Now that everything in recruitment is being amplified by online technology, have you taken the time to step back and take a look at your existing digital presence to determine where you need to be in order to keep candidates flowing?
It’s good to invest in new technology but sometimes you need to take a look at your existing digital presence to see what needs to be improved and how new technologies can fit seamlessly with your existing process. Here are our top digital ways to upgrade your digital footprint:
Offer a responsive website
First and foremost, you need to ensure that your website is responsive, this just means that all your information, contact forms and documents on your website can be accessed on mobile devices, tablets, desktops using a variety of different browsers.
Baring in mind that most of your target market are millennials, research from Glassdoor at the end of 2019 suggests that at least 58% of people are using mobile devices to search for new jobs. From these mobile job seekers there are 53% fewer applications complete on a smartphone because applications can take up to 80% longer to complete than on a desktop.
Of course this should have improved in the past year because of the impact of COVID-19 but even so, research still suggests that many recruiters are continually not optimising their digital presence. There is a huge competitive advantage opportunity here so make sure your website is fully compatible with all your target market.
Did you know we offer websites for recruiters with an opportunity to look at your digital presence and see how you can improve? Check our more here >
The backbone of your digital presence, Search Engine Optimisation (SEO) can take a while to start seeing results, but if carried out efficiently you can see huge organic benefits in the long run.
If you don’t know what SEO is, in a nutshell it’s everything you do to get noticed in search engines (primarily Google). This will consist of creating new structured website data and analysing current page titles, meta data, positioning of content, how much content you have etc. As well as external links and resources pointing to your website so Google can crawl your site to show it in their web results accordingly. There’s a lot more to SEO than meets the eye, so ensure you get a professional to take a look at what’s missing on your own website.
Sometimes a candidate’s first protocol for finding a job is seeing what recruiters post on Social Media. With this in mind, it’s must consider which platforms you will benefit more from and take a look at what content and when you are posting it.
LinkedIn in particular is a huge asset for recruiters, profiles are online CV’s which make it easier to connect with a network of people to onboard them as candidates. You need to have a ‘Social Media Strategy’ in place to ensure you find the right candidates for the right roles.
If you want a more in depth analysis of how recruiters can succeed on Social Media, Check out our strategies for recruitment on Social Media here >
If you are struggling to get off digital ground in a competitive market you should consider paid advertising. It’s as simple as setting a budget and deciding which platforms you want and off you go right? Wrong! You need to ensure that you plan exactly who you want to target and how. So, for example, If you have a list of jobs to promote and you don’t have a landing page to promote these, create a new page with only these specific job roles which will make it easier to track and capture more relevant candidates.
There are many different types of paid advertising channels you can look at to invest in, all with their own pros and cons. Google Adwords, Facebook Ads and even LinkedIn advertising can be great ways to target candidates. This strategy is important to get right so you don’t waste all your marketing budget. Ensure that you find a professional to do this, preferably with a background in recruitment paid advertising.
Check which job websites you are active on
Following on from paid ads, you should audit any existing job sites you are active on. In most cases the costs for each platform can vary and the cost to gain candidates can vary too. Rather than paying a lot to be found on all job websites, test the market. Determine a total budget and split this up for not only the job site but also for Google Adwords, LinkedIn Ads and even Facebook ads. Testing to see what works for your industry target will mean that you can focus any future budgets on those platforms that will give you a better return on investment.
Finally, test everything! If you have changed something in the back end of your website, CRM or software, you should check what this will look like for candidates at the front end. A lot of the time recruiters don’t realise that what something looks like in a system, doesn’t necessarily mean that it will look exactly the same in the front end.
If you need help, advice or a simpler way to recruit. Contact us today to see how we can help streamline your recruitment agency for immediate success!