With Google for Jobs, GDPR and Brexit really “helping” Recruitment leaders focus on a sustainable recruitment business model, your website has become front and centre of your marketing. You need it to make you money and not simply build your brand and clicks.
With the launch of the new Barclay Jones website, I’ve been waxing lyrical to clients about my experience of the web development and launch process and I’ve come up with 4 mistakes that every recruitment website may be making.
Recruitment Websites Need to Make Money!
During the design phase of the new Barclay Jones web, it was clear to me that focus needed to be given in areas what we take for granted. Recruiters often forget about the journey that the website needs to take the 3Cs on:
Often, a recruitment marketer is too busy to see beyond the launch of the website – and hence the goal appears to be “launch and wave goodbye”. But any finance/managing director who has freed up marketing budget to buy a new recruitment website wants more money – they want candidates, clients, colleagues and cash (not just an online brochure).
How to Build a Recruitment Website
There’s lots of content out there about how to build a website, and many a recruitment marketer will know the pain of launching a new site whilst holding down their normal day job.
There are a decent number of recruitment specific website companies – many of them offering really valuable advice… but I discovered few practical tips for recruitment marketers to help them drag surfers through the critical buyer’s journey.
Recruitment Website Mistake 1 – Look Dumb!
With GDPR, the focus on the 3Cs and recruitment leaders wanting to invest more in their recruiters, personality has never been so important. But often I look at a recruitment website, then meet the business leaders and recruiters and it’s night and day! In the board room I see passionate advocates of their niche – online “we are the fastest growing, boring, USPless job board” (sorry – tough love!)
Why? Because when recruiters “go online” they dumb down… they “de-niche” and they lose their personality. Confidence disappears and recruitment websites do not “sell”. And the blog just talks about “recruitment”
Have a think whilst you read this blog about how you can inject some personality into your recruitment website.
Recruitment Website Mistake 2 – Ignoring your 404 Page
So – this is the page you’d rather not have people go to – the page which people get to as they have entered an incorrect page on your site, or you have directed to them to a page which no longer exists. Why is it that some many recruitment websites go “doh!” amend don’t take the opportunity to drive the surfer to somewhere useful?
If people give a damn enough to come to your site, and then accidentally hit a page which has been deleted / moved, then why are you just saying “computer says no!”? Stick out your hand and guide them to where you want them to go.
Recruitment Website Mistake 3 – Having a Pants Search Results Screen
To be fair I did quite a bit of research on this and there was nothing that I could plagiarise! My instincts are that if people want to find “stuff” on your website, then making the results screen as engaging as possible is crucial. Have a think about how to get them to click on the bits YOU want them to click on to. And if you have any great ideas on this, share them with me
Recruitment Website Mistake 4 – Contact Us – Or Rather, Kill the Lead!
So you spend a fortune in time, money and emotion on getting people to come to your website. They surf about and bingo!, they want to catch up with you. Then you flick your hair and wander away…? Crazy recruiters!
I feel that the Contact Us page is THE most important page on your site. They are coming in to your shop asking for help… Hubspot agrees and has a helpful blog about the best contact us pages.
So many contact us pages are uninspiring, “templatey”, prone to getting people to NOT contact you.
What can you do with your contact page to engage and CONVERT? It’s not enough that they come to your site and your Google Analytics stats improve. You want them to “buy” from you with a subscription (GDPR alert!) or a job application, or dare we suggest that they want to speak to you… Let’s get recruiters’ phones ringing again!
Let’s Make Recruitment Websites Great Again
I couldn’t resist the “Trumpism”. Take a look at your site… figure out which pages you really want people to go to and then ask yourself if they are working hard enough for you… and can you use a little personality in them to drive conversions.
Capitalise on errors
Turn searches into conversions
Make contact easy!
Create a recruitment website that attracts and retains clients, candidates and consultants…
I train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.
HIIT Us, Recruiters!
Our high intensity interval training (Recruitment HIIT) helps recruiters source, convert quicker and develop healthy pipelines. Recruitment HIIT is an exciting recruitment training platform for recruiters to speedily learn skills to be more successful with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. Try Recruitment HIIT for free, or arrange a call with me - press one of the magic buttons below.
4 Questions for Recruitment Leaders and Marketers Who Need to Generate More Sales
Recruitment Marketers, now more than ever, need to deliver real value. With Covid creating either distraction, furlough, or redundancy, recruitment agencies are focused on lead generation and conversion. But where does and should marketing fit in to this landscape? And how are they prepared for the new normal?The Sales-Led Marketing ChallengeAs chairs of the APSCo Marketing Forum, Niomi and I are keen to ensure that the regular meetups and webinars contain content which drives the members to deliver commercial and relevant outcomes. We surveyed APSCo marketing members to find out answers to the following questions:What were your plans to improve prior to Covid lockdown?What are your biggest challenges during lockdown?Where do you see the biggest wins for you in the next few months?Where do you feel you need additional training / knowledge?The answers were compelling, and a little worrying.1.What were your plans to improve prior to Covid lockdown?The majority said “Brand Improvement”. This is always a red flag for me and tweaks my “colouring-in department” nerve. What were the businesses these marketers worked for doing before Covid… was lead gen / sales already taken care of? I get how important brand is, but in a saturated market, where recruiters are often 360+ and have too much to do, (too much data, systems, and not enough process) I love hearing stories about marketers deliver MQLs (marketing qualified leads) or perfect candidates / colleagues into the sales teams.2.What are your biggest challenges during lockdown?The majority said “Lead Generation”. So, as soon as lockdown happens all eyes go to marketing to do something that may not have been their priority or skillset pre-lockdown. A reaction that we have all had, but one that may have fallen flat due to the lack of skill / expectation of marketing prior to Covid. Some of them don’t even have access to the database that their recruiters use… so how are they supposed to help with the conversion, or reconversion, process?3.Where do you see the biggest wins for you in the next few months?Worryingly, lead generation scored low, and brand and client experience scored high. Kids are back at school, local lockdowns, rules of 6, are the new normal, but to move so quickly away from lead gen feels too soon, or perhaps, inappropriate.4.Where do you feel you need additional training / knowledge?SEO and monetisation of the CRM and data scored high. This is interesting, and predictable, as these two areas drive leads. Does this answer tell us that marketers haven’t got the training (or perhaps confidence) to stick their hand up and say:“leave the leads to me” When I mentor marketers, I lift the lid on SEO and make it a simple task. It’s about:persona-led keyword decks,threaded into content,which is aimed at the data (you likely already have) and assertively used to convert or reconvert. Leads are generated and actively handed over to sales. Easy!So the marketers have spotted their weaknesses… but what next?What else scored low?Automation – this is needed to create space and time to attract and convertInternal comms – this is needed to keep the workforce engaged and motivatedInbound sales – this is just needed.Social media – use this to drive content ROICandidate attraction – I’m worried that recruiters are being bombarded by the wrong candidates and this is preventing best practice.Marketers Need to Generate LeadsGoing back to lead gen and sales-led marketing…Marketers, ask yourself:what are you doing to skill up in SEO and monetising your data and CRM? Recruitment Leaders, ask yourself:what access does your marketer have to your data, and your sales team? What needs to happen to turn your marketing into a sales-led, data-driven, lead generative function?Attend our webinar on 30/09/20 to find out what Niomi and I think you need to do.Book Your Marketing Webinar PlaceTalking of Marketers Generating Leads for Recruiters...Could marketing save your recruiters an hour a day, and make an extra £18,750 a year (or £187,500/month if there are 10 of you?)Our high intensity interval training - Recruitment HIIT- helps recruiters source, convert quicker and develop healthy pipelines with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. We aim to save every recruiter at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIIT 7 DAYS FOR FREEREAD ABOUT OUR MARKETING TRAININGBOOK A CALL TO DISCUSS MARKETING TRAINING
Yorkshire Recruitment! Back to Work, Back to Normal?
Recruitment Leaders. whatever stress you and your business have been under, now that the kids are back at school, and that we are all trying to get back to a new normal, time is more precious than ever. And having a sales-led strategy for the next 3 months is key.Jonathan Sanderson, Chair of the APSCo Yorkshire Business Forum, will be joined at the next meeting by my business partner Lisa Jones.On Monday 28 Sept, 14:00, Lisa will focus on...Yorkshire Recruiters! Back to Work, Back to Normal? Your staff have either been:working as smart as they can throughout the pandemicon furlough, ormade redundant.What do you need to do in the next 3 months to generate more business? Lisa says:Your sales, recruiting, and marketing teams need to get fit, and be desk and time effective – but perhaps they have dirty data, numerous systems that they decide when they engage with, and not the right content and process to generate warm calls?Lisa, with her knowledge of sales, systems, marketing, and recruitment, will talk about how you and your team and business back to “fitness”.Jonathan will then lead a discussion around issues currently affecting the recruitment sector in the region.Register Here It's genuinely the time to take a breath, get ready, and get going.Talking of Recruiters Getting Going...Could you save an hour a day, and make an extra £18,750 a year (or £187,500/month if there are 10 of you?)Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker and develop healthy pipelines with Adapt, Bullhorn, LinkedIn, Job Adverts, Inbound Sales, Digital and Email Marketing. We aim to save every recruiter at least 1 hour per day - more billing time, more fees!TRY RECRUITMENT HIIT 7 DAYS FREE READ ABOUT OUR RECRUITMENT TRAININGBOOK A CALL TO DISCUSS RECRUITMENT TRAINING
The Adapt Playbook