Articles by Smart Recruit Online

Ten Ways to Maximise Your Recruitment Strategy

Ten Ways to Maximise Your Recruitment Strategy

According to extensive surveys on this topic, one in five hires made, was subsequently categorised as a bad hire that cost the business in excess of £50,000.

At Smart Recruit Online, we always ensure the jobs we advertise are optimised to guarantee that they receive the maximum exposure online and attract the very best in talent.

Here are our top 10 tips to maximise your online recruitment strategy:

1. Always include a salary banding

Listing a salary will always be beneficial when advertising jobs. This is due to the percentage of candidates ONLY looking for jobs with a salary listed. Some employers may not want to list a salary, but it is always advised to list a wide salary banding than none at all.

No salary will reduce the application rate by as much as 50%, as research indicates that job seekers are less likely to apply to a job with no salary, due to the advanced search facility on job boards always offering an option to only show jobs with a salary listed. Given that the best applicants are already working for your competitors, it is not unreasonable to assume that they will not apply for a job that does not demonstrate its willingness to match or exceed their existing package.

2. Create an exciting opening paragraph

Your opening introduction needs to grab the reader’s attention and persuade them to click on your advert. This is because when candidates search for jobs online, the first section of your job description is usually shown in the initial listings.

Ensure that you sell the opportunity and repeat the job title and location to maximise your list rankings on search engines.

We are recruiting for a talented Marketing Manager to join our multi award-winning company in London. You will be working closely with a list of blue chip clients, so we are looking for an outstanding individual with the attitude to exceed.

3. Use the correct terms for job titles

It is critical to use the correct job titles for specific roles to ensure that you attract the best in talent to fit your role. It is also beneficial to use well-known job titles to utilise popular terms on search engines.

For example, a marketing role within events should be called ‘Events & Marketing Manager, rather than ‘Marketing Manager’. More specific job titles may reduce the total number of clicks and applies, but the quality of candidates can improve and irrelevant applications will reduce.

Remember, be precise and use phrases people will search for, for example:

User Experience Designer: 734,210 searches (average monthly searches, Google AdWords, April 2015)

UX Designer:  864,440 searches (average monthly searches, Google AdWords, April 2015)

Tip: use a basic Google search to determine the best phrases and terms to use, by measuring the number of search listings

4.  Optimise keywords for SEO

Job boards utilise SEO to ensure adverts appear high within listings when a potential candidate searches for a certain keyword.

Search engines will decide how relevant the content of a page is based on how many times keywords/ phrases appear. The job title is the most important keyword to use and should appear at least 3 times within your advert. However, do not use it more than 6 times as you do not want your job description to become spam.

We are looking for a talented Events & Marketing Manager to join our sponsorship department. As the Events & Marketing Manager, you will be taking lead of our events team, to organise and promote events across the UK.

It’s important to decide what your key phrases are for the advert and ensure you mention theses a few times throughout. You want your key phrases to make up 5-10% of the total page content to ensure you rank highly in searches.

5.  Avoid mechanical job descriptions

A job description often emphasises a list of mechanical specifications on what an employee has to achieve and how they will be measured. A job advert is different in the way that it qualifies why an individual should apply for the job, highlighting the key features and benefits, in the hope that they buy into your organisations ‘culture’. Job adverts should be creative and inspire the right people to apply.

Things to remember:

  • Ensure your opening introduction sells the opportunity and your organisation.
  • Restrict the essential criteria to between 5-8 points and only include skills which are significant to the role.
  • Include desirable skills which are not essential, but are nice to have. This will reassure candidates that these skills are not a deciding factor.

The big question that you need to ask yourself: Would someone doing that job, working for a competitor want to find out more based upon what you have constructed?

Ten Ways to Maximise Your Recruitment Strategy

6. Sell the company & opportunity

Attracting the best in talent is the ultimate goal in advertising a job online. This can be achieved by writing a persuasive, creative advertisement which sells your company as a fantastic place to work.

For example, highlight the company benefits such as social events, training schemes, days off for birthdays etc.

We are an award winning Events organisation with over 50 high profile clients to date; these include some of the most prestigious events across the globe. Due to our increasing growth over the past 5 years, we are looking to significantly increase our team of talented individuals. At our company, we believe our employees are our greatest assets. By offering a rewarding work environment, we believe we provide a fantastic place to work.”

7. Respond to all applicants

Advertising a job online can be a reflection on your company, so protecting your employability and brand is crucial. By responding to every applicant within a respectable timeframe (even if it’s bad news), ensures you have taken the time to review their application and that their time and effort has not been wasted. Remember, a potential applicant could one day be a client, so ensuring etiquette could prove beneficial to your business in the long-term.

Smart Recruit Online gives you the opportunity to brand your advertisements, or have the confidentiality of showing our brand instead of yours. With our built in email and filtering feature, this gives you the ability to communicate effectively and efficiently with all candidates within the application process.

8. Maximise advertising exposure

Considering that 65-70% of all applicants start their job search in Google, advertising your job across multiple channels can maximise your exposure and significantly improve application rates.

This includes posting your adverts across multiple channels including job boards, aggregators and social media, as well as posting across your own platforms such as your career page and social media.

In order to minimise the cost of posting across multiple channels, it is recommended that you look at multi job posting services that cover your target channels. Some of these multi posting platforms also free to use as a campaign manager (or applicant tracking system) and come integrated with a suite of screening tools.

9. Seek talented candidates

With the number of vacancies rising and the number of talent falling, it is sometimes difficult to recruit the right person. Using a CV search facility to complement your current recruitment campaign can ensure you don’t miss out on passive candidates.

CV-Library alone have 8,734,650 candidates CV’s on their database. This is not a current reflection of unemployment across the UK, but indicates there is a high number of individuals willing to look for new opportunities.  By understanding your competitors and selling your style and culture of your organisation, you can start to target the best talent within your market.

By using Smart Recruit Online, we have access to CV databases including Jobsite, Indeed, Talent Spa and OpenWeb to attract the most relevant candidates to your campaigns.

10. Use pre– screening tools

One in five hires made, was reportedly a bad hire that cost thousands of pounds. To reduce the risks, it would be beneficial to use pre-screening tools within your recruitment campaign.

Smart Recruit Online use these 4 pre-screening tools to effectively screen applicants:

Burning Glass: this sophisticated parsing engine leverages artificial intelligence that reads and understands resumes, allowing it to grade applicants, using keywords/phrases within a CV and match to key skills within a job description.

Launchpad: video interviews are an alternative to phone screening or first round interviewing, which can be time consuming and expensive. By using video interviewing, you can get a feel for a person before interviewing face-to-face.

Experian: in-depth background checking services in the form of candidate screening for employers.

Prism: the world’s most comprehensive, online, neuroscience-based behaviour mapping instrument.

At Smart Recruit Online, we always ensure the jobs we advertise are optimised to guarantee that they receive the maximum exposure online and attract the very best in talent; combining the very latest technology with a deep understanding of human behaviour within the recruiting process.

Our solution is delivered through unique tools that provide the most efficient, effective and affordable recruiting advertising solution. Use our award winning platform to attract, manage and recruit the very best talent for your organisation.