tonyrestell

Tony Restell

Administrator | Last logged in at

Ex-Strategy Consultant | Founder: Top-Consultant.com and Social-Hire.com| Entrepreneur with over a decade of experience in online recruitment and social media | Head of Social-Hire.com --> Social Media Marketing Agency for the Recruitment industry.

Please feel free to send me your questions any time!

How Temp Recruiting Businesses Can Flourish Irrespective of Market Conditions

I recently had the opportunity to talk with Chris Hague, MD of TempWorks Software EMEA. Working as a provider to the temp recruitment market means Chris is talking to contract recruiting businesses daily, hearing about the challenges they’re facing and the market trends they’re observing. As such, he has his pulse on the industry and his insights are well worth conveying to you here.
 

Temp Recruiting Businesses - Maximising Performance


Chris shared a wealth of insights about the current state of the temp recruiting market and we went on to co-host a webinar on these topics (the recording of which is provided below).

Chris spoke passionately about the many trends that are impacting the industry – most encouraging of which was the seemingly booming state of the market in the aftermath of the Brexit vote. He also has a deep conviction that temp businesses can position themselves for success, irrespective of market conditions, by being ruthless in weeding out unnecessary expense and streamlining their processes.

The Overall Market Climate

Speaking to Chris, he clearly hears from businesses that they still find red tape a considerable hindrance to growth. The tax regime (and changes to it), over-regulation, minimum wage compliance, diversity and inclusion practices, a lack of guidance and uncertainty around overseas job seekers – all are a drag on temp recruitment businesses. That’s before we talk about Brexit!

Chris spoke knowledgeably about the state of the UK labour market too (lots of stats shared in the webinar recording below). His biggest observation is around the impact that the Lehmans Crash and subsequent recession had on young people. A large swathe of this generation (16 to 24 year olds) risks being left behind, which will have a catastrophic effect on productivity in years to come. This group are three times more likely to be unemployed than the rest of the population - the largest gap in 20 years (and rising).

What really struck me was Chris’s observation that we have German levels of adult employment combined with the atrocious youth unemployment rates suffered by the rest of Europe. Coupled with this is the fact that our workforce age demographics are likely to swing considerably. UK employers need to fill an anticipated 13.5 million vacancies over the next ten years, whilst only 7 million young people will leave education over the same period. Businesses are going to have to embrace older workers if they don’t want to be left with a massive skills shortage on their hands.

I was also interested to hear Chris’s take on the impact of Brexit. His views mirrored mine, in saying that Brexit uncertainty is obviously a key concern… but that it’s the fear of the unknown that can be as much, if not more, of a threat to growth than the actual reality of the post-Brexit economy. This is something the industry is going to have to learn to live with though, as we’re unlikely to know the concrete repercussions of Brexit – and the deal that’s ultimately struck – for years to come.

At a recent Recruitment Directors’ event, though, I heard that the market has experienced a drop in permanent vacancy demand but a corresponding increase in temporary requirements. Chris’s anecdotal evidence supports this – and indeed commented that this is the pattern we’d expect in the industry whenever we’re in uncertain economic times.

Making Temp Recruitment Businesses More Profitable

It’s interesting to hear Chris report that many of his clients are saying they cannot fill all of their current requirements; that the shrinking talent pool is making competition between agencies ever fiercer and that every sliver of extra margin that can be created can make a big difference. Keeping your candidate pool loyal is one way of achieving this – and is an ongoing challenge for businesses it seems.

Chris is also a strong advocate of investing in technologies that make a business more resilient to any change in market conditions or squeeze of profit margins.  Chris’s webinar was focused on “Process to Profit in A Digital World”, by which he broadly means identifying non-profit making business processes that can be streamlined, digitised and automated. How much have you done this in your business?

By taking this step, business owners are effectively able to do more with less, meaning more resources can be re-allocated to revenue generating activities. Chris highlights the business benefits of managing both compliance and back office services online, freeing up resources in exactly this manner.
 


In the latter stages of the webinar recording above you’ll see how a solution like TempWorks affords a temp recruitment business a customisable and flexible set of online workflows that considerably reduce the hours needed to deliver on any given assignment. If you’re toying with how to streamline things in your own business, I can highly recommend reaching out to Chris on LinkedIn and finding a time to talk.

 

Recruitment Agency Owners Profiting From Social Media

Cold-calling potential clients has become increasingly ineffective. Candidates aren’t as active on job boards as they once were. These are just a couple of the market challenges that recruitment agency owners are telling us they have had to adapt to.

Profiting from social media

Increasing numbers are now turning to social media as a means of strengthening their recruitment businesses and exploiting the buoyant hiring market that exists across much of the world. But why are they doing this and should you act now, before your competitors build up an insurmountable lead?
 

Your clients are looking at your social media presence

We’re increasingly hearing from recruitment business owners that potential clients have been looking at their social media presence prior to - and even during - sales meetings. As you’re well aware, corporates have increasingly been using social channels to make direct hires – and given the success they’ve been having, it’s alarming to see a recruitment agency that’s not adequately investing in its own social media presence.

What’s most troubling about this is the negative impact it’s having on your business that you never even get to hear about. If it comes up during a sales meeting, you at least have the opportunity to try and reverse the negative impression that’s been created by your lamentable social presence. But what about the potential clients who decide not to call you or to act on your meeting request, because they’ve been underwhelmed by your social media presence? You’ve long since accepted that a professional looking website is critical for precisely this reason. It’s dangerous to assume that the same isn’t now true of your social media.
 

Your billings rise when your team have a source of warm client leads

This is just the tip of the iceberg, though, when it comes to the impact social media can have on your business development results. Invest this coming year in getting your lead funnel perfected and social media could become a reliable source of new leads and enquiries for your business. Most recruitment business owners wrongly assume this’ll happen in the form of “the phone ringing” more frequently. 

The reality is rather different. The overwhelming majority of business wins from social media will come from you having sparked conversations with potential clients and then steering that conversation in the direction of you booking in a call, or them coming to your next networking event. This takes time, of course, which in itself is one reason why many recruitment agencies have tried and failed to get business results from social media. 

But picture for a moment the scenario in which your recruiters have new warm leads to talk to each month. Then add the favorable impact of all your other contacts being more regularly exposed to your agency’s brand – and having more frequent interactions with your team. It isn’t hard to see how this could positively impact the volume of client work you generate from both current and new client leads. You just need to be prepared to invest in something for the medium-term success of your business, rather than being fixated on overnight results. 
 

Your odds of making placements rise if you’re working with more passive candidates

Recruiters in many industries are telling us that the effectiveness of job boards is in decline. Fewer candidates are using them – and clients are increasingly likely to have already received an application from the active candidates that they produce. Not good news when it comes to safeguarding your placement fees. Agencies building relationships with passive candidates are therefore finding themselves at a distinct advantage. They aren’t in the “race to submit” that characterises much of the recruitment industry, instead working with candidates who are far less likely to be being represented by other agencies or to have already applied to their clients direct. 

You probably seek to generate lots of candidate referrals in your business for precisely this reason. The resulting candidate registrations are far more valuable to the business. But you’re also missing out if you’re not building relationships with candidates at scale on social media. Similarly you’re missing out if you’re not using social media to re-engage with your existing candidate database.

The key thing is for this to be done at the company level – where the candidate relationships formed reside with the company… rather than at the individual recruiter level, where you then stand to lose those candidates as soon as a recruiter walks out the door. This takes both skill and adequate resource, but need only cost a fraction of what you’d pay to hire a full-time social media manager. So why haven’t you investigated this fully in your business yet?
 

Your competitors are increasingly likely to be profiting from social media

There are two worrying angles when we think about competitor activity on social media. The first is that your competitors may already be leveraging social media effectively and generating client wins or candidate wins for their business. Since lots of social media activity happens “below the radar”, it’s very possible that your competitors have invested in this without you even realising – and are now reaping the rewards, before you’ve even had the chance to react. Across the many sectors where we serve clients, it’s a rarity for us to find a level playing field where none of the competitors have yet invested in social media. Assume you are now behind your competitors – and then be pleasantly surprised should we find you are not!

An even more compelling reason to act on this today is because there are first-mover advantages on social media. A competitor that builds up a sizeable and engaged niche audience will become ever more expensive to catch up. There’s therefore a strong argument for leading the way in your niche, rather than following the pack. But you must act soon before more and more of the industry wakes up to the opportunity here.
 

Concluding remarks

If you’re like many recruitment businesses we speak with, one reason you’ve not done more with social media is probably a lack confidence in knowing what to do – and uncertainty about the resources you need to commit to get results. If that’s the case for you and your business, you’re very welcome to tune in for my regular group calls where we cover these exact topics. Just check on the timings and register for a place here. Good luck with profiting from social media in your own business over the coming year - and if there's any particular angle you need help with, do tweet me on @tonyrestell or chat to us live via the chat icon bottom right of this screen.

 

 

How Recruitment is Adapting to the World of Social

I'm delighted to share insights from the team at IBM re. how #socialrecruiting has been embraced in their organisation. Here's the story of their social journey in their own words...

There’s no doubt about it – social is the talk of the town. Almost every business, industry, and company is trying to tap into the opportunities that the explosion in social media provides. And almost all the leaders across IBM are telling their teams to get on the social media train.
 

How Recruitment is Adapting to the World of Social


Leveraging social media has become imperative for companies to engage with customers, employees and business partners. Marketing & Communications department has been the first to jump on the bandwagon to engage in two-way communication models to reach out to customers and increase sales. In the age of information overload, attention becomes the currency and branding acquires center stage.


Can HR remain impervious to this excellent opportunity?

Definitely not. After all, HR is all about people – attracting, engaging and retaining talent. And with social being one of the fastest and most dynamic ways to connect and interact with the workforce today, we see the rise of HR job roles that has components of social elements embedded to it.

Recruitment is taking the lead in harnessing the power of social media to attract and engage prospective candidates. With the responsibility of telling the outside world about the strengths of our culture, employer brand, and getting a targeted set of qualified talent interested in working for us – IBM has fully embraced the concept of Social Recruiting.


What is Social Recruiting and why is it relevant to IBM?

Social recruiting revolutionizes the recruitment experience for both candidates and hiring managers. IBM has transformed  its social media strategies to make recruiting processes more transparent and to tap into and engage with the talent pools.

In the process, we talk about how to enhance the IBM employer brand on Facebook, LinkedIn, Twitter, Pinterest, etc. - to advertise jobs, showcase our company culture and provide a glimpse to candidates about the working environment, growth, learning, career and development opportunities.

But social recruiting is so much more than that. It’s also about tracking and analyzing all the available data to know where the hard-to-find qualified talent is hiding, what he/she is doing, what he/she is up to; monitoring workforce trends to know how our candidates are moving and what would make them interested in us. It’s about allowing our candidates access not just to our brand, but to our recruiters as well; it’s making our recruitment process more real-time and transparent so they know what to expect from us.

In other words, social recruiting is about connecting with our market in a dynamic and relevant manner that will make the best candidates want us even before we need them; getting the word out about the brand and our opportunities; and gathering all the data back in and putting it together to make the best, most informed decision to keep our pipeline, and our company, growing.


How does IBM do Social Recruiting?

IBM’s online recruiting has come a long way from the days of posting job ads and praying the right candidate will see it and think it’s interesting. In the recent months, we have moved from the static online advertising to an integrated and social form of interacting with our mostly passive market. Our transformation capitalizes on the strength and reach of social networks that are necessary to attract a talented and diverse workforce.

Using the five key dimensions of social recruiting, we have deployed a recruitment strategy which provides integration, optimization, interaction and collaboration.
 

  1. Career Destination Sites – Establish our online presence through sites that not only talk about IBM’s employer brand, and keep our market informed of the latest news and interesting stories about the company and the industry, but also post career opportunities and our ability to make it easy for them to apply using their ready online profiles.
     
  2. Community Management – Build relationships with our target talent pool, and keep them interested and connected with our brand via engaging them in live and active conversations.
     
  3. Advertising – Actively drive and advertise our jobs to the market for active jobseekers because, after all, if we do a great job with our brand building, we will turn them into active and eager candidates.
     
  4. Sourcing Talent – Create tools that allow us to reach our target market, including passive job seekers, and to generate leads of qualified talent
     
  5. Referrals – Turn employees and applicants into referrers using social media tools. One example of this is the use of the widely successful social referral tool, a tool that allows us to harness the power of our strong workforce to talk about our brand through social channels, and expand our network.


In order to stay up to speed, we are quickly adapting all these dimensions to a mobile environment.

With all the analytics available across these five dimensions, we are finding out that there is so much more to be done, and so much more to learn. The whole social landscape is just so dynamic and is continuously evolving. But as we continue to explore and analyze the ever changing dynamics of social media, and as we move forward with the integration of tools provided by Kenexa, and we can only expect better things to come.

Authored by: Ruchi Bhatia (@rucsb) and Cheryl Ann

 

How To Dominate Your Niche Market on Social Media

I had a wonderful call this week with a business owner who had just had their eyes opened to the power of social media. At a certain point in the call, they said that they only now appreciated how realistic it was for their small niche business to punch way above its weight. To achieve the visibility and business results on social that they’d assumed was the preserve of larger corporates.
 

How To Dominate Your Niche Market on Social Media


This was following on from having attended one of my weekly webinars on how to get business results from social media. In it, I had shown how Social-Hire had come to achieve mass visibility within the recruitment market by having our content shared as much as some of the biggest brands in the market.

Up until that point, this business owner had assumed that only larger businesses with major budgets could aspire to being hugely visible on social media, or to achieving significant business results from their social media presence. So what are the elements needed to succeed in this way? Having worked on both our own social media presence and on hundreds of clients’ social media accounts, I would highlight the following three things as being key:

  1. The size of your own relevant follower or fan base
  2. The multiplier effect you achieve from other people re-sharing your posts
  3. The social endorsement you achieve when other people start sharing your content or referring your business on social media independently of what do you post

Let's look at each of these in turn.


1. The size of your own relevant follower or fan base

The initial audience who will see the updates you share on social media are your existing followers, plus those who find your content by eg. searching for hashtags or monitoring keyword streams. It stands to reason that the more followers you have who are highly targeted followers from your niche market, the greater the visibility you have in your target market.

On each social site it is therefore key that you learn how to maximize your follower growth, but with a focus very much on winning followers who are from your ideal demographic base. You need to understand how to do this on each social site - and then to carve out time each week so that your business consistently does these things. Do pick our brains if you need help figuring out how to do this.


2. The multiplier effect you achieve

Many business owners I speak with are overly fixated on this follower count though. They perceive that the number of fans and followers they have is the ultimate measure of who will see their business on social. Whereas the reality is that businesses will often be seen by an audience 20 times bigger than this, if enough of the right influencers and professionals in your market get into the habit of consistently re-sharing your posts.

How does this happen? Well this is something that you earn by being valuable within your niche market, rather than being overly promotional. It's also a habit that you can nurture in your market by consistently thanking people for their shares and engaging with your followers. Everyone likes to be appreciated - and your business will stand out on social media if it’s one of the small minority who genuinely interact and engage with people, rather than just promote, promote, promote.


3. The social endorsement effect you achieve

Last but not least, we want to see other people and other businesses independently recommending our services, sharing our content or advising people to check out our website, events or vacancies. Being seen by a lot of followers is great. Being seen 20 times more through other people consistently re-sharing your updates is great. But then being regularly recommended by other professionals in your market is priceless. Once people in your market start seeing other people that they know and trust recommending your business in some shape or form, that is when the real power of social media is being fully harnessed.

Want to see this in action? Well just have a quick look at the Twitter stream of people sharing content and events from the Social-Hire site. Notice how frequently this is happening and the fact that this is mostly made up of other people’s updates rather than our own? Every hour this is making new people aware of our business - and bringing them to our site. Now imagine if this were to happen in your niche market, be that in recruitment or indeed any other field.

Of course one huge problem with getting business results from social media is that businesses fall at the first hurdle. If your business is overly focused on selling and pushing your services and promotions, you will simply never build a sizeable follower base in your market. Without that, you can't go on to achieve the huge wins that points 2 and 3 above allow you to achieve. It was therefore a high point of my week that this business owner had fully appreciated what they needed to focus on doing to succeed; that they had had a Eureka moment of realising that they could realistically dominate their niche recruitment market on social media. If you'd like to understand in more detail how you can achieve this in your business - be that a recruitment business or any other type of business - you're welcome to join one of my next webinars. Look forward to sharing more insights soon.

 

How Effectively Are Your Recruitment Agency Competitors Leveraging Social Media?

Are your competitors reaching passive candidates on Facebook? Could you be generating more client leads with Twitter? How much website traffic are you missing out on by not being more active on social media? If you’re anything like our clients, you’re no doubt eager to make sure your competitors aren’t getting results in ways you’re missing out on. You wouldn't want them to have figured out ways of attracting lots of passive candidates to engage with their agency... or worse still, to have perfected how to use social media to bring new client leads into the business.
 

How Effectively Are Your Recruitment Agency Competitors Leveraging Social Media?


In some sectors there are now clear leaders emerging, in terms of agencies who've mastered getting results from social media. In the majority of sectors this isn't yet the case - and the potential to become that market leader is still very much up for grabs. Your first step in becoming that market leader may well be figuring out just how effectively others in your market are already using social media.

The following type of analysis can be produced within a couple of weeks - with this level of detail, or in far greater depth, depending on how seriously you'd like to understand existing activity in your market (see report commissioning if you can't do this work in-house).

Here's a snapshot of the mid-sized Digital Marketing / Agency recruitment market in London from some analysis we did earlier this year. You'll see there are big differences in the results these agencies are getting from social media - and some agencies who've clearly invested in this more than others (though note that none have built an insurmountable lead).
 

Social Media Activity and Content Sharing in this Niche Market

A quick analysis of where companies are generating shares of their website content is enlightening. The chart below shows that the agencies in this sector have focused more on LinkedIn than anywhere else, with modest activity on Facebook and Twitter.

This finding is really interesting, because recruitment agencies typically generate the most candidate and client interest from Twitter and Facebook, once they’ve experimented with branching out beyond LinkedIn that is. So in this niche, monopolising the market reach offered by social media is still very much up for grabs. To reinforce this point, we would expect a recruitment agency in a social media savvy sector like this to be generating 200+ shares per post if it had invested in some content and had built a half-decent social media presence. Therefore the current performance levels could easily be surpassed within a few months by a recruitment agency investing in having the best presence in the market.

 

Digital Marketing Recruitment Agencies - Social Media Content Sharing Analysis


There’s the potential for one or more competitors in this market to rapidly improve the results being generated from Twitter. We can see from the following pie chart that some of the agencies in this market have already invested in a Twitter presence and built a decent following. Both Blu Digital and 3Search could drive significant web traffic from Twitter with the right content strategy and tactics to leverage this existing Twitter audience.
 

Twitter Follower Count as of September 2016

Digital Marketing Recruitment - Twitter Follower Count

The picture is markedly different when we look at Facebook, where we can see that only Gemini People have invested in growing an audience there - though some agencies may be advertising “below the radar” on Facebook.
 

Facebook Fan Count as of September 2016

Digital Marketing Recruitment Facebook Fan Count


Getting Business Results From Social Media

The two elements of social media activity that really generate results for recruitment agencies are engagement and social sharing. If we start with social sharing first, the huge power of social media is to have your brand and its content made visible to an audience that extends way beyond the candidates and clients who already know and interact with your business.

A good benchmark here is that a company reaches an audience that is at least 10 times as big as its own fan or follower count. So for example, each Social-Hire account with 50,000+ followers we would usually see reaching an audience of 500,000 to 1 million people a month.

No one in this market is anywhere close to achieving this viral reach effect, so the opportunity to become the market leader is very much there for the taking.

Alongside social sharing, engagement is also key. If lots of people are engaging with your social media updates, they are far more likely to respond when you put an advert or a request for help in front of them. Plus each and every time someone engages with your company in some way on social media, that creates the window of opportunity to start a conversation with them - particularly key if you want to generate client leads or want to build rapport with passive candidates.

Data for Twitter and Facebook below shows the varying levels of social sharing and engagement that the competitors in this niche market have achieved over the preceding weeks. There’s considerable room for improvement with all these accounts, with none of them having mastered influencer marketing for example.
 

Digital Marketing / Agency Facebook Activity


Digital Marketing Recruitment - Facebook Activity
 

Digital Marketing / Agency Twitter Activity


Digital Marketing Recruitment Twitter Activity


Next Steps - How To Seize The Opportunity

Having established that there's no recruitment agency that's built up an insurmountable lead, the question is then how could an agency develop a dominant position in this area? Becoming the market leader in candidate and client attraction will mean addressing or mastering 4 key steps:

  1. Clearly defining the target audience your company wishes to appeal to - and the actions you would want your audience to take over the coming year to make them valuable for your business.
     
  2. Writing profiles and developing a content strategy that will make your company profiles appealing to your target audience to follow and interact with.
     
  3. Proactively ensuring your company profiles are seen by as many candidates / clients / influencers in your market as possible.
     
  4. Experimenting with engagement and conversion tactics to ensure that your growing social media audience turns into a flow of candidates you can place (or new client enquiries you can act upon).


I hope this has inspired you to investigate your own niche market - and given you a good steer on how you would then dominate social media at the expense of your recruitment agency competitors. If you need some help with this, see below. Good luck!
 

Doing a good job of this will require having a marketing expert whose time is at least 50% devoted to social media activities, or an admin person working on this more or less full time. You’re welcome to book in for a social media consultation (£149 + Vat) to work through these four steps with us if you’re going to attempt to do this work in-house. Or for a more comprehensive assessment you could commission a 20 page report on your market, complete with our recommended strategies and an hour’s consultation to talk through our in-depth findings (£699 + Vat).

Alternatively, the most cost-effective option that's also likely to generate the most compelling results is to outsource your social media activities to Social-Hire (max. £899 + Vat per month, a tiny fraction of what it costs to employ someone to do this). If you’d like to talk through this option, simply book in for a convenient call time. Our testimonials say all that needs to be said about the effectiveness of this approach - see here.

 

How To Determine The Social Media Budget Your SME Business Needs

One of the hardest things for a small business deciding whether to invest in social media, is actually figuring out the size of budget that you need to give yourself a good shot at success. Of course, as a business owner or manager, you'd love to be generating client leads from social media... or driving paying customers to your website... or attracting future hires to apply for openings at your business. But at what cost?
 

Social Media Budget for SMEs


Why SME Businesses Fail on Social Media

If I think of the most common reasons that small businesses fail on social media, it invariably comes down to having underestimated what it takes to be successful. Business owners sometimes mistakenly believe that results can be generated simply by putting staff to work on their social strategy when those team members have the odd spare hour each week. That might be enough to make your business look active on social media, but it's far from enough to actually do everything that's needed to bring in real business results. So read on if you are looking to get tangible business results from social media rather than just having a token presence.

Now I have a lot of fun each year conducting social media seminars for small business owners. During these sessions, we work through everything that's needed to be successful on social media - in terms of perfecting your social media strategy, tactics and day-to-day workflows. During these sessions I’ll invariably ask business owners to estimate how much time and resource they think would be needed to do all the things we've identified as being essential to their success during the course of the seminar. It's something that I also find myself discussing on our paid social media consultations.


The Resources SMEs Need To Succeed

You’re probably wondering what their consensus view typically is? Having spent a day immersed in understanding what their business needs to do to succeed, these owners and managers typically conclude that a social media expert working at least 50% part-time in their business is essential for success. Or failing that, a full-time member of staff who does not have the same degree of social media expertise would be needed. That's quite a substantial investment for a small business to make - and a commitment that often comes as an eye-opener to those who’d assumed results could be generated with far less effort. I’d go as far as to say that failing to appreciate that this is the scale of investment needed is one of the single biggest reasons that small businesses fail to get tangible business results from social media.

This is course is only the beginning. The person charged with implementing your social media strategy is going to need paid subscriptions to some key social media tools in order to be effective. They’ll probably also need some budget to run social media promotions and experiments. None of these things tend to be factored in when small businesses are deciding whether or not to embark on a drive to get results from social media.
 

Do You Have The Budget Needed To Succeed?

So to help you in determining whether you are ready to invest in social media, I would start by thinking about your budget. If you genuinely cannot find $15,000 to $20,000 per year to invest in having a strong social media presence, then it is simply not realistic to expect that your foray into social media will bring your SME significant business results. To be clear, that's likely to be the cost of working with external experts or agencies specialising in social media. If you want to develop and implement your strategy in-house, the chances are that the cost will be greater still. Think how much it costs per annum to employ even one person part-time and you can easily see that this would be the case. That's why for many small businesses, going down the route of partnering with an external agency is often the most cost-effective way of launching your social media presence and starting to generate business results from social media.

Of course, businesses can often find budget if ROI can be proven for a particular investment. This is certainly also true of social media - and once you have started to generate business results, it may well be possible to justify a far higher spend given the results that you are seeing. Unfortunately, in our experience, many small businesses never reach the stage of generating compelling results from social media, because they have simply not invested enough at the outset to ever give themselves a realistic chance of success.


Concluding Remarks

I hope that this overview will allow you to assess whether your business is really ready to invest in social media just yet. If the levels of spend detailed here are really more than your business can currently stretch to, my advice would be to rethink whether you will invest in social media at all at this time.

Results on social media often scale significantly, meaning that the more you do on social media, the more you will see your results rocket. But correspondingly that also means that if you only invest a fraction of what’s needed to generate results on social media, the results you are likely to see will most probably be extremely disappointing and will make you question whether social media works at all in your particular niche market. The reality is likely to be that with more substantial investment a serious return could have been achieved, but you’ve sabotaged your efforts from the outset by failing to invest significantly enough. Hopefully these insights have given you the information you need to fight for the budget that's required - or to have the courage to pull the plug on what would've been a half-hearted foray into social media. Good luck.

 

Small Business Marketing - How To Generate Leads Using Social Media?

One key element of making social media work for your small business is proving the ROI. Once you can see that investing X hours or Y budget in social media is producing new leads for the business (or driving online sales), it isn't difficult to then justify increasing that budget or maintaining that presence.
 

Social Media Lead Generation


The challenge for most small businesses is actually figuring out how to get to that point. How can you put social media to work in your business in a way that it does consistently drive new leads or sales for the business?

I was delighted to be asked just recently to present on this topic. My hosts were Capability Jane Recruitment, who specialise in finding part-time talent to join fast-growing SME businesses - so the perfect audience to pick up these ideas and run with them.

The full recording of this session is provided below. In it you'll learn the impact social media can have on your business, how to develop your social media presence for maximum commercial impact... and many of the reasons you may have failed to generate business results to date. 


Should you need help figuring out how to put these ideas into practice in your SME business, you're very welcome to ask a question on twitter via @tonyrestell - or to book in straight away for a 1 hour consultation with one of our team.

 

How To Smash LinkedIn InMail Response Rates

This last week I was thrilled to be joined by recruiting expert Billy McDiarmid for our regular Q&A session for recruiters. The purpose of these calls is to address whatever digital marketing / social media / candidate challenges you're facing, hopefully with answers that you can take away and implement in your recruiting team right away (and for little or no spend).

We kicked this session off - as we do with all our guest speaker sessions - by asking if there's anything in particular that our speaker would like to share with attendees. Billy really hit it out of the park this week, with a look at tactics he's been using to find and approach candidates - with response rates that a LinkedIn InMail user could only dream of.

LinkedIn InMail Response Rates

I also shared an example of how your social media presence can be transformed into a candidate attraction or client generation lead funnel, using the right tools and processes - and a focus on constantly A/B testing your elements to produce maximum success.

The full recording of the session is below. Any follow-up questions or feedback, do feel free to reach out to @billymcdiarmid and @tonyrestell.

Recording: How To Smash LinkedIn InMail Response Rates (and more...)


See you on the next live Q&A!

 

A Beginner's Guide to Content Marketing

If implemented correctly, content marketing can have a significant impact on your business. You’ll be able to use it to attract a swarm of customers, your ideal prospects or future hires direct to your website. But there are several steps that need to be followed if you are to achieve this type of success with content marketing.

Content Marketing - a beginner's guide


Content Marketing - What’s Your End Goal?

The first key step is to begin with the end goal in mind. What I mean by this is that we must have it clearly defined from the outset the types of people we want to attract to our business - and to have worked through ultimately what we would like those people to have done? This is absolutely crucial and is one of the most common mistakes that I see businesses making today, be that small businesses looking to attract customers… or recruitment teams eager to attract potential hires. From the outset, we need to have a detailed persona in mind - we need to have defined the types of people we wish to attract to our website, and the more detailed this persona is the better.

When we are thinking about our ideal target audience, this should include things like the types of content they are most interested in, the websites and publications they are most likely to read, the social media that they are most likely to use and any other information that will help us to target them and appeal to them as much as possible. Too often I see businesses deciding that they need to have a blog and some regular content going onto their website, without having thought these things through. This is a huge mistake. Generating content for content’s sake produces minimal ROI. Instead, we have to be doing this in a structured manner so that we are attracting people who will ultimately go on to become valuable prospects, customers or hires for the business.


Work Through Your Content Marketing Conversion Steps

The next thing we need to do is to work backwards from our desired end outcome, to figure out the type of content that we need to produce and to think through how a reader of that content is going to ultimately become a prospect, customer or hire of the business. Keep in mind that very few people buy from a company or apply to a company on their very first visit to their website. Rather, it usually takes multiple touchpoints for people to reach the stage where they are ready to buy from your or apply to work with you.

Consequently, your primary goal with content marketing should be to have someone sign up or subscribe to receive ongoing updates from your business. This might mean getting them to follow you on social media, it might mean signing people up for an email alert or requesting to have special offers sent to them in the future. Acknowledging that this is the case is crucial, because otherwise you will set out to achieve an immediate sale or application from people reading your content, when that is not necessarily a realistic outcome you can expect to achieve. In other words, you’d be setting yourself up for failure with your content marketing.

If the first thing we wish to achieve is signing someone up to receive ongoing updates, the medium-term action we would like to prompt is that the person applies for jobs or requests a demo or buys something online from us. This will most probably be prompted with a call-to-action directly in your social media updates or in your email alerts. But it can also be triggered by the right calls-to-action in your website content itself. So you will definitely want to experiment with adding calls-to-action to your content and figuring out different ways that your website could convert a visitor into a more valuable customer or candidate applicant. With the right tracking in place (eg. by using Google Analytics), you’ll be able to monitor the effectiveness and conversion rates of different approaches on your site - and ultimately refine things so that you are always implementing the most effective approaches in your latest content marketing posts.


Posting The Right Content, Consistently

Having figured out how your website will convert a Blog reader into someone more valuable to the business, the next thing we want to do is figure out a content calendar that will attract the ideal people to our site. This may or may not be a very detailed content calendar, but two things are key. Firstly, we need to set a tempo of publishing that is sustainable for our team. There is nothing worse than seeing a business blog twice a week, then lose momentum and subsequently end up only publishing once every two months. It is much better to be realistic from the outset and to set a frequency of posting that is going to be sustainable with the resources you have available in your team.

Consistency of posting gets readers used to seeing your updates on a regular basis and gets them into the habit of looking out for your next post and reading this and sharing it with their followers. Having figured out the right frequency of posting, just as important is researching topics that will really resonate with your target audience and that ideally will be shared extensively by them with their extended networks of contacts.

There are many tools out there that can help with determining the right content to write, our favourite amongst them is BuzzSumo. With this tool, you can research different topics and see which articles have been being shared the most - and on which social media sites. This is absolutely key. We want to write content that will attract the interest of our ideal prospects or hires. What's more, we want to write content that stands the greatest possible chance of being shared with people’s extended networks. To achieve this, we need to be writing content that will be shared on the social networks where our prospects are most active. So we're not just interested in which types of content have been shared the most on social media, we are interested in which types of content have been shared the most on the particular social media where our ideal prospects are most active. Those two things are not necessarily the same.


Too Much Writing, Not Enough Promoting

A major failing that I see amongst businesses trying to leverage content marketing, is an over-emphasis on producing content and a corresponding under-investment in promoting each of those pieces of content. Most businesses you will find generate a disappointing volume of social shares and web traffic for each post that they produce. They are doing most of the work of a successful content marketer, but not reaping anything like the full rewards.

If you are investing in content marketing, it is also essential that you invest in your social media presence so that you are able to trigger mass sharing of your new content. You should ideally also have a budget available to promote each of those new pieces of content. This will enable you to reach an ever wider audience of people via other channels such as Outbrain, StumbleUpon, Sponsored Posts and the like.

If you get all of this right in your business, the chances are you will start to see thousands and thousands of new web visitors coming to your site - initially each month... and then each week... and eventually each day! If you have succeeded in optimising your website such that it converts these visitors into more valuable prospects for your business, you have turned content marketing into a very valuable lead stream or candidate attraction stream for your business. Good luck.

 

How To Pick The Right Social Media Marketing Agency

The business has taken the decision - you're going to invest in engaging a social media agency. Maybe because you don’t have the resources in-house to develop a social media presence. Maybe you need the social media expertise that an external social media agency can bring in order to feel confident of getting business results. Or maybe you've determined that this route is the lowest cost option for testing the waters and seeing how social media can contribute to your business.

Whatever your reasons, you now need to choose which social media agency to engage. So how should you decide?

Choosing a Social Media Marketing Agency


The following would be my list of recommended decision criteria if someone in my network asked me to help them choose the right social media agency for their business. Hopefully they can help you in making the right choice too; and a disclosure - as the owner of a social media agency, this list is clearly influenced by our experiences of working with clients! 

Is Their Social Media Presence Impressive?

Those of you who’ve had much exposure to internet marketing will no doubt have been approached countless times by SEO agencies, claiming they can get your business to page 1 of key Google search result pages. My first reaction is always to check how the SEO agency's own website ranks on Google. After all, if they can’t get tremendous results for their own website then what prospect is there that they’ll be able to get great results for mine?

The same logic applies to your choice of social media agency.

If you look at our social media presence you’ll see that we are very prominent in our space. We have built significant audiences on social media, generate lots of interaction from an engaged fan base and have people sharing content from our site and recommending us on social media every few minutes, 365 days a year. Talk to us and you’ll also discover that we generate most of our client leads via social media. Without even seeing our client work or testimonials you can tell that we’re an agency that knows how to get results on social media.

Unfortunately there are lots of cowboy outfits in the social media space, just as there are in the SEO world. I am amazed every day when I come across social media agencies that showcase themselves to the world with a terrible social media presence of their own. Worse still, I’m amazed when they approach us on social media to see if we’d like to engage them to help with our social media presence (yes that does happen - and should tell you everything you need to know about the quality of their work!).

Of course it’s true that everyone has to start somewhere - and so there will be some genuinely good agencies who have yet to build a strong social presence of their own. But if an agency has been on social media for more than a few months and doesn’t have a good presence, that should set off alarm bells. Any business that’s just starting out should only be trusted if you can see that the Founders have previously worked in a social media role and so can bring some expertise to your business. Without this track record or previous experience, you’re unfortunately likely to be spending your budget on agencies who may be enthusiastic, but are only at the stage of trying to learn how to get results on social media - which they’ll be doing at your expense.

Does The Agency Serve Your Niche?

My second decision factor would be whether the agency has a specialist focus or track record of working with businesses like yours? The challenges of working for a small business are totally different than those of working for a major brand for example. How you attract candidates differs from how you generate client leads on social media; and they in turn are both different from using social media as a customer service tool.

You need to be engaging the services of a social media agency that’s experienced in serving your type of business to achieve the type of results you want to achieve on social media. Otherwise the agency will again be learning how to get results at your expense. Do turn to us for help with attracting candidates or generating client leads, for example, but don't turn to us for help in using social media for customer service. 

Similarly you may want to look for an agency that has a track record of working in your particular niche industry - or at least in other industries that face similar challenges. Running targeted social media advertising campaigns to drive online sales is a totally different skill than engaging with potential prospects on social media and generating client leads for your sales team to follow up with. Doing that in the real estate sector isn’t the same as doing it in the accounting industry. Does the agency you’re talking to have some relevant experience they can bring to the table? Be sure to find out.

Does The Social Media Agency Have Belief In Their Abilities?

In any sector I’m wary of businesses that seek to tie customers into long-term contracts. Of course in some industries there are significant up front costs that mean a business has to see some commitment from a client to be able to start working with them. In social media I would challenge that that’s not the case.

It’s reasonable that an agency will need an initial period (say 3-6 months) to get your accounts up and running and to start to show the results they are generating. So a modest up front commitment I can accept as being necessary. But beyond that, a social media agency should be willing to live or die based on the results they are generating. Look for agencies that offer a rolling monthly contract - where you can walk away each month without penalty. A business offering those terms is more likely to have confidence in their ability to deliver - and is reducing your risk in working with them in the first place.

Also check with them what their average client duration is right now. If clients are typically working with the business for years - when they have the option of leaving every month - then that tells you a great deal about the client satisfaction that that agency delivers. If clients are only staying for months then that’s a cause for concern...

I hope the above has been helpful to you in deciding how to pick and choose the right social media agency for your business. Good luck - and great that you’re looking to invest in your social media presence.

 

Digital Marketing Recruitment Agencies in London

Are your competitors reaching passive candidates on Facebook? Could you be generating more client leads with Twitter? How much website traffic are you missing out on by not being more active on social media? If you’re anything like our clients, you’re no doubt eager to make sure your competitors aren’t getting results in ways you’re missing out on. As part of our ongoing market research, we produced a snapshot of the mid-sized Digital Marketing Recruitment Agency market in London. The companies we looked at were:
 

3Search3Search


AdaptiveAdaptive
 

Blu DigitalBlu Digital
 

The Digital Recruitment CompanyThe Digital Recruitment Company
 

DNA RecruitDNA Recruit
 

Gemini PeopleGemini People

 

Note: These are the companies that appeared in LinkedIn search results when we looked for mid-sized recruitment agencies specialising in the digital marketing sector in London. Additional competitors are no doubt out there, this was just the list we used to assess social media activity within this niche market.
 

Social Media Activity and Content Sharing in the Digital Marketing Recruitment Agency market

A quick analysis of where these companies are generating shares of their website content is enlightening. The chart below shows that the agencies in your sector have focused more on LinkedIn than anywhere else, with modest activity on Facebook and Twitter.

This finding is really interesting, because recruitment agencies typically generate the most candidate and client interest from Twitter and Facebook, once they’ve experimented with branching out beyond LinkedIn that is. So in your niche, monopolising the market reach offered by social media is still very much up for grabs. To reinforce this point, we would expect a recruitment agency in your sector to be generating 200+ shares per post if it had invested in some content and had built a half-decent social media presence. Therefore the current performance levels could easily be surpassed within a few months by a recruitment agency investing in having the best presence in the market.

 

Digital Marketing Recruitment Agencies - Social Media Content Sharing Analysis


There’s the potential for one or more competitors in this market to rapidly improve the results being generated from Twitter. We can see from the following pie chart that some of the agencies in this market have already invested in a Twitter presence and built a decent following. Both Blu Digital and 3Search could drive significant web traffic from Twitter with the right content strategy and tactics to leverage this existing Twitter audience.
 

Twitter Follower Count as of September 2016

Digital Marketing Recruitment - Twitter Follower Count

The picture is markedly different when we look at Facebook, where we can see that only Gemini People have invested in growing an audience there - though some agencies may be advertising “below the radar” on Facebook.
 

Facebook Fan Count as of September 2016

Digital Marketing Recruitment Facebook Fan Count


Getting Business Results From Social Media

The two elements of social media activity that really generate results for recruitment agencies are engagement and social sharing. If we start with social sharing first, the huge power of social media is to have your brand and its content made visible to an audience that extends way beyond the candidates and clients who already know and interact with your business.

A good benchmark here is that a company reaches an audience that is at least 10 times as big as its own fan or follower count. So for example, each Social-Hire account with 50,000+ followers we would usually see reaching an audience of 500,000 to 1 million people a month.

No one in your market is anywhere close to achieving this viral reach effect, so the opportunity to become the market leader is very much there for the taking.

Alongside social sharing, engagement is also key. If lots of people are engaging with your social media updates, they are far more likely to respond when you put an advert or a request for help in front of them. Plus each and every time someone engages with your company in some way on social media, that creates the window of opportunity to start a conversation with them - particularly key if you want to generate client leads or want to build rapport with passive candidates.

Data for Twitter and Facebook below shows the varying levels of social sharing and engagement that you and your competitors have achieved over the preceding weeks. There’s considerable room for improvement with all these accounts, with none of them having mastered influencer marketing for example.
 

Digital Marketing Recruitment Facebook Activity


Digital Marketing Recruitment - Facebook Activity
 

Digital Marketing Recruitment Twitter Activity


Digital Marketing Recruitment Twitter Activity


Next Steps - How To Seize The Opportunity

Becoming the market leader in candidate and client attraction will mean addressing or mastering 4 key steps:

  1. Clearly defining the target audience your company wishes to appeal to - and the actions you would want your audience to take over the coming year to make them valuable for your business.
     
  2. Writing profiles and developing a content strategy that will make your company profiles appealing to your target audience to follow and interact with.
     
  3. Proactively ensuring your company profiles are seen by as many candidates / clients / influencers in your market as possible.
     
  4. Experimenting with engagement and conversion tactics to ensure that your growing social media audience turns into a flow of candidates you can place (or new client enquiries you can act upon).


Doing this well will require having a marketing expert whose time is at least 50% devoted to social media activities. You’re welcome to book in for a social media consultation (£149 + Vat) to work through these four steps with us if you’re going to attempt to do this work in-house. Or for a more comprehensive assessment you could commission a 20 page report on your market, complete with our recommended strategies and an hour’s consultation to talk through our in-depth findings (£699 + Vat).

Alternatively, the most cost-effective option that's also likely to generate the most compelling results is to outsource your social media activities to Social-Hire (max. £899 + Vat per month, a tiny fraction of what it costs to employ someone to do this). If you’d like to talk through this option, simply book in for a convenient call time. Our testimonials (below) say all that needs to be said about the effectiveness of this approach.

Nursing Recruitment Agencies in London

Are your competitors reaching passive candidates on Facebook? Could you be generating more client leads with Twitter? How much website traffic are you missing out on by not being more active on social media? If you’re anything like our clients, you’re no doubt eager to make sure your competitors aren’t getting results in ways you’re missing out on. As part of our ongoing market research, we produced a snapshot of the mid-sized Nursing Recruitment Agency market in London. The companies we looked at were:
 

Caritas RecruitmentCaritas Recruitment


Delta Nursing AgencyDelta Nursing Agency
 

Geneva Health UKGeneva Health UK
 

HCL NursingHCL Nursing
 

TFS HealthcardTFS Healthcare
 

Your World HealthcareYour World Healthcare

 

Note: These are the companies that appeared in LinkedIn search results when we looked for mid-sized recruitment agencies specialising in the nursing sector in London. Additional competitors are no doubt out there, this was just the list we used to assess social media activity within this niche market.
 

Social Media Activity and Content Sharing in the Nursing Recruitment Agency market

A quick analysis of where these companies are generating shares of their website content is enlightening. The chart below shows that the agencies in your sector have focused more on LinkedIn than anywhere else, with modest activity on Facebook and hardly any on Twitter.

This finding is really interesting, because recruitment agencies typically generate the most candidate and client interest from Twitter and Facebook, once they’ve experimented with branching out beyond LinkedIn that is. So in your niche, monopolising the market reach offered by social media is still very much up for grabs. To reinforce this point, we would expect a recruitment agency to be generating 50-100 shares per post if it had invested in some content and had built a half-decent social media presence. Therefore the current performance levels could easily be surpassed within a few months by a recruitment agency investing in having the best presence in the market.

 

Nursing Recruitment Agencies - Social Media Content Sharing Analysis


That your competitors haven’t invested in a Twitter presence is clear from the following pie chart. Whilst Your World Healthcare has clearly invested more in growing its presence than anyone else, none of these agencies really has a significant presence on Twitter.
 

Twitter Follower Count as of August 2016

Nursing Recruitment - Twitter Follower Count

The picture is slightly different when we look at Facebook, where we can see that Your World Healthcare have invested in growing an audience there and HCL Nursing too to a lesser degree.
 

Facebook Fan Count as of August 2016

Nursing Recruitment Facebook Fan Count


Getting Business Results From Social Media

The two elements of social media activity that really generate results for recruitment agencies are engagement and social sharing. If we start with social sharing first, the huge power of social media is to have your brand and its content made visible to an audience that extends way beyond the candidates and clients who already know and interact with your business.

A good benchmark here is that a company reaches an audience that is at least 10 times as big as its own fan or follower count. So for example, each Social-Hire account with 50,000+ followers we would usually see reaching an audience of 500,000 to 1 million people a month.

No one in your market is anywhere close to achieving this viral reach effect, so the opportunity to become the market leader is very much there for the taking.

Alongside social sharing, engagement is also key. If lots of people are engaging with your social media updates, they are far more likely to respond when you put an advert or a request for help in front of them. Plus each and every time someone engages with your company in some way on social media, that creates the window of opportunity to start a conversation with them - particularly key if you want to generate client leads or want to build rapport with passive candidates.

Data for Twitter and Facebook below shows the varying levels of social sharing and engagement that you and your competitors have achieved over the preceding fortnight. There’s considerable room for improvement with all these accounts.
 

Nursing Recruitment Facebook Activity


Nursing Recruitment - Facebook Activity
 

Nursing Recruitment Twitter Activity


Nursing Recruitment Twitter Activity


Next Steps - How To Seize The Opportunity

Becoming the market leader in candidate and client attraction will mean addressing or mastering 4 key steps:

  1. Clearly defining the target audience your company wishes to appeal to - and the actions you would want your audience to take over the coming year to make them valuable for your business.
     
  2. Writing profiles and developing a content strategy that will make your company profiles appealing to your target audience to follow and interact with.
     
  3. Proactively ensuring your company profiles are seen by as many candidates / clients / influencers in your market as possible.
     
  4. Experimenting with engagement and conversion tactics to ensure that your growing social media audience turns into a flow of candidates you can place (or new client enquiries you can act upon).


Doing this well will require having a marketing expert whose time is at least 50% devoted to social media activities. You’re welcome to book in for a social media consultation (£149 + Vat) to work through these four steps with us if you’re going to attempt to do this work in-house. Or for a more comprehensive assessment you could commission a 20 page report on your market, complete with our recommended strategies and an hour’s consultation to talk through our in-depth findings (£699 + Vat).

Alternatively, the most cost-effective option that's also likely to generate the most compelling results is to outsource your social media activities to Social-Hire (max. £899 + Vat per month, a tiny fraction of what it costs to employ someone to do this). If you’d like to talk through this option, simply book in for a convenient call time. Our testimonials (below) say all that needs to be said about the effectiveness of this approach.

Revealed: Social Recruiting Success Principles [Jobvite Webinar Recording]

Is boosting your company's Social Recruiting effectiveness high on your priority list for the coming months? If so, you're probably wondering how you can:

  • Implement a social media strategy that boosts your brand’s reach and engages potential hires
  • Attract and convert the right audience from social media followers to applicants
  • Identify any gaps that are preventing your social media from pulling in great candidates


Jobvite Social Recruiting webinar

 


On a recent Jobvite webinar I had the chance to address these social recruiting conundrums and more, drawing on the insights we gain in our social media agency from working on hundreds of clients' social media accounts each month. The full recording is shared below, including a lively Q&A session in which all the audience's most pressing social media / recruiting challenges and frustrations were addressed.

Additional topics covered included:

  • Tools to streamline content finding and scheduling on social media - and whether it's wise to automate?
  • The best content to share on LinkedIn
  • How to entice candidates to apply to your jobs WITHOUT publishing a constant stream of vacancies on your social media accounts
  • Deciding which social media sites to build a presence on, as a function of whether they have the right demographics and whether you can produce the desired outcomes from those sites


Jobvite Webinar Recording - Social Recruiting Success Principles

 

If you've any follow-on questions I can help with, feel free to comment below or tweet me on @tonyrestell

 

Jeff Herzog - Your Job Search is a Bare Knuckle Fight

If you are looking to accelerate your job search, these are the insights you really need to transform the results you're getting. We were thrilled to be joined this week by Jeff Herzog, who shared with us many winning tactics for today's jobs market. The author of Your Job Search is a Bare Knuckle Fight, Jeff gave us the hard facts and harsh realities about what it takes to really succeed in today's jobs market. Feedback from the attendees was outstanding - and you can find the full recording of this briefing below.
 

Your Job Search is a Bare Knuckle Fight


Jeff explored a variety of issues that can hamper your job search efforts - and stressed the activities you need to focus on to succeed. Topics covered included:

  • Why the advice you're getting may be too soft
  • Why the road to your next job could bypass HR
  • How to use the Internet as a tool - not a crutch
  • Accepting the fact that getting a new job is a "sales job"
  • When Networking is "Notworking"
  • Why you should not apply online


Job Search Advice from Jeff Herzog [Recording]

I'm sure you'll find this extremely valuable - and thanks again to Jeff for giving his time so freely. The attendees were hugely appreciative of his insights and I'm sure you will be too. Outstanding advice.

"Thanks for taking the time to share your experience with everyone - tons of useful information - specifically on using the phone, contacting the hiring manager and tips on interviewing"

If Jeff can help you or your business, you can connect with him on LinkedIn or Twitter @FPCofNYC. For now, all the best in accelerating the results you're getting from your job search efforts.

 

Job Board Marketing - How To Drive Interest To Your Website

Whether you're running a job board or a recruitment agency business, knowing how to market them effectively is both critical and an ever-evolving challenge. That's why I was thrilled to welcome job board entrepreneur Keith Potts to lead a presentation on this topic, the full recording of which is shared below.
 

Job Board Marketing


Many in our industry will know Keith as the Founder of Jobsite, one of the world's most successful job board businesses. More recently he's built a job board technology platform that allows job boards, recruitment businesses and publishing companies to leverage best in class technologies to grow their own businesses (see: Talenetic.com). So he's one of the most highly regarded and well informed experts in this space and we're delighted to be able to share some of his knowledge with you.

Keith was joined by Lindsay Stanton of Digi-Me to tackle the role video has in marketing job ads more effectively; whilst I tackled the use of social media to attract client and candidate interest. This was in addition to the topics of Google SEO, landing page construction, website optimisation and A/B testing, jobs-by-email signup and a host of other highly relevant topics covered both during the presentation itself and the subsequent Q&A session. I'm sure you'll learn a lot from the recording below - and if you do, please do share with your contacts on social media using the sharing buttons provided. 

Job Board Marketing with Keith Potts
 


Thanks to both Keith and Lindsay for giving so freely of their time and insights.