Blogs by tag - Websites · Barclay Jones

4 Mistakes You’re Making with Your Recruitment Website

With data sinks, AI, rising recruitment costs, and the world generally feeling like an insane asylum, recruitment leaders are under pressure to build sustainable business models. Consequently, your website has moved front and centre of your marketing strategy. You need it to generate revenue, not simply build "brand" and "clicks."I’ve identified 4 mistakes that almost every recruitment website makes. The good news is, they are easy to rectify. Are you making them?Recruitment Websites Need to Make Money!We regularly help recruiters with the project management of recruitment websites, and what we can the "5-A strategy" (ATS/Analytics/Automation/Adoption/AI). We know that any Finance or Managing Director who has freed up budget for a new site wants more than just an online brochure - they want candidates, clients, colleagues, and cash.But they also need a connected tech stack, driving data health, data wealth, and productive recruiters.Recruitment Website Mistake 1 – "We" EverywhereWith GDPR and AI, the focus on the 3Cs, brand has never been more important. However, the content on many sites is all about you and not the people you support. Your website needs to be a passionate advocate for your sector and a roadmap for how you help your community.📌 Action: Look through your site now. Is it a monologue about your company, or do you have "social proof" from candidates and clients to act as hooks for your ideal audience?Recruitment Website Mistake 2 – Ignoring your 404 PageThis is the page you’d rather people didn't see—the error page they hit when a link is broken or a job has been filled. Why do so many recruitment websites simply go “Doh!” and miss the opportunity to drive the user somewhere useful?Check out this blog about great 404 pages and then check out Barclay Jones’404 page– we loved creating this one for our very own Barclay Jones 404 error page.If someone cares enough to visit your site, don't greet them with a "computer says no" message. Use that space to redirect them to your latest jobs or top resources.📌 Action: Go to a dead page on your website right now. Does your 404 page provide a path back to revenue, or is it a dead end?Recruitment Website Mistake 3 – Your Website is an OutlierIs your website connected to your processes and tech stack, or is it something you simply "post to and pray"? To drive revenue, your site must be integrated. For example:Do you know who signs up for Job Alerts so you can engage them immediately?Do you have trackers telling you who is engaging so you can follow up?Are you sharing blogs to social media with the specific goal of luring your community back to your site?Have you tested your Chatbot recently to ensure it’s actually helpful?📌 Action: Ask where your website "sits" in your business process. What changes do you need to make so that marketers and recruiters are actively mining data from it?Recruitment Website Mistake 4 – Contact Us – Or Rather, Kill the Lead!You spend a fortune in time and emotion getting people to your site. They surf around, and bingo—they want to talk! The "Contact Us" page is arguably the most important page on your site. They are walking into your shop asking for help.Yet, so many contact pages are uninspiring, "templatey," and actually discourage people from reaching out. Your goal is to convert. You want them to "buy" into a job application or, dare we suggest, pick up the phone.📌 Action: Look at your Contact Us page. Is it relevant and engaging, or does it get in the way of a conversation?Let’s Make Recruitment Websites Great AgainI couldn’t resist the "Trumpism." Take a look at your site, figure out which pages you really want people to visit, and ask yourself: Are they working hard enough? Don't be afraid to use a little personality to drive those conversions.Recruitment TakeawaysStop "we-ing" all over your visitors.Capitalise on error pages.Connect your website to your people and processes.Make contacting you the easiest part of their day.Bullhorn ATS / Analytics / Automation RoIWe are Automation and Analytics Buddies set on helping ambitious recruitment businesses who want to increase speed and sales.We coach to inspire, and build your automations and metrics so you can recruit and sell!Plus, through our Bullhorn Vision service we help generate serious ROI from your Bullhorn, data, and people.READ ABOUT OUR AUTOMATION / ANALYTICS BUDDY SERVICEBOOK A FREE BULLHORN ROI CONSULTATION

Mobile Only and the Death of Immobile Recruitment Websites

Are you a recruitment leader or a recruitment marketer who is on board with “mobile”…? But do you have a “mobile-only” plan? Deloitte thinks you should, especially if you hire a specific demographic. Read this 3-minute blog for some recruitment insight tp help you future-proof your recruitment business.Deloitte is predicting that 30-40% of the population will have mobile-only internet by 2022 – hence a deeper reliance on mobile/cell/tablet activities. This number may be even higher in certain countries, so international recruiters need to take note.This prediction means that the activities and buyer’s journeys of these people need to be at the front of recruiters’ minds… If people only use their mobile to interact with the web – what does this mean for recruiting workflows?Recruiters Can Rely on A Low Fibre Diet?With the prediction that your buyers have little need now for fibre networks, it makes them more mobile than ever. (No more letters to candidates asking them to be at the phone box tomorrow at 6pm for their phone interview!)Adverts, website content, surveys, calls to action, email campaigns… all of these need reviewing to take this trend into account… The use of more traditional systems to communicate needs review (eg. email only).What this does mean is that users will be even more beholden to their mobiles so accessing the 3Cs through them will never be easier… IF recruiters “get down” with new and innovative ways of communicating and attracting.Plus what are the typical behaviours of a mobile-only user and how will this potentially disrupt the candidate/client/consultant buyer’s journey? How is your content adapted for mobile users? If we start at awareness, and the content viewed (and ideally interacted with) on mobile is not fit for consumption or interaction, you lost me at “Hello”Mobile, Not Just for Executive Search RecruitersThe stats also tell us that the “mobile-only” theory will level out the playing field, in that this tech trend will not be restricted to the more wealthy. In fact, low-income households are more like to be mobile-only… so again, recruiters who want to attract this level need to plan.Which of you out there hires people on less than £30k? What is your “mobile-only” plan?The same can also be said for mobile-only being more about the younger talent pool, than the older – but you don’t need a Deloitte prediction to tell you that!Recruiters May Need to “Think Small”So – many recruitment marketers have gone a little crazy, colouring-in their websites and online platforms. This can “hurt” your buyers will slow rendering and high HTTP requests.We worked with Volcanic on a number of web audits and found that most recruitment websites suffered from speed issues due to these two elements.Note that mobile-only users are likely to suffer from slower speeds than their wired friends, and so your website needs to be sympathetic to this.Perhaps recruitment marketers need to have a “low bandwidth” version of their sites to compensate for this trend?What’s your plan for “mobile-only” in recruitment?Need more advice on getting your recruitment website up to scratch? Read our Blog on the Four Mistakes You’re Making With Your Recruitment WebsiteI train and mentor recruitment marketers to generate the 4Cs: candidates, clients, colleagues and cash.(Thanks Undercover Recruiter for posting this blog)HIIT Us, Recruiters!Our high intensity interval training - Recruitment HIIT - helps recruiters source, convert quicker, and develop healthy pipelines, and recruitment marketers attract, engage, and retain candidates, generate clients, and colleagues (3Cs).TRY RECRUITMENT HIITBOOK A CALL TO DISCUSS MARKETING TRAININGREAD ABOUT OUR MARKETING TRAINING