Recruitenomics – Redefining Recruitment Strategy
Danielle Meakin - 6 Comments - 29 Sep 2019

Recruitenomics defines the ‘art to improving outcomes at every stage of the recruitment cycle’

We are constantly asked by customers, competitors and recruiters to explain what it is that we are doing differently to other fixed price recruiters, ATS and recruitment management solution providers, to generate the consistently outstanding results which have now set the benchmark for the rest of the online recruitment industry.

Our philosophy and OM is best defined as Recruitenomics.

Recruitenomics is defined as the art of establishing recruitment processes that are influenced by research, data, analysis and human behavioural science, which can subsequently influence outcomes at pivotal stages within the recruitment lifecycle.

If we know that a particular set of outcomes are proven to be more likely to occur, based on statistical evidence, and then a subsequent course of action can be taken that would ultimately influence that outcome, then this would comply with a Recruitenomics methodology.

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Recruitenomic strategy is not necessarily constant either, as geographic, cultural, topical, economic and seasonal influences will ensure that the data and subsequent human behaviours are susceptible to constant influence and change.

Recruitenomics occurs in the intersection between the technology (representing the client) and the applicant.

Here are a couple of very easy to understand examples of very basic Recruitenomics that you probably already use:

Example 1: If we know that job-related searches for a specific job title, made via search engines, and this results in the majority of prospective candidates clicking through to a specific media channel, then the rational recommendation would be to post any relevant job on to that channel, as that would present the highest probability for success.

Example 2: If we know that applicant pre-screening incurs around 70% drop-off and loss of the best applicants, then we can look at solutions that can overcome this issue.

These, of course, are very simple Recruitenomics and although these are two very obvious examples, we have deduced that by adopting this approach at every pivotal stage in the recruitment lifecycle, we can have a significant impact on eventual outcomes.

Our primary influences in adopting this approach came from many years recruiting within the engineering sectors where I became familiar with a Japanese philosophy called Kaizen. Kaizen has influenced the way that cars are now manufactured everywhere across the world and has subsequently found its way into the manufacturing processes of most other industry sectors.

Its foundations are derived from the Japanese word that means ‘improvement’. The foundations of this theory are to evaluate every stage of the manufacturing process, in order to eliminate waste and establish areas for improvement, no matter how small that improvement might be.

Some people may be more familiar with ‘marginal gains theory’, which applies similar rules to Kaizen, in order to obtain a compound interest and is applied in many aspects of a business.



When you think about it rationally, recruitment is a fluid process with multiple stages and pivotal moments, where either the recruiter or the applicant can gain or lose interest. If we become more aware of the statistical evidence that supports following a particular strategy, then we can influence the potential outcomes at each of these key stages.

Our company, Smart Recruit Online, has dedicated significant time over the last 10 years to performing surveys, researching data, evaluating what they mean and deploying tactics to test whether we can influence outcomes at each stage of the recruiting lifecycle and complimented this with improvements to the technology and tools that we embrace.

As part of this research, we have established partnerships with several universities, who have assisted us with our analysis, specifically from a big data analysis, looking at correlations and trends and from a human behavioural science perspective.

This has resulted in significant improvements to all key metrics, such as application numbers derived from increased conversions, advert views into actual applications, better retention of passive applicants throughout the process, improvements to time to offer and most importantly with achieving more successful outcomes, particularly from first time advertising response.

We have complemented this methodical approach with significant investment into development, acquisition and partnerships with the very best technology solutions available in the world in order to create the SRO Talent Acquisition Platform and suite of tools.

The by-product of this approach has included; significant improvements to the applicant experience, more recruiter efficiency, better retention of new employees, reductions in cost and ultimately better hiring decisions for our users, reflected in improved productivity and better retention.

We can now boast the best fill rates from direct applications in the online recruitment industry at 94%, taken from more than 8000 recent campaigns and from across all industry sectors, without the need for 3rd party (Agency) involvement.

We have also measured significant reductions in administration time (typically over 60%), improved time to offer metrics (under 16 days), offer acceptances and importantly for medium to long term, serious improvements to staff retention, particularly in the first year of employment.

The most important objective to any recruiter should be defined by eventual outcomes and that is what we are dedicated to delivering for our clients.


Written by Mark Stephens, CEO & Founder of SRO and Corpwell UK

Find out more about Smart Recruit Online and how our platform will transform your recruitment strategy by booking a demo with one of our consultants.

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Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

Remote-first workers: how businesses must adapt to attract the best talent
Danielle Meakin - 6 Comments - 29 Sep 2019

COVID-19 has undoubtedly caused a huge range of challenges for businesses across the country – but not everything about this pandemic has to be seen as a negative for companies. One thing that it has shown is that many roles can actually be done remotely, without the need for a member of staff to come into the office.

It may well be the case that remote working is finally going to become very mainstream, and this has led to the idea of ‘remote-first’ businesses – companies primarily made up of remote staff. This can have a huge number of implications, perhaps notably cost. It removes the need for expensive offices and lightens companies finances enormously.

But if your business is going remote-first, there are plenty of things that you will still need to think about; not least, how you will attract staff and keep them happy in the changing working landscape. Here we take a look at how companies should adapt to attract talent for a remote-first business.


Offer useful perks

The first thing to think about here is that remote staff are typically looking for something a little different to workers who are happy to work in an office. Flexibility is key to remote staff, but they also want more from their working environment. Consider the fact that in an office environment you might offer a range of perks: carpools, cycling schemes, free tea and coffee, fresh fruit etc.

You, therefore, need to be doing everything you can to incentivise remote staff too. Homeworkers could benefit from businesses providing them with office equipment such as an ergonomic chair, or a work laptop. You could go further and offer things such as gym memberships or work perks memberships.  This is actually an important point for those considering a more permanent move to remote working. They must ensure that they have a healthy working environment. Making do with inferior equipment will ultimately lead to more long term health issues.


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Ensure remote working is not a career drawback

It is important to understand that many people who like the idea of working remotely can be put off the concept because they think it will hinder their career. It has typically been the case that companies have not been so good at keeping track of or reward the hard work put in by remote staff. This is something that has to change in a remote-first environment.

It is up to managers and those in positions of power in remote-first businesses to closely track and monitor the successes of staff, as well as finding ways to analyse performance. Remote staff may be working very hard and wish to progress in the company, so it is up to managers to notice this.


Bringing teams together can be an event

If your company is going to have a large number of staff members who work remotely, it is important to bring them together on occasion. There is still a lot to be said for shared social interaction. It can help with team bonding and create a better atmosphere in the business, which can ultimately be a huge boost to productivity.

There are already examples of companies who are choosing to find ways to connect their remote staff after lockdown.

“Since COVID-19 we have seen a rise in the number of businesses looking to book venues,” says the team at Best Conference Venues London “whether it is for training, celebration, meetings, or staff days, a high prestige venue can really help to motivate teams and encourage staff to give more to their company”.


Look for the right behaviours

You also need to consider changing your interview process. Many people look at the benefits of remote work and think that it would be positive for them. However, not everyone is cut out of for this kind of change. When you are recruiting for candidates you need to really think about the sorts of behaviours that these members of staff exhibit, and consider whether it is going to be right for the business.

Remote staff need to understand how to get on with work without supervision. They must be trusted to motivate themselves through their working day. It can be the kind of thing that is suited to workers who are typically happy to work alone. But this might not be the best solution for those who thrive in a team atmosphere.


Final thoughts

Post-COVID-19 businesses might be more willing to make changes to the way that they operate. As long as they perceive that there are enough benefits.

It has been essential to embrace remote working as a consequence of the pandemic. This has enabled most companies to trial it and establish whether it is right for them to consider remote working as a longer-term solution.

It is important to understand, however, that not all companies will retain remote working as an option. For some it is impractical and for others, being in an office, working in a team and having the office infrastructure around them, helps to improve productivity significantly more than working from home does.

However, we can still see remote working benefits, even if it is to support the employees in times of need. When children are off school or ill while being at home to receive a delivery or meet a tradesperson and during periods of bad or dangerous weather. As we now know that people do have the capacity to do a good day’s work remotely.

One final word of caution on this topic. Working within the office, brings people together, socially interacting, collaborating and communicating. We must monitor the health impact on remote workers closely. The early signs are already showing a significant increase in mental health-related issues arising from the lockdown. Remote working could mean significant isolation for some people. This is an area that isn’t given as much consideration as perhaps it should be when discussing this subject.

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Annie Button

Annie Button is a Portsmouth based writer and recent graduate. Annie has written for various online and print publications, she specialises in business, recruitment and career development.

How To Use AI To Increase Employee Productivity And Performance
Danielle Meakin - 6 Comments - 29 Sep 2019

If we put a glance on all the remarkable technological advancements, it would be justifiable to state that humans have exponentially grown towards a better living style.  Considering all the tools and accessories that have been developed, humans have managed to elevate the efficiency of almost every field of life. Similarly, when it comes to leading a thriving corporate sector, the significance of the latest technological trends cannot be ignored. Moreover, the employees, or you can say the real assets of the enterprise, are the ones that help it to climb the ladder of success. To make the most of all the available high-tech software and tools in the market, incorporating it with the office can certainly help in elevating the over-all growth of the business.

The essence of leading a business to triumph is deliberately associated with the hard work of its employee. So, why not incorporate the latest technology in elevating their efficiency and productivity? Reviewing all the latest statistical reports, it is seen that all the preeminent enterprises have already evolved by incorporating high-tech and innovative business solutions. Without wasting any further of your time, let us jump to the most awaited part of the discussion.


Significance Of Automated Platforms

The implementation of all the high-tech and innovative solutions in increasing the efficiency of the workforce has a notable significance. Mechanized systems have not improved the working procedures, but have also exceptionally worked towards increasing the competence of the workforce.  Information technology, artificial intelligence, internet of things, etc., have collectively worked in reshaping corporate sectors. This has helped employees in staying out of the hassle of manual work, allowing them to make more reliable and authentic decisions.



How to Increase Employee Productivity With AI

Implementation of artificial intelligence and mechanized assistance could be the best approach for your business. This is the right time for the companies to bring AI triggered systems, to elevate and boost their productiveness towards betterment. Below mentioned are some of the most astounding aspects of AI and its significance in advancing employee’s productivity and performance.


1.     Track On-Screen Time

Businesses can increase the productivity of employees by implementing artificial intelligence and machine learning approved time tracker that automatically recognizes their working hours and assists them to keep a record of it. You can also consider using timesheets in professional spaces where it is hard in maintaining track of time. With the guidance of computer learning and artificial intelligence, you will encounter no more troubles from writing down sufficient hours on every plan.


2.     Review Frauds

Inside the business foundations of now, there is growing anxiety surrounding scams and similar attacks. Working with smart mechanization and high-tech robotics based on artificial intelligence, you can competently handle banking and investment companies to identify fraudsters and hinder revenue deterioration due to offensive purposes.


3.     Employee Onboarding

After all onboarding projects remain almost identical time after time, businesses are now moving these from representatives to robots. Numerous emails and constant tasks can be shifted towards automation using ML and AI, with the effective use of high-tech and advanced technology. This use of AI and ML can notably increase employee potency by delivering them low-value assistance.


4.     Automate Hiring

One of the most emphasizing factors for an organization is employee branding. The significance of enhancing the process of hiring can help the business to have active and robust mindsets. The process can be seemingly improved by incorporating Artificial Intelligence and Machine Learning, enabling the process to be fully automated. Following such procedures will not only help in reducing the pressure of the recruiter, but it will also help in the hiring of more eligible and competent staff for your forthcoming team. By the use of artificial intelligence, you can set up a program that can accept and reject CVs as per the requirement of the organization; removing the hassle of reviewing each resume one by one.


5.     Customer Engagement

The extensive use of ML and AI-powered systems based on Chatbot is hardly hidden from anyone. AI-based Chatbot is supporting enterprises to move towards automation, allowing different elements of their communication with consumers and clients. Thus, allowing for 24/7 appearance at decreased costs. Conversational selling is growing excessively, and corporations can write global customers with a multi-lingual Chabot. This has boosted employee productivity significantly and providing them to include intercommunications within their business.


6.     Measuring Employee Experience

Mapping employee participation is imperative to perform any AI-enabled operations within the system together. It is because automation leads to trigger concerns of job safety amongst the workforce, regardless of the competency and skills. Moreover, a conventional manner of receiving feedback before starting an application based on artificial intelligence and machine learning is to obtain an examination by arranging the employee net yearly or monthly score.


A renowned tool named as NPS is widely used to do the necessary survey, helping businesses design-related topics targeted towards their clients. The review outcomes should be responsible for indicating how considerably the employees are working and are capable of accepting these new changes in working culture. Allow these arrangements to be your model in the phase-wise artificial intelligence implementation programs of automated systems.


workplace culture


7.     Sales and Conversions

Business with a sales background needs to have a robust mechanism of dealing with traditional customers depending on logic and AI-based networks. Companies have been picking their workforce traditionally, not depending on logic and advanced algorithm systems. Machine learning and artificial intelligence can take the guesswork out of this comparison by recognizing businesses reps that should be prioritized.  As a consequence, sales partners are becoming more prolific and changing leads actively and effectively. It’s important to know the best time to make sales. For example, most custom essay writing service companies generate sales during semester season.


8.     Maintenance

Machine operators and suppliers are now attempting assets-as-a-facility, achieving results instead of errors and issues with machinery and AI systems only. These businesses are utilizing AI and ML in the pattern of sensors planted into tools to catch deficiencies before time. Where overtime is detected, the mission-critical machine operators need to divine the need for sustenance. By programming and predicting resources in advance, companies are obtaining improved potency by lessening downtime and redeeming price and time on additional maintenance ventures.




Considering all the facts mentioned earlier, we can rightly conclude that machine learning and artificial intelligence can be used effectively to make the right change. Similarly, when it comes to elevate and enhance productivity within the workforce; advanced and high-tech tools and systems could be used to fasten up the process.

Written by John William – HR Executive at Dissertation Assistance


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John William

John William is an HR Executive at Dissertation Assistance, a top-rated platform for all kinds of academic and business writing assistance. He is committed to educate and inform HR professionals about the latest findings in the field of management science and how they can be implemented practically in the workplace.

The Corona Isolation Syndrome
Danielle Meakin - 6 Comments - 29 Sep 2019

Auctioneers in Scotland are taking part in a campaign to tackle loneliness and mental ill-health among farmers during lockdown. With no auction marts, agricultural shows or normal summer events due to Covid-19, farming organisations are concerned many will be struggling. The Royal Scottish Agricultural Benevolent Institution (RSABI) says calls to its helpline have doubled in the last month. Farming is a lonely profession at the best of times; farmers work intensely at certain times of the year, spending long hours by themselves in the fields to maximise their yields. The global pandemic has just exacerbated this problem and it has also highlighted an issue that has been brewing in society for a long time.


The impact of loneliness

People were already lonely before the Coronavirus pandemic hit. A  2018 study from health care insurer Cigna found that 54% of 20,000 Americans surveyed reported feeling lonely. Generation Z adults (18-22) years old are supposedly the loneliest generation, outpacing Boomers, Gen X and Millennials, despite being more connected than ever. The most alarming part of this research suggests that being lonely for a sustained period of time could be bad for people’s physical and mental wellbeing. The health risks identified were on par with smoking and obesity. The Cigna report found that extended isolation makes a person irritable, depressed and self-centred, and is associated with a 26% increase in the risk of premature mortality. As a result of COVID-19, keeping a distance from others is the safest way to stay healthy, despite the fact it could compound feelings of isolation and be very damaging to our health.


stress management


Our natural state

Humans are not made to live in isolation. We are tribe people. “It’s very distressing when we are not a part of a group,” said Julianne Holt-Lundstad, professor of psychology and neuroscience at Brigham Young University. “We have to deal with our environment entirely on our own, without the help of others, which puts our brain in a state of alert, but that also signals the rest of our body to be in a state of alert.” Staying in that state of alert, that high state of stress, means wear and tear on the body. Stress hormones like cortisol and norepinephrine can contribute to sleeplessness, weight gain and anxiety over extended periods of exposure.

This global crisis is possibly the most stressful experience many people have had in their lifetime. Daily life has been upended, unemployment has skyrocketed and more than 6 million people around the world have been infected. Normally, immense challenges like those would have you seeking the reassurance and support of family and friends. But due to the nature of the virus, people are more physically alone than ever, making it that much harder to cope. This means there is a desperate need to provide help to people experiencing isolation syndrome.


Limiting the effects

Luckily, Dr Richard Davidson has been studying the effects of Mindfulness upon the regions of the brain related to cognition and emotion that are said to be affected by loneliness. The research into these areas of the brain in other studies showed genes associated with cancer, cardiovascular disease and inflammatory diseases expressed in those who were lonelier. This evidences there is a network of connections between these different genes by which they can affect each other. Dr Davidson’s work has shown that Mindfulness exercises can change the structure of the brain. To such an extent that our emotional personality can be altered. Thus the damaging effects of loneliness can be reversed in those who are suffering and prevented in those who have not yet been affected.

It is clear we are living in unusual times where isolation can have a negative effect upon us. But with techniques like Mindfulness available, we can learn to adapt to a healthier and happier new way of life. For more information on Mindfulness services please email


Wellness and Mental Health

John Earls

Director of Therapy at Satis - The Mindfulness Movement

Smart Recruitment Is Making Legal Hiring Easier
Danielle Meakin - 6 Comments - 29 Sep 2019

The legal profession is a rapidly growing one, both in-person and online. According to The Global Legal Post, there has been a 22% rise in British legal professionals working entirely online, with more and more agencies devoting time to their online presence. With this greater focus on digital working, the digital skills of legal professionals have come into sharp focus. Now, more than ever, recruitment agencies are adapting their methods to make sense of what legal firms need when recruiting and how to meet that need. Ultimately, it’s making hiring easier.


The international market

First and foremost, law is now an international profession. While laws are still directly applicable to their host states, people can practice from anywhere in the world with the right knowledge. Recruitment must be international, then, and law firms are adapting their approach to suit. Much of this lies in how they approach search engine optimisation (SEO), both to match Google’s algorithms and those of recriminate websites. Essentially, they are needing to refocus what they can offer candidates to appeal to any corner of the planet. This tweaking is done in combination with cutting-edge legal recruitment outlets; as noted by legal experts Thomson Reuters, newer more flexible services are being preferred over more localised old-school websites.


Talent attraction


A focus on qualifications

Nepotism has historically been rife in the legal profession. As far back as 2009, the Financial Times (amongst others) was calling for an end to the sponsorship system that reigned in many British law chambers. With firms noting the potential and skills of international candidates, it may be that the system of patronage that exists in some law firms comes to an end and a truly skills and qualifications based system comes into play. With many better quality recruitment platforms now offering validation systems for diplomas and the like, it will become more streamlined and straightforward for law firms to look at what a candidate has to offer.


Digitally native to the fore

All of this comes down to digital technology, and law firms will be looking to recruit people who are digitally native. This will be especially useful as more and more lawsuits become focused on digital matters. The Guardian reported in early April that UK councils were facing complex lawsuits over the provision of education during lockdown, and noted the complexity posed by the digital nature of this provision. Legal professionals will have to contend with more and more of these cases as society becomes, by nature, more online. As a result, recruiters will need to see evidence and demonstration of digital skills, creating a matrix in which legal qualifications and skills are mixed with an inherent understanding of the digital world.

As the world becomes more digitalised, industry will move to reflect this. This is true for the legal profession and the recruitment that it will require in the coming years. For recruiters, adapting will be important in riding the new wave of modern legal professionals and finding those roles in the job market.


Are you considering a fresh approach to your hiring strategy? To discuss what we can to for your recruitment process, and find out more about our fully integrated screening tools, book a demo by clicking here.

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Lucy Wyndham

Lucy Wyndham is a freelance writer and editor.

What Can HR Professionals Do to Avoid Zoom Fatigue?
Danielle Meakin - 6 Comments - 29 Sep 2019

As COVID-19 has forced many businesses to become virtual prematurely, HR professionals are finding themselves swamped with Zoom meetings. In April 2020 alone, Zoom’s users jumped from 200 million to 300 million.

Before the pandemic, 80 per cent of employees considered teleworking a job perk, though the constant stream of video calls has left many HR professionals feeling uncharacteristically exhausted. 

Here are some tips you can leverage to avoid Zoom fatigue and enjoy teleworking more.


Reduce Zoom fatigue by setting boundaries

Looking at your calendar and seeing a day packed with meetings is intimidating. Instead, block off a few hours in the morning or afternoon dedicated just to video calls. 

Constant interruptions throughout the day lead to decreased productivity and can add to your exhaustion. One study even showed that employees that are frequently interrupted experience 9 per cent higher rates of exhaustion.

Additionally, consider creating a 15-minute meeting rule. Scientific research supports this showing that the average attention span is about 10 to 18 minutes. A time limit also forces people to come more prepared and deliver a more precise message.

Finally, if you’re forced to have a longer meeting, be sure to schedule breaks. Stand up and do some physical activity during these breaks to reactivate your brain.




Create a Comfortable Environment

While most people will eventually return to working in an office environment, try to make your current situation as comfortable as possible. Research shows that creating a more comfortable environment can also help increase productivity by roughly 3 to 9 per cent.

Consider what makes you most uncomfortable during Zoom calls. Is it the sound of children or pets in the background? If so, consider purchasing noise-cancelling headphones.

If you’re worried about your technology not working, consider doing a test Zoom call an hour in advance.

You might also choose to be physically more comfortable by either wearing more casual attire (if your team allows you to do so) or purchasing a more comfortable desk chair.


lockdown lifting


Reduce Unnecessary Webcam Calls 

About 78 per cent of team meetings and 80 per cent of one on one meetings are performed with video conferencing software. Additionally, roughly 66 per cent of job candidates prefer video interviews to live interviews. 

Unfortunately, fulfilling all of these video conferencing requests will immediately fill any HR professional’s workday with Zoom calls and increase Zoom fatigue. 

Consider talking to your team and making adjustments to internal video conferencing policies. For example, suggest hosting team meetings on Zoom without a webcam and save the video calls for interviews. Consider scheduling phone calls as well.


Avoid Using Zoom For Social Events

Finally, avoid using Zoom as a tool for social events.

As the brain associates Zoom with work, it will never fully switch off from work mode, even when chatting with friends. This state of constant hyper-awareness will eventually cause you to feel fatigued and unrested.

Instead, consider using standard social software such as Facebook Messenger or FaceTime for social events.



Finally, it takes roughly 40-50 repetitions of any new skill to make it feel like a habit. As you continue to use video conferencing, the ritual of preparing for a meeting, turning on your webcam, and breaking the ice will get easier. 

Use these tips to help make each repetition better and take note of what works for you.


Written by Ljana Vimont, Managing Director of Stinson Design


Wellness and Mental Health

Ljana Vimont

Ljana Vimont is the managing director of Stinson Design, a design agency specializing in customized, professional, and on-brand presentations for companies across all industries. Ljana's leadership has taken Stinson from a hobby to a well-respected creative agency working with big global brands like NASA, Microsoft, Google, and Hilton.

The 5Ws Of Being A Technical Recruiter
Danielle Meakin - 6 Comments - 29 Sep 2019


When it comes to digital transformation and technology adoption, the burden lies on the recruiter’s shoulders. Because every organization is trying to build a strong and knowledgeable tech team.

Surely it is a piece of good news for applicants but for recruiters, nothing less than a problem to solve. The job market has become candidate driven these days where demand for tech talent has increased. The potential candidates have multiple opportunities in their hands. It begs the question of:

How to identify, assess, and hire the best tech talent

Here are the 5Ws you should consider to design your tech recruitment strategy.


Who are you looking for?

To succeed in your recruitment game, awareness of what type of talent you want on board is imperative. If you have no clear idea about your ideal candidate persona. It becomes difficult to find and attract good candidates.

So, to define your ideal candidate persona you can consider the following tips:

  • Know the job role and duties thoroughly
  • Focus on how experienced you want the candidate to be
  • Set a qualification limit
  • Talk to your current employees to build a picture of the ideal candidate
  • Describe the candidate that would fit in your organization
  • Define your ideal candidate’s skills and competencies


Talent attraction


What makes it difficult to fill technical roles?

As a recruiter, you need to gear yourself up when you are asked to hire a software developer, software engineer, data scientist, or any other technical job role. These days the demand for tech skills is high and so is the competition.

Every recruiter is running behind the best talent to get them on board. These candidates are probably happily working with another employer or already have a good offer in hand. It makes it even more difficult to attract these tech talents. You need to have a new, updated, or fresh recruitment strategy. You can consider the following tips:

  • Make the most of your social media network
  • Build your employer brand by marketing your company online
  • Create and distribute unique, interesting recruitment content that interests your ideal candidate persona
  • Ask for referrals from your current employees
  • Source good candidates from university recruitment
  • Sometimes overcome skills gaps and train potential candidates


When to start a talent hunt?

When it comes to technical hiring do not wait for the right time to start the talent hunt. Whether you have an open job position or not you should always be on toes to make your talent pipeline ready for future needs.

For the technical roles, there are fewer candidates actively looking for the job despite the high demand for technical job roles that need to be filled. So to win the recruiting game and overcome this challenge you need to be in touch with the passive candidates as well.

As per a study by Deloitte, it requires companies 52 days to fill a position. And in tech hiring, the most mundane task is to find and attract the right talent for your organization. Try considering below tips to start your talent hunt well in advance:

  • Align with the hiring manager well in advance to get an idea about candidates he/she wants to hire
  • Re-engage the previous candidates
  • Try to reach out to passive candidates through social media or connections
  • Develop a relationship with the candidates in a personalized way
  • Reach out to candidates by hosting social and networking events
  • Join virtual communities- reach out to talented candidates, engage them in conversation and make a job offer
  • Ask your existing employees for referrals


Where you should find them?

Gone are the days when tech jobs were considered boring or a cup of tea of nerdy computer experts. But now it is considered as the most sought-after job roles. It is vital for every organization to have the best tech talent working for them. We all are too aware of how necessary for recruiters and hiring managers to deal with tech talent, know their expectations, speak their language, and much more.

However, It will not be fruitful to us if we cannot find the tech talent in the first place. The tech jobs ex. software/mobile development, data science, data analysis, etc. are in high demand. Employers are offering great compensation to ideal candidates. But on the other hand, the rising demand and talent scarcity you may find it difficult to reach out to potential tech talent.  Try considering the following tips:

  • Be a part of thriving tech groups or communities to connect with tech talent and passionate people.
  • Make your own local network of people who also work in tech. It will be an added advantage for you to support your recruiting efforts. Repay them by helping them as and when needed.
  • Make the most of LinkedIn- use LinkedIn alumni feature to find out the tech talent from a specific university or school. It tells you, alumni details with an option to filter them by their skills, location, etc. You can directly approach them there itself.
  • Conduct a virtual career fair to source tech talent in a cost-effective way and assess the shortlisted candidates with tech skills assessment platform.
  • Make the most of referrals, hackathons, and other developer events


What makes a successful technical recruiter?

Even if you have a technical background or you do not, you may face many challenges and want to avoid obstacles to become a successful technical recruiter. Whenever it comes to hiring for a tech position the key tactic that a recruiter should implement is ask relevant questions and assess technical skills using a valid and reliable talent assessment tool.

The best tech recruiter focuses on evaluating candidates first and forwarding the qualified ones for the further process. Because separating the wheat from the chaff is the most crucial aspect of the tech hiring process.

Does this sound difficult? That’s because it is!

Do not worry you can consider the following tips to be a successful technical recruiter.

  • Sharpen Your Networking Skills to build a rapport with developers and programmers
  • Keep yourself updated with new technologies and their usage to understand the candidate’s previous work and the technologies they have used to do it.
  • Reach out to the experts in your field and get valuable insights from them to win the tech recruitment game
  • Dig deeper to know the techies, their expectations and what they want
  • Invest in recruitment assessment tool to save time, money and better productivity 



To become a good technical recruiter doing research and understanding your ideal candidate persona is utmost important. Spending more time on identifying and resolving the tech recruitment challenges saves yours as well as the candidate’s time. Be ready with tech hiring strategy by gathering all the knowledge about whom, where, and when to approach well in advance.


Smart Recruit Online offers an award-winning talent attraction software that can streamline and revolutionise your recruitment. To discuss what we can to for your recruitment strategy, and find out more about our fully integrated communication tools, book a demo by clicking here.

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Pankaj Deshmukh

Pankaj Deshmukh is in the field of digital marketing. He works with Interview Mocha and produces content for the variety of blogs that cover topics from recruitment, social media hiring & candidate assessment. He believes that learning is never-ending process and stays updated with the latest trends that are useful for producing valuable content.

The Impact Of Coronavirus On Recruitment In The Travel Industry
Danielle Meakin - 6 Comments - 29 Sep 2019

Depending on where you get your data from you will see that jobs in the travel industry have recently fallen.  By as much as 60-85% across the UK, as coronavirus lockdown measures force people to stay at home. Yahoo Finance reports estimate a 61% reduction in job vacancies, while the major UK job boards paint a more accurate and far gloomier picture.

Unsurprisingly, the pandemic is having massive ramifications across the travel industry, which in turn affects the recruitment industry. Businesses and recruiters are quickly finding themselves having to adapt to how they operate. As they prepare for changes that may end up being permanent.


Dramatic drop in vacancies

The latest job board data details just how dramatically recruitment has dropped in the UK across all industries. As firms stop hiring in the wake of the coronavirus pandemic. In particular, recruitment in the travel industry is down by more than 60%. Recruitment in the hospitality and catering sectors meanwhile have dropped by as much as 85%.

In total, job adverts in the UK have declined by more than 70% in the last 10 weeks.

It’s thought the country can expect to see a significant increase in unemployment as the lockdown continues to impact the business economy.

Recruiters should, therefore, expect to be working in an entirely different landscape with much fewer vacancies and far more competition in the Post-COVID world, with many turning to online recruitment tools and services in order to adapt. Agency recruiters will potentially need to reinvent themselves and diversify, in order to survive.


Talent attraction


Online communication tools

Some recruiters are implementing the use of modern online communication tools. Allowing them to hire talent in the travel industry safely while avoiding unnecessary travel and adhering to social distancing guidelines. In particular, a range of video conferencing tools, such as Skype, Zoom, and Microsoft Teams are now allowing recruiters to talk with clients and conduct interviews with job applicants remotely with no in-person contact. In fact, Zoom was downloaded 2.13 million times on March 23, the day the government announced the lockdown — up from 56,000 a day two months earlier. It’s therefore advised for recruiters to download these conferencing tools and learn how to use them. So you’re able to work in this kind of online capacity if necessary.


The future of the travel industry

Airline and cruise ship staff are currently focusing on providing customers with support to navigate cancellations and refunds. Customers are being encouraged to postpone trips rather than outright cancel their travel plans. A recent report found people are even using their time in lockdown to plan future holidays. Good news for the recruitment industry. 55% of people who travel five or more times every year say they will likely book a future holiday during the coronavirus pandemic, while this number increases to 61% for business travellers.

Once lockdown measures are lifted, demand for travel will increase, along with the need for staff industry-wide. Of course, people will naturally be more concerned about staying safe and healthy while travelling than ever before. Recruiters who travel for work will need to take steps to strengthen their immune system to avoid falling ill.

However, online recruitment may continue to become the norm for many businesses moving forward even beyond when people are confident that the threat of coronavirus has passed. 

The travel industry has undoubtedly been hit hard by the coronavirus pandemic. By working with online video conferencing tools, recruiters will be able to fill available vacancies while following safety guidelines. It’s hoped these uncertain times will be followed by an eventual boom in travel and a brighter future.


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Lucy Wyndham

Lucy Wyndham is a freelance writer and editor.

Recruiters: The business case for change
Danielle Meakin - 6 Comments - 29 Sep 2019

To all independent and agency recruiters. I would like to hazard a guess, that like the rest of us, you have considered making changes to the way that you work? And when you have, its because you probably built up a compelling business case in your head to justify it?


Time for change

I have personally spent many years building the business case for changing the way that recruitment should be done. And I would like to invite you to join me for just 15 minutes of your time so that I can share this with you.


Agency reseller


In the next 15 minutes, you will discover that everything we do at SRO is justified and backed up by many years of research and data analysis and takes an evidence-based approach to every stage in the recruitment lifecycle in order to build a very compelling case for change.

We combine our knowledge and understanding of what corporate clients actually want and are willing to pay for. With a deeper understanding of the human behavioural science that drives applicant behaviours.  From this, we have developed a unique suite of technology and tools, complimented with tried and tested processes, that are enabling us to out-perform every other online recruitment service.

What we are subsequently able to offer you, is the opportunity to become an approved reseller of the SRO platform. That will perfectly complement what you already do well.

During the last 20 years, I myself have transitioned from high performing recruiter to successful agency business owner. And now into a recruitment technology innovator. Smart Recruit Online won 5 international awards last year. I emphatically believe that products like SRO will revolutionise the way that all recruiters work in the future.

I hope that you find the webinar interesting and relevant.
You might be surprised how easy it could be to adapt your current recruitment business to include 3 new key revenue streams and completely change the perception that corporate clients have of you and the way you work.

Mark Stephens
CEO & Founder of Smart Recruit Online

Mark Stephens

Mark has established a reputation for his passion and enthusiasm over twenty years working in the recruitment industry, both client and agency side. For the last ten years, he has been researching the recruitment landscape from both a technology and people perspective. His insights into market trends are often used and quoted across the industry’s leading publications. His company, Smart Recruit Online, has been the winner of 5 international awards for technology innovation and Recruitment Technology in the last 18 months. And currently holds the accolade of filling more jobs from direct applications for their clients than any other online recruitment service in the UK.

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