Attracting Talent To Your Business Shouldn’t Just Be A Forgotten Page On Your Website 

August 1, 2024

The current super competitive candidate-driven market requires businesses to really stand out to appeal to the best talent. If careers within your organisation are an uninspiring bullet point list buried in your website then you may want to read on…

We can show you

  • Why having a dedicated careers microsite works better for you than a uninspiring jobs page
  • What are the most important things to include when thinking about your talent attraction
  • Who does it well – and why

So why is it better?

  • Think communication

The communication and content you need to use to attract candidates is very different to your sales focused client communication. Candidates want to find out the personality of your business, tailored information and to see what it’s really like to work for you.

  • Branding

A careers microsite is another opportunity to showcase your employer brand while acting as your job application portal. You can keep things consistent, on-brand and curate the information that candidates see. And it looks good – 64% job seekers think good careers page is a valuable resource when job hunting [ref]

  • Optimise your online presence

Candidates tend to use common search terms when job hunting. A dedicated careers microsite can be cleverly optimised with targeted content to put you at the top. Bottom line – the best candidates will find your job first.

 

Makes sense, how does that work? 

  • Everyone and every brand has a personality; let it shine through when talking to candidates.
  • Tell your story through representing your company culture, values and the work you do, showing candidates why it will be good to work for you.
  • Looking to the future – what are your ambitions and plans for growth and expansion?
  • Talk about where you have shown resilience as a company and what you are doing to protect against future market problems.
  • Use engaging content!

This will all work to sell candidates the benefits of working at your company, making you stand out from the other businesses out there trying to fill roles.

The personality of your business is as much described by the visual feel and interactive media as wording.

  • Make sure the design is on point.
  • If the commercial brand guidelines are a little corporate feeling, perhaps there is an opportunity here to bend the brand rules a bit…
  • Creating a sub-brand style for talent attraction that fits the personality of your company culture will give candidates a more authentic feel for how it will be to work with you.

What to include for a banging careers site

 

  • Ask yourself and your team questions about what you would want to know about a potential new employer. Here are some to get you started when thinking about your business…

 

– Who are you?

– What are your values?

– Why do your employees love working for you?

– What’s in it for new starters?

– What makes you unique?

– How diverse is your company?

– How do you reward good work?

– What are your staff events like?

– What are the benefits and perks for employees?

– What are your plans for the future?

 

  • Show your recent job hires, perhaps with a photo of the new recruit and a statement of how they are getting on.

 

  • Staff profile videos – video tells a story like no other and personal testimonials are the most powerful way to do so. Make sure you film a diverse selection of people and job roles to demonstrate the inclusivity of your workforce and make it clear that all will be welcomed without prejudice.

 

  • Virtual tour of the office – show them around and give them an opportunity to imagine themselves in the office.

Good examples of careers microsites (in our humble opinion) 

The vast majority of big successful companies have careers specific sites and now you can see why. Some who are doing it well include…

 

Aviva

Why it’s great

Aviva’s career page highlights their dedication to creating a more balanced gender culture with their ‘Women in Technology’ programme. This demonstrates their inclusive work culture and works to incentivise applications from great female talent.

 

EasyJet

Why it’s great

EasyJet’s ‘Our Orange Spirit’ video demonstrates some of the day to day roles involved in the business and explicitly defines their company culture through employee soundbites.

 

Microsoft

Why it’s great

Microsoft show potential new talent what current employees think about working at the company with a really clear and prominent employee testimonial section. They include a diverse range of people and experiences in a very simple way.

 

Royal London

Why it’s great

Royal London’s ‘Spirit of Royal London’ statement lays out the values of their company in a clear way and serves as encouragement to prospective talent highlighting that their values make it a wonderful place to work.

 

Glaxosmithkline

Why it’s great

GSK’s careers site leads with a mantra for how they want their employees to experience their company. ‘Be you. Feel good. Keep growing.’ The video shows the personality of various employees as well as highlighting their company culture and values, showing talent how great it is to work there. We can also see here how breaking the corporate brand guidelines – GSK’s sales website being more about serious science and health related content – works well to show the authentic people behind the work and therefore attract candidates to want to work there.

 

AstraZeneca

Why it’s great

AstraZeneca’s careers site has a whole page dedicated to employees’ experiences of working for the company called ‘Life at AstraZeneca’. Using video testimonials with key question prompts, potential candidates are given authentic insight into the company culture and values. This serves to answer the questions they may be seeking about the company before they apply.

 

So there we have it – some reasons why a dedicated careers site will work wonders for your talent attraction and some practical hints for how to do it well.

Written by:

Mike Wedge

Director

Connect on LinkedIn

5 Key Strategies for Building a Strong Online Community

May 11, 2023

Community is great; bringing people together, sharing ideas, being a part of something bigger than yourself. For recruitment agencies it is an essential tool for increased quality hires for both candidate and client, as well decreased time-to-fill and cost of vacancy.

Read on for some practical tips and strategies to create a professional community online.

What is your why? 

Why is community good for you and your brand? Do you need to…

  • reach more people?
  • share content?
  • build trust?
  • share your brand?

Getting clear on the answers to this question will help you to formulate a clear and effective plan.

 

Be social 

Predictable as it is, one of the best ways to build any community online is through social media. Use your platforms to 

  • connect with clients and candidates
  • share regular and valuable content 
  • engage in discussions with your audience

This keeps you visible, relevant and builds trust in your brand. Make sure you tailor your content to your platform.

Be valuable 

Offering online courses, workshops and virtual events can attract people interested in learning more about what you offer – eg. your target audience. You could talk about

  • how to make your CV stand out
  • tips on effective onboarding processes
  • how to ensure a great candidate experience through interview technique
  • accessibility in the recruitment process

Covering a diverse range of topics will increase the amount of people benefitting from your online presence which pays dividends in attracting top talent.

 

Blog on

By regularly publishing informative and engaging content on your blog you will attract readers from search engines and other online spaces. By encouraging readers to comment and engage with your discussions you can build on your community.

 

Think outside the box

Finally, getting a bit creative can be a really great way to build on and add value to your community. Post video or podcasts on your website and social channels to

  • reach the people you need to see them 
  • showcase your brand values 
  • put a face to the name of your company

All of which adds up to personalising your brand and helping people get to know you better.

 

Having a solid online community is one step towards increasing your connections and expanding your network of key players. Backing this up with a strong employer brand, well made design and cutting edge video and animation will give you the competitive edge you need to source and attract the best out there.

 

Written by:

Mike Wedge

Director

Connect on LinkedIn

Accelerating Your Website Performance

March 20, 2023

It can be confusing and frustrating when you’re not seeing the results you expected from your website and even more difficult to know where to start to improve things.

To give you a helping hand, here are 5 reasons why your website might not be performing as it should…

Check your UX

One of the most common reasons for poor website performance is a poor user experience (known as UX). Signs that your website could benefit from a UX upgrade:

  • Difficult to navigate
  • Takes too long to load
  • Confusing layout

Encountering these issues means users are likely to leave your site quickly, which can result in a high bounce rate and low engagement.

Lack of Mobile Optimisation

The majority of people coming to your website will be accessing it via their phone. It is essential then that your website is optimised for mobile! Trying to view a website that isn’t mobile-friendly will lead to frustration and again users are likely to leave before you can get your message across.

Three tips to make you look good on mobile…

  • Responsive design – ensure your design automatically adjusts the layout of your site depending on the size of screen it is viewed on
  • Simplified navigation – drop down menus, important pages first and a reduced number of clicks to find information
  • Optimise images and forms – compressed images retain quality while reducing file size and simple forms with large form fields mean users can easily fill them out

 

N-O SEO

Search engine optimisation (SEO) is essential to ensure that your website appears in search engine results. If your website is not optimised for SEO, it can result in poor visibility on search engines, which means no one can see you or the amazing work you’re doing!

 

Content not cutting it

Content is king when it comes to website performance. If your content misses the mark, candidates are less likely to engage with your site and it can affect the trust they have in your brand. Additionally, if your content is not search engine optimised, it can impact your website’s SEO performance – a double whammy for website performance.

 

It’s down to the design

Your website’s design is critical to its success. Users are unlikely to engage with a website with a dated or unappealing design.

Impact on your website’s performance can include

  • Slow loading times
  • Difficulty navigating the site
  • Low conversion rates

By addressing these issues, you can improve your website’s performance and provide a better user experience for your audience.

Written by:

Mike Wedge

Director

Connect on LinkedIn

Website Accessibility Is Not Just ‘A Nice Thing To Do’, It’s Essential

September 15, 2021

  • Accessibility benefits not only those with disabilities but the wider population as well
  • It is sustainable and socially responsible to make your website accessible
  • Clients will require those in partnership with them to ensure accessibility
  • Website accessibility is surprisingly easy to achieve with a few simple adjustments

Imagine your business was in retail – would you feel comfortable if potential customers with certain impairments were prevented from entering your shop? It’s time to take a look at your website’s accessibility!

 

What are the advantages? 

Let’s start with the most obvious and important…

  • ESSENTIAL ACCESS

People with impairments and disabilities can access your website. 15% of the world’s population have a disability [ref] plus many more with age related acquired disabilities.

  • ACCESS FOR ALL

Accessible websites can be used by as many people as possible – also benefiting people without disabilities too. People using devices with small screens, those with changed ability due to ageing or a broken arm, as well as people with ’situational limitations’ such as bright sunlight or an environment where they cannot listen to audio.

  • ACCESS TO INNOVATION

Accessibility drives innovation – accessible design is flexible and anticipates the most intuitive ways to interact online.

  • ACCESSIBILITY ENHANCES

Accessible design improves the online experience for all users, increasing satisfaction and enhancing your brand reputation.

  • EFFICIENT 

A redesign to include accessibility, alongside other best practices, can result in reduced costs for maintenance and service.

  • THE LEGAL CASE FOR ACCESSIBILITY

In many situations accessibility is required by law; many countries have laws requiring online accessibility, with legal cases increasing against those seen to discriminate.

 

“Businesses that integrate accessibility are more likely to be innovative, inclusive enterprises that reach more people with positive brand messaging that meets emerging global legal requirements.” [ref]

 

You’re doing the right thing

Access to information and communication technologies is defined as a basic human right in the UN Convention on the Rights of Persons with Disabilities [ref].

  • The world we live in today makes no excuse for those who don’t have inclusivity at the heart of their business
  • Equal access and equal opportunity should apply everywhere, echoing the world we want to live in
  • Excitingly, accessibility barriers that are present in the outside world to audio, visual and print can be more easily overcome by web technologies
  • Accessibility can combat social exclusion of those who are isolated due to certain factors; people with disabilities, older people or those living in rural areas.

 

What’s in it for the clients?

Clients big and small are increasingly aware of the importance of accessibility, and of their responsibility to ensure they are compliant. Together in your quest to make the recruitment marketing world a more accessible place, you’ll understand each other on this one and they’ll require you to know your stuff. Job pages will need to be accessible, language gender-neutral and inclusive as well as many of the website changes listed below.

Achieving accessibility is easier than you think

But how? you may ask…

First start by checking what is required to be fully accessible and what the international standards are here.

There are many ways to make a website accessible, here are a few to consider:

  • Text alternatives for non-text content 

    • Brief descriptions of audio and video files
    • Descriptions of data in illustrations, diagrams and charts
    • These can be read aloud, enlarged or displayed on a specialist device
    • Descriptions must be informative and meaningful

  • Captions and other alternatives for multimedia

    • Audio descriptions – narrations describing important visual detail
    • Captions and transcripts for audio content
    • Sign language for audio content
    • Captions for tables, diagrams and graphs

  • Adaptable content presented in different ways

    • Text increase and decrease options
    • Automatic generation of page summaries
    • Custom colour combinations
    • Must work if zoomed in or on mobile/tablets

  • Content easier to see/hear

    • Foreground and background colour contrasts
    • Control for automatically played audio – could interfere with assistive devices

  • Keyboard accessibility

    • Everything available by mouse also available by keyboard

  • Enough time to consume content

    • Controls to stop or hide content that scrolls or moves
    • Controls to adjust or stop time limits
    • Session expire without losing data

  • Content that doesn’t cause physical reactions

    • Avoid unnecessary flashing content with particular patterns that may trigger seizures etc
    • Controls to switch off automatic animations
    • Provide warnings before flashing content begins and alternatives where possible

  • Well organised content

    • Clear titles and section headings used to organise pages
    • If content is repeated on multiple pages, provide ways to bypass this
    • Meaningful link text making what the link does very clear
    • Use of whitespace to reduce clutter

  • Text content is understandable to broadest audience possible

    • Identify the primary language of the web page
    • Use simplest and most concise language possible
    • Provide definitions for unusual words or phrases

  • Content is predictable

    • No changes to the page without consent of user
    • Navigation is in the same place on each page
    • People are able to operate the website in a way that works for them

  • Help with user error

    • Provide opportunities to correct or undo submissions
    • Detailed instructions for complex functionality
    • Feedback given if something goes wrong

  • Compatible content

    • Content works well and flexibly with assistive technologies
    • Content is compatible with different browsers

 

To find out more complete the below form to receive our free guide on improving accessibility.

Written by:

Connect on LinkedIn

Welcome to our new home

September 15, 2021

Exciting times at FifteenTen HQ recently – we’ve moved! Our old workspace was wonderful to us and we have many happy memories of working on interesting projects, site launches and progressive recruitment web design there. However it became clear that we needed a bit more space to accommodate our continued growth…

So! Here we are in BS1! Located on a 17th century street in the historic city centre of Bristol. Cobblestones, ye olde taverns, the harbourside and our web design agency. Next door to the Bristol Old Vic theatre and opposite a few of the great aforementioned pubs, we are so happy to be surrounded by the creative inspiration that comes with being in the centre of a vibrant city like Bristol. We liked some of the creativity that surrounds us so much that we brought some inside with us too.

As talk turns to life post-lockdown we are more appreciative to have this new space than ever before. A full office with space to bounce ideas around (still keeping a strict 2m distance of course) and chats around the water cooler – ok, it’s mostly filling up our coffee tankards – are soon to be a real possibility when restrictions allow and we can’t wait!

Written by:

Mike Wedge

Director

Connect on LinkedIn

A Video Says a Thousand Words – Act II

September 15, 2021

  • Following on from our previous article about the ways in which lockdown living has influenced the ways we work
  • Why you should harness the power of video technology for your business
  • Different types of video useful for recruitment marketing
  • How you can use video to reach more clients and candidates, keep their attention and present your brand in an engaging way

What makes video great for recruitment marketing? 

Continued CONNECTION

Connection is the central point of all credible marketing activity! When your recruitment marketing includes speaking directly to your audience by sharing your values and visions in your unique voice, you can cultivate a loyal following of those who ‘get’ you. They are more likely to be the ones who will invest in your business because they believe in what you are doing.

Providing CREDIBILITY

By using a range of video tools you can show clients and candidates 

  • who makes up the business
  • what you offer your clients
  • life ‘behind the scenes’
  • what’s important to you
  • how you are able to solve their problems

We have more time to connect virtually now so make it count! With people online for longer, more opportunities are provided to show them why you are so good at what you do. Video can help to do this in so many ways – not just on your recruitment website, but your social media accounts and advertising content too.

COMPETITION is on…

Video is already an important part of the recruitment marketing strategy for increasing numbers of companies with more and more seeing the benefit…

  • 7 out of 10 marketers in this study of video marketing statistics said their video marketing budget for 2021 will increase. 
  • In this stats roundup on the impact of coronavirus on marketing, over 80% of marketers reported greater audience reach due to elimination of barriers to physical presence (travel, accommodation booking, capacity of venues, etc.)

 

What should we use and why?

Interviews 

This could be celebrating inspirational people in and out of the office. Demonstrates striving for true excellence as a feature of your company.

Animations

Animation could be used to highlight vision and values or to introduce video clips. It is useful for social media where short snappy videos are key. Branding and training videos also benefit from animation as it can break up and create energy around content that is heavy on data.

Industry updates

How do you make sense of the trends within the industry in your own unique way?

Day in the life

Great for focus on a particular role. Highlighting tasks, responsibilities, the employee’s insight on why their job is vital to the company and what they find rewarding about it.

Testimonials 

Providing testimonials in a video format is a more engaging way to show visitors to your recruitment website, social media or blog what working with you is really like. Seeing someone speak firsthand about what they do and why they love it is more likely to establish trust with a potential candidate than reading about it in text form. 

Behind The Scenes

Can be used to focus more on your company as a whole, how a particular aspect works, or perhaps a certain team. Videos used to this effect enable you to share your company culture, vision and values up close and personal.

Event videos

Perhaps you want to share how your annual Christmas party was absolutely off the wall pre-Covid and how you made it as fun as you could this year? To showcase some industry leaders’ speeches at a conference, team events that demonstrate how you create community at your company, or ways in which you’ve made events happen virtually in lockdown. Use event videos to show how you do you and how you do it brilliantly.

Brand videos

A chance to show people what’s unique about you. You could feature interviews with employees showing what you are proud of as a company, or telling the story of how you got to where you are now.

 

Making the right choice

One size does not fit all when it comes to using video. You’ll want a different approach for video on your recruitment website to that for the content in your email marketing for example. This is all about knowing 

  • What suits this form of media best?
  • What do I want to say?

 

Video can be used in a recruitment marketing strategy across

  • Your recruitment website
  • Careers and recruitment blogs and resources
  • Social media – Twitter, LinkedIn, YouTube, Facebook, Instagram
  • Email marketing
  • Ads and promo content

 

A great recruitment marketing strategy will look at who your audience is, what they want and what works well with this demographic. Different styles of video content can be used across different platforms to match both the platform and the people who are viewing it. This is why it helps to have guidance from those who know video really well, as they can quickly and easily analyse this data to come up with a strategy to perfectly complement your unique business needs.

 

Summary in stats

  • 84% of video marketers say video has helped them generate leads [ref]
  • 94% of video marketers say video has helped increase user understanding of their product or service [ref]
  • 86% of video marketers say video has increased traffic to their website [ref]
  • 87% of brands who have a video marketing strategy say it provides a good return on investment [ref]
  • 91% of webinar marketers say they’ve been a success [ref] 
Written by:

Mike Wedge

Director

Connect on LinkedIn

A Video Says a Thousand Words – Act I

September 15, 2021

As we prepare to exit our third lockdown of this pandemic, it’s important to look at the lessons learned from over a year of living – and working – in a socially distanced world. While people will start attending meetings once it is safe to do so, it is also true that many of us have seen the benefits of working from home. Video technology has a huge part to play in the future working environment, allowing us to show up without being physically present and ultimately maximising our time.

 

  • The importance of video in a socially distanced world
  • What video can do
  • Why video works for your audience
  • Video is successful in providing a better online experience when used well and can give you a great return on investment

 

Video in the spotlight

As coronavirus has forced so many to adapt to different ways of working, so too has it driven innovation in the way people engage online. Video content has become more necessary than ever – people are at home more, online for longer and a larger demographic of people now feel comfortable in using a wider range of media.

Fact Check

  • In 2021 people watched on average 2.5 hours per day/18 hours a week of online video [ref]
  • Kantar’s global study into consumer attitudes, media habits and expectations during the COVID-19 pandemic shows that social media engagement has grown around 61% since the pandemic began
  • In this article for Forbes the way in which social media is used by businesses is shown to be changing, with ways to connect one-to-one favoured over more traditional advertising and marketing
  • 96% of consumers say the amount of video content they’ve watched online has increased due to the pandemic [ref]

And this doesn’t look likely to change… Recent research has found the majority of employees don’t want to return to their old way of working.

 

What does this mean for your audience?

Making CONNECTIONS 

Lockdown has left all of us lacking in connection. Clients and candidates are looking for companies who are familiar, and are more likely to use those they know and trust. 

Video can do this by…

Creating COMMUNITY

Videos feel more personal and can replace some of the face-to-face interaction that is missing. 

CAPTIVATING audiences

Video works in a practical sense due to the way people behave online; text is skim read and cannot capture attention anything like as much as video. 

  • People are twice as likely to share video than any other content [ref]
  • 69% of those asked said they’d choose watching a short video over any other marketing tool to learn about a product or a service [ref]
  • 84% of people say they’ve bought into a service or product solely due to watching the brand video [ref]

Instilling CONFIDENCE

Familiarity with the technology is another reason why video makes sense now more than ever. In a time of Zoom calls with the office and FaceTime with family, there are simply more people using video tech in everyday life, changing preconceptions about video being complicated to use or ‘something for the younger generation’. All this adds up to more confidence in using video, creating a wider range of people with the ability to consume this type of content.

 

Video – giving you a starring role

  • Video is used online everywhere; more and more people are becoming confident users and consumers
  • It can help create connection and community in a world where we are physically separated or less willing to travel
  • This gives you more opportunity to show off more of what you do and how well you do it. 
  • There are many different ways to use video to complement a recruitment marketing strategy that fits your company

For an in-depth look at why video works well for a recruitment business, and how you can best use it as an important addition to your marketing strategy, check out our final part of this series on video… 

Written by:

Mike Wedge

Director

Connect on LinkedIn

Making A Recruitment Video

September 14, 2021

 

In the ultra competitive recruitment world it’s important to stand out; those companies that do have the best chance of finding the right candidates. With the online side of marketing gaining more and more importance in how we do this, one of the ways you can put yourself out there is to create an outstanding recruiting video.

 

In this article we’ll talk you through

  • Why a recruitment video can help you attract the right talent
  • How to create a recruitment video – and make it great
  • The process of making a recruitment video

 

What can a recruitment video do for you?

As we have spoken about before in our two part video article here, video is the boss when it comes to content. Talking recruitment specifically, CareerBuilder found that video job postings get a 34% greater application rate than those without video – using video = more applications [ref]. Video shows the viewer who you are and demonstrates the human side of your business; something that an ordinary text-based job post just can’t compete with.

 

Make it great

Here are some tips for a video that will stand out

 

  • Cut to the chase –  introduce your business, the people, your values and culture and make it short and sweet

 

  • Tell ‘em like it is – what is it like to work for your company, what does the role involve day to day?

 

  • Show off – what is special about you? Is it your sociable work culture, your amazing work-life balance, your super smart office…?

 

  • Testimonials – including an interview with the CEO/people at the top and clips of employees sharing their views on life at your company. Ask interesting questions such as ‘describe your job/our company in three words’, ‘tell us about an exciting project you’re working on’, ‘what do you love about your job?’ and ‘what keeps you here?’

 

  • Day in the life – show your people going about their daily life in the office. Candidates will feel more confident to apply to your company if they can see the working environment you’ve created

 

  • Call to action – what do you want candidates to do now? ‘Apply here’, ‘Send your CV to..’, ‘Call us on…’ are all clear calls to action that let the viewer know how they can closer to working with you

 

So how to do this…?

  • First create a checklist of must haves for your video
    • Introduction to company
    • Company culture and values
    • Your business principles
    • Day in the life
    • Interviews
    • Call to action

 

  • Script – Discuss and finalise your ideas before you start shooting. Check your use of jargon – the ultimate turnoff for candidates looking for answers to their questions. Plus it makes you sound like David Brent

 

  • Hook ‘em in – Start with something interesting that will catch the viewer’s attention straight away

 

  • Be real – As tempting as it sounds, reeling off all the ways your company is the best in the recruitment world can come across as a bit fake. Far better to show moments of difficulty (alongside all the ways you ARE amazing) and demonstrate how you’ve grown

 

  • Lights, Camera.. – Make sure you have the equipment you need or hire someone that does!

 

  • Sound on – No matter how perfect your video, if the sound quality is poor, viewers will switch off. Ensure the soundtrack you choose fits well with the message and feel of your company

 

  • Subtitles – Don’t forget to make your video accessible to those with hearing difficulties as well as those who are unable to play the sound due to situational factors (being somewhere quiet/no headphones)

 

  • Edit – Online behaviour is more fast food consumption than take-your-time-over-a-long-meal kind of deal. Viewers are more likely to watch something short and snappy; the average time candidates spend watching recruitment videos is 1 minute 36 seconds [ref]

 

  • Share the magic – Post your video on job pages, career sites, all your social channels, send it out via newsletter and on company review sites. Basically get it out there!
Written by:

Mike Wedge

Director

Connect on LinkedIn

5 Essential People to follow on Twitter in Recruitment

September 12, 2021

Here at Fifteen Ten, we have experience with some top clients in the recruitment industry. Seeing as 92% of companies use social media for recruiting, we think it’s important for those in the recruitment industry to pay attention to these growing platforms and to understand how they could help your business.

According to new stats from social recruiting solutions provider Gozaik, Twitter is poised to become the number one social recruitment tool out there, beating out rivals like LinkedIn and Facebook.

On that note, we’ve decided to list some essential accounts to follow on Twitter in recruitment. The list is relevant for recruitment companies and HR teams within companies, and the accounts are in no particular order.

  1. Social Talent (@socialtalent)

Johnny Campbell is a recruiter based out in Dublin, Ireland. With 7,475 followers on Twitter he has managed to build himself as an authority figure in the recruitment industry on Twitter. He often tweets about new trends in recruitment, new platforms and job boards, and new tricks and techniques to use as well as social media advice.

  1. The Employable (@theemployable)

The Employable has over 2,500 followers and is an excellent resource for tips, advice, guidance and support on all things relating to job-seeking. Their regular posts include bad things to say in job interviews, and common CV mistakes – all great content for recruiters to share with their candidates.

  1. The HR Director (@TheHRDirector)

The account has just under 7,400 followers and is the Twitter account for the print magazine. The account provides a fantastic resource for HR Directors, and Senior HR Practitioners with news and facts. They also share HR case studies from key global companies and HR industry professionals. Occasionally they also tweet quotes from inspirational people, which is always good content to share.

  1. Talent Culture (@TalentCulture)

Talent Culture is a US website publishing some great content about workplace culture and innovation, talent management, technology and strategy. The content is written by professionals working in leadership and management roles. The Twitter account is huge with over 50,300 followers and provides a constant stream of the best web content.

  1. UnderCover Rec (@UndercoverRec)

The Undercover Recruiter is another great website offering plenty of content both for candidates and recruiters. This is a great place to source content to share with jobseekers, as they often share tips about social media, the application process and interview techniques. They also share interviews with key business leadership experts and authors from other blogs and content hubs online. The account has over 77,500 followers.

Try to build out your Twitter community by finding new Twitter accounts to follow that are similar to those in our list. By following these accounts and more, you will have access to some engaging and relevant content that you can share with your own followers. We would recommend not just retweeting content, but trying to continue the conversation with your community by asking them for questions and opinions relating to the content which you share.

If you are looking for some social media advice then please do get in touch with us here at Fifteen Ten.

Written by:

Mike Wedge

Director

Connect on LinkedIn

Email Marketing Tips for Recruitment Agencies

August 1, 2021

Recruiters! You might see the hubbub about emarketing and wonder how it applies to you, being typically more of a traditional sales environment than an informal marketing environment akin to media start ups and retail. Well let me tell you… there are a number of ways!

Firstly be advised that the engagement stats for emailshots outweigh that of social media and many other forms of communication.

Also – I just want to touch on this in case you haven’t read our previous blog post on email marketing, I know you all think emarketing = spam, but why should it be? If you’re emailing people who want to be emailed, and emailing them content they WANT, then surely it’s not spam? Spam is only when you bang a load of content out relentlessly that is of no use or interest to anyone.

If you’re looking for more advice on how to create an exceptional mailshot – view our blog article by clicking this link. But I’m going to focus on recruitment marketing in this post.

1. Email Job Alerts

First option is ‘Email Job Alerts’. On your recruitment site you probably have a job search feature; but you might not have a ‘job alert’ feature for your candidates. This is essentially another search form, where the candidate can enter their criteria ‘JAVA Developer, Scotland’ for instance, then they can also enter their full name and email address.

When you post a job that matches that criteria, they receive a lovely branded email from you alerting them to the new position that is an exact match for them! This is something we suggest with all our recruitment sites as it gets great feedback.

You can also take it a step further and add a ‘sign up to our newsletter to receive expert advice on the jobs market in this sector?’ checkbox – voila you have a relevant, opted-in recipient of your newsletter too.

Worried about it feeling like spam? no problem, we add a clear and easy to use ‘Unsubscribe’ link to the foot of every email. Job done. We can even discuss mobile responsive emails and click rate tracking for those interested in the benefits derived from the bells and whistles!

The best thing about this is that the best websites automate this process. While you can manually administer job alerts if required (in case you get a call from a candidate), the system essentially runs in the background between website and candidate. Increased candidate applications/brand awareness from your recruitment website, and minimum effort for the recruiters.

2. Traditional eMarketing

Traditional emarketing involves the use of one of the superb (predominantly) free services such as MailChimp, to create a monthly/quarterly newsletter, with punchy text and relevant imagery sent out to inform, discuss, and sell. This gives you a great opportunity to show off your brand, demonstrate yourselves as experts and keep your name in the frame for any further recruiter opportunities or vacancies arising.

Examples of content you could include are:

a) Market information

Recruitment agencies typically have a great awareness of market movements, sensing which sectors are busy and which are on a downward slope – why not impart some of this knowledge and keep people updated? your clients won’t forget your expert insight.

b) Legal updates

Legal stuff can be an acquired taste, but it cannot be avoided. If you have awareness of emerging legal changes that might affect the recruitment industry (such as IR35 for instance) then keep your clients posted with an easy-to-digest introduction and links for further information; you’ll show yourselves to be an expert and that you can be trusted when the time comes.

c) Technology updates

Recruitment is an industry increasingly affected by changes in technology, invested in some new gear or exploring a new tool or application? Why not tell people about it? People love an innovative train of thought and if it can save people effort/time/money, then you’re onto a winner – check out our Recruitment Mobile Apps if you’re looking for ideas!

d) Company updates

Everyone WANTS to write these, but let’s face it, nobody wants to read them. It’s kind of like the guy at the party who only talks about himself. Keep it short, fun, and near the bottom of the mail if you must. Unless you have something AMAZING – and please, be brutally honest with yourself on this point!

If you’re looking for any further info on recruitment email marketing – or would like us to help you setup a campaign on your behalf – it’s really very simple – just contact us! We look forward to hearing from you.

Written by:

Mike Wedge

Director

Connect on LinkedIn

0117 427 1510

info@fifteenten.co.uk

Hamilton House, 80 Stokes Croft, Bristol, BS1 3QY

Fifteen Ten Ltd is a Limited Company in England and Wales. Registered Company Number 8016262. Registered Address Hamilton House, 80 Stokes Croft, Bristol, BS1 3QY. VAT registration number 170 2018 53.