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Tag: recruitment advertising


Social Recruiting: Twitter Recruitment Tips

Posted on 10th January, by Sara Thompson in blog. No Comments

Social Recruiting

Tips to recruit with Twitter

As a Recruitment Advertising Agency we’re keen to stay ahead of the latest recruitment advertising trends and the adoption of social recruitment is only set to increase.

Twitter has over 500 million registered users, or in other words 500 million potential candidates. That’s a huge pool of people right at your fingertips and for free. So with that in mind surely there should be at least a couple of potential new recruits.

Twitter Recruitment: 5 Top Tips

1) Hashtags are a great way to source potential candidates; search hashtags related to your industry to find candidates and use hash tags such as #jobs #industrykeyword #location to enable candidates to find you.

2) Get savvy: Share posts in one simple click across all your social media accounts with tools like HootSuite and Tweet Deck.

3) Search …



A different type of Jobsite

Posted on 31st October, by Sara Thompson in blog. No Comments

Ever thought of advertising a job vacancy on Overlooked Talent? Have you even heard of the Overlooked Talent jobsite?

Overlooked Talent is a jobsite that assists offenders and ex-offenders in the recruitment process, helping them find and apply for employment.

The Overlooked Talent jobsite plays an active role in encouraging the recruitment of ex-offenders and matching them with employment opportunities. Overlooked Talent challenges the preconceptions many recruiters hold about these groups by breaking down the employment barriers that offenders currently face, by providing a platform for employers to have contact with ex-offenders.

A growing body of evidence suggests that employer discrimination is a key barrier contributing to the marginalisation of offenders in the labour market. There are 7.3 million people in England and Wales on the Home Office Offenders Index; a huge potential talent pool that is currently being overlooked by employers.

Overlooked Talent …



Why are more businesses changing the way they recruit?

Posted on 18th October, by Sara Thompson in blog. No Comments

So you’ve got a position to fill, maybe even several positions, and you have a dilemma how are you going to recruit and fill the posts if you can’t internally? What is the best way to recruit, saving both time and money? The traditional options tend to be the two extremes: The costly option of recruitment agencies or the time consuming alternative of recruiting solely in-house.

A recruitment agency will use their database and advertise and pre-screen candidates for you, providing you with their recommended shortlist, with the hope that one of the short-listed candidates will be right for your position; if using a reputable agency this is often an effective method but also very costly. Or there’s the DIY alternative, do all the recruitment yourself in house: Decide on a job spec, create an advert, choose the right media (local/national …



A FREE recruitment advertising service.. That can’t be right?!

Posted on 9th September, by Sara Thompson in blog. No Comments

Recruitment is often regarded as a costly, time consuming hassle. With the high recruitment agency fees and stress of meeting publication deadlines.. Never mind agreeing on the design and artwork for the actual ad.

So when we tell people about our free recruitment advertising service, they are instantly skeptical and quite rightly want to know the catch.

Well the only catch is that the publishers or job boards pay our fee for you. As a recognized advertising agency within the industry, we receive commission for every advert we book. So for the same price you would pay placing your advert directly, you get our recruitment service for free!

This free service includes negotiation and booking, advert design and artwork, an optional post box service for sensitive appointments and our vouchering service that checks your correct advert has appeared in the right place at …



Top tips to Recruitment Job Board Success

Posted on 31st July, by Sara Thompson in blog. No Comments

At Stuart Hirst we have built long-established relationships with the leading national and specialist job boards, enabling us to secure the best deals and advertising space for our clients, aiding quality candidate attraction.

We can appreciate that Job Boards can be a minefield, with the many different categories to choose and forms to fill out, so to ease the pain we have listed our three top tips to job board success:

1) Choose Carefully

The quantity of applications will depend on what job boards you advertise on and the type of role you are recruiting for. It is the age old dilemma of quality vs quantity, general job boards are great for general roles, but if you are seeking a very specific skill set in a niche market, a specialist job board might be more suited. Media Research is key; Stuart …



Media Research = Quality Candidate Attraction

Posted on 12th June, by Sara Thompson in blog. No Comments

Jobs.ac.uk one of the leading international job boards recently undertook a survey into recruitment trends and the key findings are very much centred around advertising and marketing.

The survey identified candidate attraction and the lack of skilled/ quality candidates as the biggest challenge facing recruiters. This is nothing new and will always be a problem; as the best candidates are rarely actively looking for new opportunities, so how to find them?

Currently there is a lot of hype around LinkedIn, and don’t get me wrong used correctly, it is fantastic, but never forget good old fashioned media research. Thorough media research allows you to target candidates effectively, by identifying key trade publications and websites that your target audience is likely to read, without necessarily searching for a job.

The 2013 survey also identified Job Boards as the most effective recruitment tool, recognising sector …


Maximise Candidate Attraction with the perfect job advert

Posted on 4th June, by Sara Thompson in blog. No Comments

When trying to fill a new position, HR and recruitment professionals are likely to fall into one of two categories, either:

1) Attract too many unsuitable candidates

or

2) Struggle with a poor response rate and very few applications

To avoid this predicament it is essential to get your job advertisement right in the first place; saving lots of time and money.

Media Research:

You could design the most eye-catching, informative job advert ever, but if it isn’t displayed in the right medium for your target audience, they will never see it.

What media you use depends on the type of candidate you want to attract. For specialist technical roles, trade publications often work well, whereas a local paper tends to be more effective for low-skilled local roles, LinkedIn is effective to attract senior candidates that are not necessarily job seeking and the internet and social media …


Are Recruiters now Marketers?

Posted on 25th March, by Sara Thompson in blog. No Comments

Marketing seems to be becoming a more and more dominant aspect of recruitment, as organisations become more demanding and cautious when looking for the ‘perfect’ candidate. Generally recruitment agencies recruit for extremely specific positions, wanting particular technical skills/knowledge from a very specific industry, hence why the client is unable to recruit in-house; the reason for this? These candidates are in such high demand, they are not actively seeking work, so recruiters need to attract and find them. Recruitment consultants need to act like marketers- successfully seeking searching and attracting new talent; but how?

Marketing Skills that Recruiters Need:

Social Media, particularly LinkedIn is invaluable to recruiters, social media allows recruiters to access potential candidate information in regards to current or future roles. It is essential that recruiters understand how to effectively use and utilize digital, social technologies to communicate and attract desired …


Social Media, Video and Recruitment

Posted on 11th March, by Sara Thompson in blog, Uncategorized. No Comments

You can’t go a day without seeing a news article on the growing importance of social media, but how relevant is social media to recruitment?

Social media is becoming an increasingly dominant feature in company’s recruitment strategies. A survey conducted by XpertHR found that employers tend to use social media at the early, candidate attraction stage of recruitment, promoting themselves as an employer and developing their brand amongst job seekers, ultimately driving applicants to the organisations corporate careers website.

Social media has the potential to reach vast audiences at minimal costs; LinkedIn, Twitter and Facebook are identified as the three most popular social media sites for recruitment advertising, but in this over crowded, over informed market place, how do you stand out from the crowd?

Posting relevant, regular content is vital to engage interest, attract and ultimately retain followers, so why not …


Online Recruitment Isn’t Working

Posted on 21st August, by Mike in blog. No Comments

Having worked in recruitment advertising for nearly 20 years I have been in the vanguard of most recruitment innovations as they have come along and I have some shocking news to report, one of them, online recruitment, is not working and the situation is getting worse.

Fifteen years ago if you were an employer and you wanted to recruit a new member of staff your choices were limited, mainly to which newspaper you advertised in – the local paper for junior and blue collar staff and the national broadsheets for senior execs or field based staff. There were also a range of well-read technical, trade and professional titles that targeted specific professions. At the time these publications enjoyed a virtual monopoly (either geographical or functional), so it was an expensive exercise, discounts or special deals were the things of dreams and …