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The DIY Method of Implementing Google Job Postings Structured Data in WordPress

The DIY Method of Implementing Google Job Postings Structured Data in WordPress

 

Google Job Postings was launched back in 2017, adding an alternative source for users of the Google Search Engine to discover job vacancies. Google Jobs makes it convenient for people to discover and sort through a variety of jobs from a range of sources, rather than spending time looking for jobs on each of the third-party job sites; such as Monster, Totaljobs and Reed, which is much more time-consuming.

The vast array of plugins available on WordPress make it easy to implement new features on to your recruitment website, including job posting schema (which is required to appear in the Google job postings). It requires little technical knowledge and can be great way to increase the visibility of your job vacancies.

 

Here are the steps to implementing Google job postings in WordPress

 

  • Click “Add Schema Type”

  • For the Schema type, scroll down to “JobPosting”
  • Now, you have to add the schema placement to your designated jobs listing category page.

 

It should now be set up correctly, however, now whenever you post a new job listing you will most likely have to adapt the associated job posting schema.

 

  • At the bottom of the job listing, you should see a section called “Schema & Structured Data on this post”, click on “Modify JobPosting Schema Output”

  • Job Posting Schema has a few critical elements that need to be filled out, these include; Title, Description, Employment Type, Base Salary Currency, Base Salary Value and finally Base Salary Unit Text. For more information, read Google’s job posting schema guide

Test with the Structured data tool

 

If you have a cache plugin, such as W3 Total Cache, make sure to initially refresh the cache.

Next, open Google’s structured data testing tool and input the relevant URL.

If correctly implemented, you will see “Job posting” labelled on the right-hand side.

Make sure there aren’t any “Errors” as this will cause the job posting to not be displayed. “Warnings” however don’t matter too much as these are basically hints to add more information, some of these “Warnings” may not be applicable, such as very specific location data, like postcodes.

 

And that’s it! Make sure you do this for every individual job vacancy you want to appear in Google Jobs.

 

This blog post was provided by Few & Far.

 

For more blogs, tools and templates for your recruitment business visits TRN World.

7 recruitment marketing stats you should be measuring and reporting on

Measurement and reporting are loved and loathed by recruitment marketers in almost equal measure.  When done well, they can be used to make important budgeting decisions.  Without them, you’re working in the dark.  But what should you be measuring and how do you go about doing it?

 

Let’s start with what recruitment marketing stats you should be measuring

 

Candidates

  1. The source of every candidate who applies for a job
  2. Engagements via social media
  3. Salary survey downloads
  4. Blog subscriptions
  5. Event engagements
  6. Surges in website traffic
  7. Job shares

Clients

  1. The source of every lead
  2. Social media engagements
  3. White paper downloads
  4. Blog subscriptions
  5. Webinar registrations
  6. Event engagements
  7. Surges in website traffic

 

I’ve stopped my list at seven but I could go on.  It’s simple, you should measure every direct and indirect source for both clients and candidates.  No-one calls in out of the blue.  They will have seen your name in the media somewhere or engaged with you in some way.  Track it, or you’ll never know what is and isn’t working for you.  It may take, two, three, or even ten engagements before you see a conversion but you need to understand every step of that journey to inform your strategy moving forward.  Tracking just the last point of their path to convert only gives you part of the picture and may mean you are discounting valuable recruitment marketing conversion points.

 

That’s great but how do you capture these recruitment marketing figures?

 

Your CRM.

No, it’s not that simple.  It all depends which CRM you are using as to whether it includes a full marketing reporting suite.  However, what they will all do is give you the opportunity to capture information whether it’s automated or done manually.

One anecdote we often talk about at BlueSky PR is one of our clients who tracked the source of candidate applications via a drop down box on their CRM.  They found that a huge percentage of candidates were coming in from AccountancyAge, which was funny as they had stopped advertising there a few years back.  It turned out that AccountancyAge was just the first option in the drop down, and was being selected whenever consultants didn’t know what the source was.  I’ve fallen into the same trap myself in the past and I found myself traipsing back through the email history and previous notes to find out what the actual story was.  My issue was that I didn’t pay enough attention to the source until a placement was made, it was only at that point I would look back and see where the money had come from.  Now, I track the engagement points of every lead from beginning to end and often find there isn’t just one source, there is an original source, a latest source, and often multiple sources in between.

 

How effective is your measurement?  Can you clearly see your ROI?

 

We conducted a poll during a webinar with The Association of Professional Staffing Companies (APSCo) a couple of years back and 88% of respondents weren’t confident they were measuring their return on investment (ROI) from recruitment PR and marketing effectively.  It came down to one key thing, knowing your numbers is one thing but interpreting them is something else entirely.

Once you’ve got your tracking in place, you need to know what you are measuring against.  What are your goals?  What are the overall business’ goals at that point in time?

I’m afraid to say, there is no one size fits all method to measure ROI – you need to find a way that works for your company, that effectively tracks engagements and gives a rounded view of each success.

 

So why bother to measure at all if it’s so challenging?

 

Recruitment marketing is, more often than not, seen as a cost rather than an investment.  And costs need to be justified.

Recruitment is a sales led industry and without rigorous tracking, you will struggle to get recognition for leads that are generated from marketing rather than sales.  And yet, if you are doing your job well, and measuring your efforts, you’ll probably find that virtually all leads have been influenced by marketing before they convert.

I’ve been working in recruitment marketing for over ten years now and once upon a time I had a magical spreadsheet where I tracked everything manually.  It took a long time to build and it held a vast quantity of data but that spreadsheet was invaluable to me.  I used it each month to see what content was working for me.  I used it to decide whether to renew advertising contracts.  I used it to justify where I spent my time and money.

Nowadays I am very lucky to have a suite of integrated tools to track the majority of engagements and highlight leads based on a number of scoring metrics but no matter how you track your recruitment marketing data, the important thing is that you do.

 

Want to find out more?  Register for our free on-demand webinar on how to measure ROI from recruitment marketing.

This blog was provided by TRN Gold Partners BlueSky PR, international PR and communications firm, specialists in Recruitment, HR & Talent Management are Gold Partners of The Recruitment Network.

Are you looking for opportunities where the starts aren’t?

I wanted to tell you very quickly about a cool story that I thought that has always sort of, stuck home with me over the years.

Many years ago I was involved with a program working with underprivileged children where we used to use scuba diving and sailing as a backdrop to help children unearth their real talent, their potential, and stretch their comforts zones.

One of the exercises we did with some kids that we worked with in Australia, is that we took them up to the Whitsunday Islands, and we took them to one of the islands to do some stargazing at night. We decided to take a professional stargazer with us to show us some of the key constellations and different sorts of star patterns out there. As we were looking, the stargazer was showing us all these different constellations and things, but then towards the end, he said, now, I want you to see if you can find the Platypus. 

So I spent about 15, 20 minutes with these kids looking up, just trying to see, where’s this Platypus, I couldn’t see this Platypus anywhere. Then what he said is, just stop for a second and stop looking at the stars, and start looking where the stars aren’t. 

That was interesting because then after about five minutes of looking where there weren’t any stars in the sort of, the dark patches or the patches where there weren’t any stars visible, you could slowly start seeing almost a perfect formation of the shape of a Duckbill Platypus.

What a wonderful analogy I think, to take with you as a child, as an adult, and in business, when it comes to things like business development, and penetrating markets because I think we spend a lot of time working with what we know, but actually what a wonderful way of looking at it, to try and find opportunities, unearth opportunities where the stars aren’t.

Now if you think about anything recruitment, I was making a list of some of the areas where I think, there’s some much opportunity here that we’re just missing, that we need to focus on because we’re too busy focusing on the stars and not necessarily where the stars aren’t.

We’re doing a lot of work recently around Blue Ocean Strategy, there is a document link here (Blue Ocean Strategy)  With a whole load of information about how to get Blue Ocean Strategy in your thinking and your business planning for 2020.

As recruitment leaders, we need to be thinking around things around penetrating our customer base.

Are we cross-selling?

Are we upselling as much as we could be?

Have you mapped out how much market share you have within each of your existing customers?

Have you identified what your customer lifetime value is? And what percentage of that do you currently have?

Have you identified how many of your products and different service lines, if you have multiple products, multiple service lines, are your existing customers buying?

What is your strategy, your innovation, your incentives within your business to make sure that people are cross-selling and upselling a lot more than potentially they are today?

I think that’s a massive opportunity that we’re missing.

Also, from outside of your existing customers, looking at your product mix, we talk a lot about the Boston Matrix, the types of products that you should have in your Matrix, but certainly thinking about the types of products you should be developing or taking to market, in tomorrow’s markets, especially in 2020.

You’ve done all that work to get that business, how do you get more out of them?

So I think it’s a wonderful analogy to think about as your looking for strategies for 2020.

It’s not just looking up at the stars and thinking where are the stars, but also looking where no one else is looking where the stars aren’t.

Flexible working – the question of choice is no longer a question of choice!

Look at any of the multitudes of data that has been produced around the subject, and the message is clear – the jobseeker of today, the jobseeker of tomorrow There is absolutely no doubt in my mind, having worked in the staffing and recruitment industry now for over 25 years, that the world of work has not only changed significantly but is also continuing to evolve at a breakneck speed… many businesses, however, just haven’t kept up or aren’t responding at the same pace and this is having a clearly detrimental impact on their ability to stay agile, competitive, profitable and ahead of the curve.

Simply put, jobseekers today, wants flexibility in terms of where they work, when they work and how they work.

Evolutions in technology, changing skill requirements, the live and uninterrupted access to behavioural norms through social media, global talent shortages and more, all play their part in ensuring that the ball falls perfectly back in the court of the jobseeker when it comes to what they want from an employer and how they want work to be.

The choice for employers is simple – either ignore the reality and hinder your growth potential as a business, or adapt to what is going on around us and develop alternatives ways of providing work solutions, in ways that we are being asked to provide.  And this is pertinent right across the board…

In my experience, there is definitely the perception that evolved, adapted worker solutions are only really applicable across senior skilled roles – the idea that we can only offer alternative ways of working to white collar, corporates at the higher end of the pay scale. That is just wrong.

The common thread across all workers today is flexibility – they want to have fluidity and agility in their work, whether they are a chef, a software developer, a mechanic or an banker – and if businesses aren’t offering that flexibility then they are risk of missing out on attracting the best talent in the market (which can stifle growth), of not retaining their workforce (which can squeeze profitability) and in many cases harbouring non-engaged workers (which can wipe out productivity).

I have always been a big fan of the concept around creating “non-customers” in constricted markets, something that many organisations are currently experiencing in what is becoming an ever more prevalent talent short market – the idea that if we have to fight against heavy competition in a market for a share of the pie then we are always limiting our scope and potential for growth.

Equally, I am convinced there is a huge amount of skilled talent out there that companies are just not getting anywhere near, simply because they are “non-candidates”.  In other words, these are jobseekers who simply would never work (even consider working) for your business because you don’t offer an attractive enough proposition that meets their needs around flexible working conditions.

So, what can the leader of a profitable and successful business do if you want to remain relevant, competitive and agile?

Training and developing new skilled workers is a great way to, in essence, create the talent you need, but that is both time consuming and costly and often a distracting, non-core function for many business owners – partner with experts who know how to deliver this efficiently and profitability as an outsourced function or recruit someone internally to focus 100% on this.

Instead, create a structure within your business that both enables and embraces flexible working by following these five simple tips:

  • Create flex with your flexibility – you don’t have to have one singular way of working for everyone. Let the flexible working model evolve around the people in your business so keep reviewing it and getting feedback from your workers as to what works for them.
  • Forecast your workforce planning – the agility a flexible workforce can create for your business is immense when it comes to managing peak periods, not over employing when you have quiet periods, dealing with last minute contingencies, so wherever you can, pre-plan and pre-empt when these peaks and troughs are likely to occur to maximise the benefits.
  • Promote what you do – if you are a forward-thinking business that has built an environment that is clearly attractive to today’s jobseekers, then make some real noise about it. Build social campaigns to get your message out there, get your compelling proposition in front of the people you want in your business, use a specialist partner to help take you and your business brand out to the jobseeker market.
  • Treat all your workers in the same way – even though you may end up with a blended workforce of perm, part time, gig workers and so on, consider them equals in how they are dealt with / your processes so you don’t lose the philosophy of being one, unified team (even if they are disparate).
  • Trust your instincts – if you are going to go for it, then go for it. Don’t go half-hearted into creating flexi working but instead trust your instincts, trust your workers (you may feel a little less in control – that is ok) and trust your processes / technical infrastructure to keep order.

Recruitment businesses today understand the jobseeker market better than anyone else – they spend all day in it, talking to the market and creating solutions that support the needs and challenges of their customer base.

Partnering with a specialist recruiter who understands your specific market and working with them to build an appropriate outsourced talent solution that is not just about finding talent but about creating a total talent solution – flexible, agile, progressive and fit for purpose for your growth plans – is something I would suggest all business explore in detail. With the right recruitment partner in place, you can literally transform your potential and remove one of the biggest barriers to growth.

For any business owner that wants to attract and retain the best talent in the market, who wants to enable the growth of their business, who wants to increase profits, then the question of choice is no longer a question of choice – it is business critical.

3 Tips to Engage Potential Candidates with Elliott Manning

When Elliott Manning Managing Director of Kayman Recruitment visited TRN HQ we asked him for his top tips when it comes to engaging potential candidates, especially for recruitment business leaders.

 

With candidate engagement being a massive push for businesses now it’s imperative we do this right and engage the right people to be able to build their teams. Demand for recruiters is through the roof at the moment, perhaps now more than ever. 

 

Let’s hear from Elliott and his tips to get on top of candidate engagement.

 

Firstly, Social Media

 

Social media is huge at the minute. Linkedin is growing to the point where it’s one of the biggest social media networks and has a lot of pull for professionals looking to grow their business networks.

 

The market itself is an interesting one. Now it’s all millennial-based, it’s all digital age. So we’ve got to try and keep up with that. And over the last, even, ten years of me being in recruitment, it’s changed dramatically to the point where we’re not active as much on job boards. We’re trying to now sort of approach the market more on a social media basis where we’re attracting talent, you know, through that route.

 

So we make a lot of noise on LinkedIn predominantly. Making a lot of noise on social media for us is attracting a lot of attention.

 

 That attention, we try and convert it into people that are interested in coming to work for Kayman, that know about Kayman, that know about us as a business, that are aware of us through different things that we’ve interacted with them on social media. Predominantly videos, general market-relevant information, what’s going on out there, statistical stuff, blogs.

 

We’re pushing it out to the industry as well as utilising things like events. What we’ve actually noticed is while utilising social media, is rather than us talking about businesses as a whole, which as you know every business will represent themselves as the best company and the number one to work for. We’re trying to sort of be a bit more specific. You’ll know as a recruiter, they are approached all day everyday by different businesses.

 

So for them, it’s more about getting to the point and providing value to them, what can they be expecting from your business, what are the benefits and incentives? What’s the business culture like? If they already know this because they’ve seen it on their social media feed they’ll be much more likely to engage with your approach.

 

As I said, if they’re a good recruiter, they could be getting approached daily from different recruitment companies, that are all similar in size, offering the same incentives and commissions. But where is the hook? With this, you need to be a lot more specific about why they should be coming to work for you. Which leads me on nicely to point number 2…

 

Marketing collateral, 

 

It’s important to have something to send out to potential candidates, even if it’s just a 1 page document, a 1 page PDF that has all the companies benefits and incentives, laid out nicely so they can either download it from your LinkedIn page, or if you’re approaching them it can be sent with your opening message. It can also be worth including links to videos around your incentives and team holidays if you have any.

 

This saves them a lot of extra work, rather than having to go away and read up about you they have all the headline information available to them as and when they want to read it. When we send out for example confirmations from the clients we work with I encourage them to give us marketing information to send on to the clients. We find that when this is an option we get a much better response than if we’re just directing them to a website. This information is also great for the candidate as they can use it for preparation when they come in to interview.

 

Point number 3. Reputation.

 

This is such an important thing for businesses to get right, having a great employer brand is for me the number one thing we look for when working with recruitment businesses. These are the questions you should be asking yourself as an outsider looking in:

 

What’s your reputation like?

 

What’s your retention like?

 

Are you an award-winning business? if so, in what, where, why?

 

Are you putting this out to the market? Are people aware of you? How successful you are? There’s a recruitment agency that are based in the city and they are pushing out all their awards nonstop. They’re entering as many awards as they can, and fair play to them, they’re winning. They’re doing great and it just shows there is so much more about them as a business and their reputation is second to none. Then if you look at the staff who work there, there’s so much more longevity to the business, everyone seems really happy, they have a great team ethos and that’s a massive thing for a potential new employee to see.

 

One last piece off advice from a reputational point of view is no matter who interviews with you, whether you’re going to hire them or not always leave them with something good to say when they leave. Tell them about the business, about the plans for the future. So that whether they like you or not (or vice-versa) you can give them something positive to say if your business ever comes up in conversation and that conversation can be a positive one.

I hope this gives you something to think about when it comes to attracting candidates, if you have any question or want to get in touch regarding any positions then please connect with me on LinkedIn or visit kaymanrecruitment.com

Video is taking over the world.

Adaptation and evolution are vital for a business to grow if you refuse then you will stagnate and most likely fail. Taking advantage of fads will only get you so far, you need to adopt new trends and implement new techniques to succeed. Video is revolutionising the way that businesses work, interact with clients and attract new business.

Youtube launched on the success of video, but in 2012 Snapchat discovered the power of video and evolved their “disappearing” photo company and now its users watch  10 billion videos every day. Instagram followed suit and in 2013 changed their business model, they launched 15-second video capabilities, and  within the first 24 hours, 5 million videos were uploaded. It’s obvious that early adopters of video are still reaping the benefits. Facebook joined the party late, launching Facebook Live to its 1.94 billion monthly users in 2016 and is flying high in the wake of its success, now  20% of all videos on Facebook are live.

The video revolution is visible in more than just social. In the sporting world, video referees have been responsible for making game-changing decisions in both rugby and football. This year saw video technology playing a significant role in the Confederations Cup ahead of the 2018 FIFA world cup where the technology is expected to be used. If you trade internationally, video can help your business to grow exponentially. Rather than sending endless emails back and forth, or even spending the time and expense to travel to a meeting, video allows you to speak face-to-face with your clients from the comfort of your office.

So what makes video so popular? When it comes to video, seeing is believing; video technology is infiltrating every aspect of our personal lives and every industry. It is the best way to make a connection with people; it is easy to follow. Why try to absorb reams of information from long, complicated written articles when you can watch a three-minute video and get the information in a more entertaining format. Even search engine algorithms consider video to be far more valuable than written content.

Video is so successful because it appeals to the masses, anyone can watch a video and can do so on any device. At a click of a button, it can be shared with hundreds of people, in fact,  48% of millennials watch videos solely on mobile devices  even upper management is becoming accustomed to a digital first approach with  80% of senior executives watching more online videos than they did a year ago.

Video technology is changing the game, and that is true of the recruitment industry too. Here at Hinterview, we are ambassadors for innovation and recognise that the world is embracing digital if you don’t adapt then you will get left behind.

Hinterview is a video recruitment platform that enables a recruitment agency to interview candidates face-to-face, what’s more, is the candidate is being recorded. These recordings along with the corresponding CV’s are stored on Hinterview’s secure portal. We understand that it is becoming increasingly difficult to differentiate between candidates, they all have great qualifications, and their CV’s boast an excellent skill set.

The introduction of video technology to the recruitment process means that the CV’s become humanised, a candidate can show themselves as a person and can portray more emotion with both their words and their body language. As a recruiter you can review the candidates as you wish, you can get to know the candidate and their personality rather than a list of skills on a CV. You can re-watch the definitive answers and take the time to cherry-pick the most suited candidates to invite for a second interview.

The real question is, are you going to be a business that embraces the video revolution or will you be left behind?

 

To find out more about using video in your recruitment business visit hinterview.com

The Jury’s in. Video Technology has Been Found Guilty!

What’s the charge?

Video technology has been found guilty of totally disrupting the recruitment industry. Recruiters have been thrown into disarray as they discovered their trusty friend – the cold call had been killed off by the new kid on the block, video!

However, the frenzied state didn’t last long, as many recruiters quickly realised, they could actually use video to enhance, improve and streamline their entire recruitment strategy, like never before.

How are they doing it?

We got the low down from an insider source and have put together a list of ways any agency, no matter how big or small can ensure they’re maximising the benefits of video technology. This blog will teach you how to implement video into your everyday strategy and make it an integral part of your agency’s offer.

  1. Organise a Roll-Out Plan

The more information your employees have about a new piece of technology, the better. Don’t leave your employees in the dark and then expect them to embrace the software openly. From the get-go all employees should be informed of:

  • The key dates:When will the new technology be implemented? When will the team receive training, and when will they be expected to start using the new software?
  • Expectations: Let your employees know exactly what you expect of them. Will the high achievers be rewarded? Are their consequences for those who don’t accept the new technology?
  • Training: Make sure everyone has blocked out their diary for the training session and still have enough time to complete their usual tasks.

Once everything is set up, it’s a good idea to do an early evaluation on the onboarding process. Think about what worked well, and what you could do differently next time.

  1. Make it a Habit

Video technology in the recruitment industry isn’t just used for interviews. At Hinterview we have two primary video technology tools. Hinterview, used for video interviews and Hintro, a one-way creative video introduction/sharing tool that can be used for:

  • Headhunting
  • Candidate engagement
  • Client acquisition
  • Promoting job adverts
  • Marketing purposes

Researchers at Duke University (a private research school in North Carolina) say the secret to starting a new habit is to start off incredibly small. This way, you don’t need the motivation to commit to your new practice from day one. Along the way, you can make small increases, and as time goes on, your will power and motivation will increase and the easier it becomes to stick to your habit long-term.

So, how do you make a video technology habit that will stick? Start by incorporating Hintros and Hinterviews into your strategy slowly. Rather than aiming for fifty Hintros a day, why not start with three? You can record and send three Hintros to either candidates, clients or to your social media platform in less than fifteen minutes.

The trick is to determine how many videos or video interviews you want to create and ensure everyone commits to it, no matter what. Next, you need to establish how much you will increase your new habit by. It could be every day, week, or even month. The most important thing is to make sure you continue to grow your chosen habit gradually and consistently to the achievable degree.

  1. Monitor Usage

Like with any new technology, some people will embrace it from day one, and others will need more time. Sometimes it can be challenging to convince employees to change their ways. But, for anything to become an integral part of a company, everyone needs to be on board. This doesn’t mean you need to rush everyone and force them to be champions from day one, but it does mean you need to monitor participation.

Tracking the usage will allow you to uncover the ‘superstars’, as well as the ones who need a little extra help or training. The ‘superstars’ or genuine early advocates can help you to encourage and support the other members of the team. The more energetic early-adopters you have, the quicker you will reach a companywide acceptance.

  1. Sell, Sell, Sell

You need to be the biggest supporter of your new software. Just because you are vested in the idea, it doesn’t mean your whole team will be. People resist change. Change means leaving the comfort zone, and this can take some persuading.

Promote the early successes to the whole team, reward the high achievers and energetic early-adopters, prompt regular internal positive communication and offer additional training to anyone who needs.

Now that you’ve got the internal promotion under control, what about your clients?

At this point, you need to be shouting from the rooftops, “WE DO VIDEO! Social media campaigns, mailshots to clients and even a dedicated website page will get your message in front of the eyes of your current, as well as potential clients. If you get this right, your clients will see the extra value your company offers, and they’ll come knocking at your door.

By implementing these strategies, you can be sure that video will become an integral part of your agency. We can guarantee, you’ll find it hard to remember a time without it!

For more information on how to implement video into your strategy – visit TRN Partner Hinterview’s website.

Guest Author: Shevi Giulieri

Shevi is the Marketing Executive for Hinterview. Hinterview is a UK based video-engagement platform, designed exclusively for recruitment agencies. Their suite of tools allow agencies to generate results through reducing the recruitment-to hire time for their clients and streamlining the entire process.

How your Recruitment Firm can use Facebook Job Postings to Source Quality Candidates

Are you using Facebook’s job posting feature to publish your recruitment agency’s jobs?

Since the feature’s launch here in the UK last year, it has created plenty of debate in the recruitment community as to whether it could pose a threat to the behemoth that is LinkedIn. And whilst it may have failed to live up to the hype, with many agencies instead focusing on developments such as Google For Jobs, Facebook’s feature does offer a valuable presence for agencies to reach an estimated audience of 42 million UK users.

In this blog, I look at how your recruitment firm can use Facebook job postings to increase the number of qualified candidates for your vacancies.

How posting a job on Facebook works

Posting jobs on Facebook is a fairly straightforward process. Here’s how to do it in four simple steps:

1). To create a Facebook job posting you need to be an admin, editor or jobs manager of your recruitment firm’s Facebook page

2). Visit your page and click on ‘Write a post…’ and under the options, you will see ’Job’

3). Click on this and it will open a pop-up box titled ‘Create Job’ which will require you to complete all of the relevant information for your Facebook job posting

4). Once you have entered all of the information and added an image to the post, click on ‘Publish’ and it will go live and appear in the feeds of your followers, under the Jobs tab on your Facebook page and the Jobs on Facebook portal. It will also give you the option to share on Facebook groups that you are a member of.

Tips for Facebook job postings

To help your recruitment agency source quality candidates, here are five simple and effective tips on optimising your Facebook job posts.

1). Ask a question that candidates will say ‘yes’ to
Start the job posting with a question that suitable candidates would have a positive answer for. For example, ‘Are you ACCA qualified?’ or ‘Are you looking to taking the next step in your marketing career?’.With Facebook only previewing the first few lines of a job post before users must click through to view the post in its entirety, it is vital that recruitment firms use these to pose questions that capture the attention of potential candidates.

2). Produce eye-catching visuals
As I’m sure you’re no doubt aware, images are incredibly important on social media – with data showing that Facebook posts containing images receive 2.3 X more engagement than those without. To stand out on the platform’s saturated feeds and gain the attention of users, you should produce bespoke images for your job posts. For example, you could create branded imagery which clearly displays the job title, salary and location so that these details are immediately clear to users, or you could use high-quality stock images which encapsulate what the role is about so that potential candidates can help visualise what the job would be like.

3). Use application questions to filter candidates
One of the key elements that is often overlooked by recruitment firms in their haste to publish Facebook job postings is that you can add application questions to ensure that only qualified applicants complete the process. This functionality enables you to add up to three different question formats – open-ended, yes/no and multiple choice – to help filter the quality of your talent pool.

4). Share posts in relevant Facebook groups

Since October 2018, Facebook has made it possible to share job postings to groups in addition to the existing options of sharing to pages, the Jobs tab and Jobs on Facebook portal. This feature, coupled with a boom in Facebook groups being set up for specialist fields, such as software development and digital marketing, due to the decline of LinkedIn groups has made it easier than ever for recruiters to reach their target audiences on the platform.

5). Consider boosting your job posts

To widen your talent pool beyond the organic options I’ve listed above, you should consider boosting your job post. Facebook provides a number of options that allow you to target your ideal candidates including job title, location, education and interests.

 

Is your recruitment firm looking for social media support? Get in touch with BlueSky PR today to find out about our range of social media management and consultancy services.

Guest Author: Dan Stobbs

Social Media Executive at BlueSky PR - The PR & communications agency for the recruitment industry.

Become a thought leader in your sector with a podcast!

We hear this phrase more and more from recruitment agencies, “we want our recruiters to be perceived as thought leaders within their sector” OR “we don’t want our recruiters to be perceived as ‘just’ recruiters”.

Why do more and more agencies want their business and their recruiters to become thought leaders?

Well, the actual definition of a ‘thought leader’ is this – A thought leader is an individual or firm that is recognised as an authority in a specialised field and whose expertise is sought and often rewarded.

If you’re a Recruiter but you become THE go-to person for sector knowledge and you’re perceived as an industry expert within your niche sector, then you will have a HUGE competitive advantage in an extremely crowded market place.

Hosting a well-known podcast can most certainly enable you to achieve this, so let’s explain how.

But first …

Who’s actually listening to podcasts?

6 million adults in the UK listen to podcasts on a weekly basis. Which means there is an enormous amount of attention your recruitment agency can tap into.

How much does it cost to start your own podcast show?

Nothing; zero pounds. You can start your very own podcast with a completely free app called Anchor. Everything you need to do a podcast can be done through your smartphone.

 

So you now know that people are listening and how much it costs for you to start a podcast, how is hosting a podcast show going to help you become a thought leader?

 

This is how we believe it can help you achieve that sought after thought leadership status…

Choosing what you’re going to cover and talk about on your podcast show is key to becoming a successful thought leader within your sector. Your podcast show, simply HAS to be focused on the sector you recruit for!

This means you will be in a very unique position to interview candidates and clients within your sector, that doesn’t involve talking about jobs. You will be in a position to discuss current trends and uncover the expert knowledge from professionals in your industry.

You will learn more and more about the industry you recruit for.

You will build authentic relationships with candidates and clients you have on the podcast show.

You will build more awareness around your own brand and the industry you recruit for.

You will become a hub of information for people who want to know more about your fantastic guests on the podcast and in time you will become a thought leader.

You’re going to become known for bringing people together within your industry, educating people about the industry and not just known to help people get new jobs.

Hosting a well-known podcast show will mean clients and candidates will be coming to you, asking how they can get involved and how they can help you reach more people.

All recruitment agencies wish they had more candidates and clients come to them!

This will put you in an extremely unique position where you will enable professionals within your sector to learn from people they may have never had the opportunity to meet or learn from before.

Achieve this and you will be well on your way to reaping the rewards of becoming a thought leader within your industry!

Learn how you can start your very own podcast with our brand new FREE ebook ‘Our complete guide to starting a podcast’

Download here

Guest Author: Hishem Azzouz

Sales Consultant at Hoxo Media and host of The Recruitment Rollercoaster Podcast. Hishem helps recruitment agencies to grow with strategic inbound marketing campaigns and personal branding

Get a taste of the full Recruitment Network member experience in an afternoon.

Guest experts, like-minded peers, and insights to help you build a plan of action to make 2019 your best year yet.

Improving Recruiter Brand Exposure – Part Three

This blog is the second of a three-part series of blogs which contains information and tips on how to improve your own brand. If you missed parts one and two, you can read them here:

Part One

Part Two

Improving your brand exposure as a recruiter is vital if you want to stand out from the crowd and attract the best candidates. A strong brand can help you to combat a lack of candidates and position you as a thought leader within your industry.

11).  Contribute to the industries/communities that you work in

Another way you can add to your branding exposure is by contributing and giving something back to the industries/communities you work in. There are a variety of different ways you can do this, and it can even be as simple as a free webinar for job seekers or setting some time aside for taking part in charity events.

This time can, therefore, be a really useful opportunity away from the office but also adds to your own personal branding. If potential candidates can see that you are actively engaged within the industry/community, then it’s an effective way to increase your branding online.

How to do this:

– Choose a company charity to support each year

– Give back to your potential candidates by hosting events/webinars where you can help them

– Do a team event where you are out of the office, contributing to the community

– Answer online questions on sites such as Quora

– Offer some free training sessions in your offices for jobseekers

– Provide some salary benchmarking data

12). Host Events 

Similar to the above point about giving back to the communities/industries, you can offer a range of events that would be really useful for jobseekers or clients that only add to your reputation/personal branding.

These events ideally should be free and value-adding because if you provide enough value to the attendees, they’ll be far more likely to interact with you again.

Event suggestions:

– Consultancy sessions with clients

– Roundtable events for clients

– Candidate preparation sessions

– Breakfast/lunch meetings for industry professionals to network

13). Interact With Communities on Other Social Media Platforms

Depending on what industry you work in, you could be missing out on a portion of your potential audience by not utilising a variety of social media platforms. Whilst LinkedIn is a great platform for those actively seeking jobs, a lot of passive candidates won’t be using it. Engaging with these is essential if you want to get the best candidates and continue to be successful.

How to do it:

– Use social media scheduling tools to help you manage your posts across a variety of platforms

– Research what your target audience likes/dislikes and what they post about

– Search local Facebook groups & online forums

– Consider interacting with people on sites such as Reddit & Stack Overflow if they are in the tech market

14). Organise a Competition on Social Media

Giveaways will always get really good rates of interaction because people are always up for entering a competition. You can post these across your social media channels and use relevant hashtags to get even more interaction. If you’ve created a company hashtag, make sure that you include that too.

You can choose to do this exclusively on one social media channel or to do it across multiple and a competition can be as simple as sharing an image of the prize and using your designated hashtag.

How to do it:

– Set a goal and budget – are you trying to increase your followers or receive a lot of interaction? Also, how much are you willing to spend?

– Choose your prize – e.g. books, a gift card, stationery, an experience etc. (Try to think what your target audience like and would appreciate)

– Take a nice picture of it which will entice people to share it

– Choose how people can enter on social media – retweets, shares, likes etc.

– Determine how long you’re going to run it for (Check the rules for competitions on each social media platform)

– Promote and share your competition

15). Create a PR Strategy/Work With a PR Agency

Interacting and networking with key members of the industry/media is a really good way to improve your brand exposure as well as get the attention of potential clients/candidates. As a recruiter, you should be aware of the biggest/latest issues that are affecting your industry and you should try to target these areas with your content. If you’re not sure, keep up with the news from your industry and make notes from what candidates/clients are talking about which will allow you to write your opinion about it.

With an effective PR strategy, you can get your content published in industry publications and other sources which is going to increase your reputation and exposure. However, doing PR successfully isn’t as easy as submitting your content to these media outlets/journalists. In order to be successful, you’ll need to build relationships with key influencers in the industry who would be likely to publish your content. You can do this by interacting with their content, continuously posting your own material and by networking effectively.

However, if you have an allocated budget to help you with your marketing and branding, you can also hire a PR company for a reasonable rate who will be able to help you create content. PR companies already have industry connections and a wealth of experience in creating content with major publications and brands.

Get a taste of the full Recruitment Network member experience in an afternoon.

Guest experts, like-minded peers, and insights to help you build a plan of action to make 2019 your best year yet.

Improving Recruiter Brand Exposure – Part Two

This blog is the second of a three-part series of blogs which contains information and tips on how to improve your own brand. If you missed part one, you can read it here.

Improving your brand exposure as a recruiter is vital if you want to stand out from the crowd and attract the best candidates. A strong brand can help you to combat a lack of candidates and position you as a thought leader within your industry.

6).  Create a Unique Brand Hashtag

A company hashtag which is unique needs to be short and not confusing when written without spaces. For example, ours is #TRN which we encourage our members to engage with and use when they tweet about us. By including it in your updates and posts, it’s a convenient place to see all your content and adds to your branding. In any promotional material that you create, you can include this as a means of identifying your company on social media.

Whilst you won’t see much at the start, this becomes much more relevant when you build relationships with clients/candidates who can use your hashtag if they interact with you on social media.

7). Publish Articles on LinkedIn

By publishing longer form articles, you’re much more likely to establish yourself as a thought leader and show potential candidates and clients that you are knowledgeable and can be trusted.

However, before writing your content, you need to consider what type of article you want to write and more importantly, what type of article your target audience want to read.  One way to do this is to map out the problems which your candidates and clients face and how your services can help to solve them, based on your experience.

Alternatively, you could write about the industries you work in and any changes which are coming to them, offering your opinion based on your experiences.

How to do this:

– Map out the sections of your article & research what you want to write about

– At the top of the LinkedIn homepage, click Write an Article

– Give it a headline which is catchy, but is not clickbait

– Try not to write over 1000 words

– Add subheadings which will help to break up your content into manageable sections

– Proof it and add an image

– Publish to social and include any relevant hashtags

– Make sure you promote it more than once and tag people who would be interested in reading it

8). Create Content That Encourages Engagement and Replies

Content which tends to encourage engagement and replies will often be topical or targets a widely known issues for the industry. These types of divisive topics are good to generate discussion and engagement, but they shouldn’t be your only way of receiving engagement. You ideally want to be providing valuable content/insight at some point every week.

If you’re putting this content out on LinkedIn, you need to make sure that you are asking questions, creating catchy titles and engaging with people who comment.

How to do it:

– Make list headlined topics such as “8 ways to…”

– Target pain points with your content (Hubspot have a blog topic generator tool you can use for free)

– Offer your opinion on the latest from the industry

– Ask questions and make sure that you always reply to any interaction

– Offer valuable content for free

– Most importantly, you need to post regularly

– If you’ve written a blog, don’t just promote it the once

9). Start an Industry Podcast

Podcasts have seen a huge increase in popularity over the past few years. With so many options to choose from, it’s important that you only make a podcast if you’re committed to it. Podcasts can be a lot of effort and unless you plan your content in advance, you can quickly run out of guests/ideas and not meet your schedule.

However, if you think that there is a gap for your voice to be heard then a podcast can be a really good way to massively increase your brand/reach.

How to do it:

– Research other podcasts and look at: their length, style, content and branding

– Read more about the technicalities of how to set one up here

– Decide on the length of your episodes, and map out your content/topics

– Invite your guests/conduct research in advance

– Record and edit your podcast

– Host it online & promote it on your channels

10). Create Regular Surveys & Share Results

Surveys are incredibly easy and quick to set up using free tools such as SurveyMonkey. Once you’ve decided on your questions and the data you want to get, you need to actively encourage people to contribute via your social media channels. One way you can encourage engagement is by offering the results to contributors before you post them to your wider audience (If you decide to do this).

By creating surveys which provide you with useful data to share out, you’re able to generate really useful content which can be arranged in a variety of different ways, such as infographics, a blog post or a video. Not only does this put you in a strong position as a valuable person to follow, but it also makes for a great value-add to send to potential candidates and start discussions with.

You’ll need to consider what type of information you want from your survey and what topics you’ll be covering and this should be clear from your title, e.g. The Future of Web Development Survey. Ideally, you should be collecting results which are going to be useful for the candidates you want to attract in the industry that you recruit for, discussing the latest trends.

How to do it:

– Keep your questions brief – respondents don’t like really long surveys (ideally 5 minutes to complete, but no more than 10)

– Your first question is your most important, so make it interesting

– Avoid yes/no questions if you can – there’s normally more than one answer to your question (Try a scale such as ‘Most likely’, ‘Least likely’ etc.)

– Test it before you send it out by sending it to a colleague/friend

– Post about it regularly until you’ve collected enough results

– Don’t take too long getting your results out so people don’t lose interest

Get a taste of the full Recruitment Network member experience in an afternoon.

Guest experts, like-minded peers, and insights to help you build a plan of action to make 2019 your best year yet.

Improving Recruiter Brand Exposure – Part One

Improving your brand exposure as a recruiter is vital if you want to stand out from the crowd and attract the best candidates. A strong brand can help you to combat a lack of candidates and position you as a thought leader within your industry. This blog forms part of a three-part series of blogs which contain information and tips on how to improve your own brand.

1). Use Social Media Regularly & Be Consistent

Try to post regularly on social media and make sure that your content is valuable. The best type of content gives value for free and is therefore much more likely to drive traffic to your website.

Take a look at what thought leaders in your target industry are writing/posting and take note of what gets the best engagement. Is there a different perspective you can take on that content, or could you offer an opinion on someone else’s content?

One way to do this is to map out how many pieces of content you want to make per week and use a scheduling tool to help post on your accounts (such as Buffer).  Other social media tools such as ContentApp can help to suggest content for you to post across your team as well as help with your job posts.

How to do this:

– Map out the pain points of your target audience & research the latest from your industry.

– Come up with a few blog/content options which would help to solve these pain points & research them.

– Try to make it SEO friendly. Include keywords, lay it out with headings and make the title catchy.

– Use relevant hashtags on social media which are likely to reach your target audience.

– Include a nice banner or image for your content.

– Be consistent & post regularly. Whilst it might not seem to be doing much at the start, you need to keep momentum.

2). Collaborate With Others

By working with other thought leaders in your industry, you’re much more likely to increase your reach and audience. Begin by following your favourite industry leaders & news providers and offer your opinion/engage with their content. This can be as simple as replying to their tweets or offering your thoughts on LinkedIn articles/posts that you’ve read.

You can also reach out to those that you want to collaborate with and suggest some blogs you think you could write that might interest them, based on your industry knowledge & what you can offer. In exchange, ask if they can write or produce some content to go on your site. You can start small with this and work with people you know from your industry before building it up later. Eventually, the more of this that you do, the easier it will be to get content from others.

Once you have this content, make sure you share it and tag the relevant people who contributed and who you think might be interested in reading it. However, don’t just share it the once, make sure you revisit it later in the week and month.

3). Use Visual Content

With the availability of free tools online such as Canva, you can easily create infographics with data/content from your industry. Visual content is a good way to break up a lot of text on your social media feed, but don’t be afraid to re-share these later on.

How to do this:

– Research relevant statistics for your industry or offer some advice based on your experience. If you’re going to produce an infographic on data, some sources you could use are: the ONS, REC, Bullhorn & LinkedIn

– Go to a free infographic maker such as Canva, use photoshop, or a programme of your choice and make the infographic  but try not to overload it with information.

– If you’re adding an image, make sure that it is copyright free. You can use sites such as unsplash.com to get images.

– Share your infographic at a good time across your social media platforms and include relevant hashtags. Include where you got your data from if relevant & tag people.

– Remember, a good infographic size depends on the platform that you are posting to. You can check out the recommended sizes here

4). Create/Use Video Content

Video content is undoubtedly the best content you can be putting time into right now and this is only set to grow. If you have a marketing team, they’ll probably have this covered, however, if you don’t, you should try to take the move to making video content yourself.

Providing you have a fairly modern smartphone, you’ll be able to record footage that is sufficient for some videos. Using your smartphone camera is certainly good enough quality for social media content and you can purchase a tripod for your phone quite cheaply to make sure your footage isn’t shaky.

Video Content Ideas:

– A ‘How to’ video / tutorial

– An animated video

– An informative video about a topic

– An expert Q&A session

– Customer testimonials

– Company promotion video

– Your thoughts on a recent piece of industry news

5). Start Promoting Posts on LinkedIn 

Advertising on your social media profiles is a good way to get noticed by your target audience and there are a range of ways you can do this. As LinkedIn is your main source for candidates and where you want to focus on creating your personal brand, advertising on this platform is your best option. Promoting your job posts is one way to do this and it can increase your click rate by 40-50%.

This feature requires you to bid for the top spot in personalised job placements and allows you to adapt your spend in real-time, deciding when and how often your job post needs the extra exposure.

However, you can also promote your company or individual posts if you’ve created a piece of content that could increase hits on your website and profiles, but only do so if it’s a well written, longer piece of valuable content.

For more information on how to promote posts on LinkedIn, take a look at their guide here.

Get a taste of the full Recruitment Network member experience in an afternoon.

Guest experts, like-minded peers, and insights to help you build a plan of action to make 2019 your best year yet.