo.
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]]>The post How to lose a candidate in 5 steps appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>It’s up there in the top 10 of ultimate chick flicks, How to Lose a Guy in 10 days tells the story of how a professional magazine columnist does all the things that would sabotage a relationship in the first 10 days. Queue a sloppy rom-com for the hopeless romantics out there. But if you actually take a step back from the movie you realise that actually there are a number of things we do in life that can actually make us lose out on something we really want.
Ever had a new vacancy come up and thought I know the perfect candidate for that but couldn’t get through to them? Or have you ever had a candidate register to never hear from them again?
As a recruiter you may be quick to blame these candidates for lack of organisation or reason they simply didn’t want a job, but have you ever wondered if it’s something your doing?
Maybe the little habits you’ve got into are actually causing you to lose out on candidates. Here’s my list on ‘How to lose a candidate in 5 steps’:
- Timing
Ignoring them – biggest sin of them all. One way to truly annoy a candidate is by not contacting them. Yes your busy and yes you can’t reply to every candidate in one day but waiting weeks to get back to someone isn’t the greatest. Remember a candidate has put all their faith into you to help them and all they want is an update or friendly hello, so instead of avoiding the call be the reassuring voice on the other end of the telephone.
- Registration
I’ve found the registration / application process can sometimes be unnecessarily drawn out. Lengthy and endless questionnaires are an immediate put off for potential candidates. Simplify the process: ask candidates to upload their CV and set up an automated response informing them a consultant / resource will be in touch shortly. Additional details can be gathered through the phone, adding a personal touch adding further value.
- Feedback
Feedback – plain and simple. Give a candidate the feedback they need to better themselves and improve next time. Candidates hate the feeling of being rejected, ensure your feedback is constructive and delivered in the correct manner.
- Not defining a job role
A big problem for candidates is recruiters not defining a job role. Not being clear on what the job entails, what the company are looking, what qualifications are required etc. Maximise (appropriate) relevant information given to candidates and minimise the potential of a candidate feeling unprepared and misinformed.
- Lack of professionalism
Lack of professionalism. Posting through LinkedIn, Twitter or Facebook accounts that are publicly accessible? Search yourself on the major social networks and see what comes up. Consider what you are posting, how you respond to emails and speak to candidates. Engage candidates in a professional manner and make sure your social profiles do not contain any potentially damaging content. A bad experience can spread quickly through online channels.
Let us know what you think or if you have anything to add to the list get involved using the links or comment form below. Happy recruiting 
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]]>The post Improve your Gmail open rates appeared first on Recruitment Software for Recruitment Professionals | HRS.
]]>Noticed a reduction in your open and click through rates for emails sent over the last year? When Google rolled out changes to the way emails were filtered recruitment professionals with a large number of Gmail recipients noticed a significant drop off.
The introduction of category tabs and automatic content filtering sorts users emails into areas three areas; Primary, Social and Promotions. If you are a Gmail user the new filtering system is great for hiding all of your unwanted LinkedIn group updates however it does present recruiters sending out new vacancies to candidates a problem.
According to Strong View 46% of Gmail users only check their promotions tab once a week. If you are emailing new vacancies or job alerts it could be a week before the positions are seen by potential candidates. In that time a competitor could have already connected and engaged top candidates.
Smart inboxes require smart emails, check out HRS’s tips for maximising your open rates across Gmail users below:
- Review your data, how many Gmail users do you currently email?
- Compare your open rates across various email inboxes. Do certain email clients result in a higher open rate in comparison to Gmail? It may be that your email recipient list is made up of strong supporters with the new tabbing system having little effect.
- Inform email recipients how to add you into their primary inbox. Write a blog, schedule posts through your social media channels and send a targeted email to Gmail users. Make sure you give them a compelling reason to go to the trouble of changing their settings.
- Evaluate the results of your campaigns and adapt your email strategy accordingly.
For more recruitment tips, news and advice head over to the main HRS blog. If you have any questions about your email marketing or want to find out how integrated email and social media recruitment software can help you find, engage and place more candidates send me a message or book your personal HRS online demo today.
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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:
- 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.
- 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.
- 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?
- 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.
- 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.
- 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?
- 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.
- 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.
- 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.
- 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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