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Five things to look out for in recruitment technology

Despite the obvious human aspects of putting an employer in touch with a candidate and nurturing the relationship until, hopefully, the candidate gets hired, recruitment technology is helping to accelerate the process and improve the quality of candidates put forward. As we move forwards through the 2017-18 financial year, there are still some forms of recruitment technology emerging and maturing – here are five of the hottest picks for the coming months.   1. The Gig Economy One of the biggest buzzwords of the past year or so, the Gig Economy is finding maturity as online marketplaces spring up for an ever increasing number of niches. These sites allow employers to find contractors on a per project basis, although they often require all communication to go via the website, rather than direct to the individual.   2. Chat Bots Automated ‘live chat’ bots might not be 100% convincing, but they are an easy way to get information from website visitors without having someone physically manning the chat room. In this way, candidates can provide their information in a more natural, conversational way, with the chat bot then compiling it all together into an application pack.   3. Social Recruitment LinkedIn arguably kickstarted the social recruitment revolution, but more companies are embracing recruitment via the other social networks too – even those that are not meant specifically for business use. The current main social networks have been around for a few years, but continue to evolve with new opportunities for paid ad placements and sponsored recruitment posts unlocking new options for employers.   4. Video and VR Video conferencing continues...

How is machine learning changing recruitment?

Machine learning might be an unfamiliar concept to many people, but the principles behind it are quite straightforward. Instead of giving a computer direct programming to achieve an outcome, you feed it a database of past results and use a learning algorithm to predict what will work in the future. For example, if writing a song, you might ask the computer to analyse recent pop music hits and tell you what key and tempo sell best, how many verses and choruses to have, and so on. Machine learning is particularly well suited to complex human interactions, ranging from marketing to recruitment, as it allows computers to apply their full processing power to the problem, not limited by the thought processes of the human who programs them. Machine learning in recruitment The potential applications of machine learning in recruitment are vast, especially considering the huge amounts of data that are now available about potential candidates on social networks from LinkedIn to more casual platforms like Twitter and Facebook. By running the candidate’s profiles and posts through complex algorithms, computers can identify patterns that a human would never spot, and flag up the individuals who would be likely to thrive in the role, based on which of their predecessors performed the best. Speed is of course a major factor in this, as computers can do all of that much faster than a person can do it by hand, and in this way you get a head start over the competition when an especially capable candidate expresses an interest. This doesn’t mean recruitment is automated, by any means – there are still...

Employer branding for recruitment agencies

In today’s employment market, “employer branding” can mean the difference between attracting the best candidates into a role, and seeing those talented individuals take a job elsewhere based on a rival company’s reputation. Employer branding is a little different from direct branding for marketing purposes, as it is all about what you can offer to those who choose to work for you, rather than those who are your customers, but many of the same principles apply, and that ranges from demonstrating the history and heritage of your brand, to the stability and growth prospects of your company, for employees who hope to work for you for a long time to come. For recruitment agencies, building a positive employer brand is equally important, whether you build on an existing positive reputation for a well-known employer, or start from scratch in trying to make a new opportunity sound more appealing to the best candidates on your books. A useful thought experiment in this area is to imagine the job advertisement cannot name the employer – which is often the case anyway – and how you would go about describing the company in anonymous but positive terms. This can help to identify the positive aspects of the employer company, which can in turn form the basis for employer branding efforts when communicating with potential candidates about vacancies within that firm. Benefits derived from this can be far-reaching in a surprisingly broad range of industries, as a candidate attracted by the employer brand can be more likely to start enthusiastically in their new role and to be more engaged over the long term. Just...

Content and its importance for SEO

People talk a lot about the importance of content for SEO, but in such a broad topic it can be difficult to pin down exactly what ‘content’ means to different people, and why it is so crucial for your search rankings and site traffic. In fact content encompasses everything you publish online – including your own website, your ‘about us’ page, product descriptions and service pages, news updates and press releases, and also non- text content like images, videos, audio files and anything else you create and share. You can share content elsewhere too, on social networks – for example by tweeting an infographic or adding photographs to a Flickr account – or by publishing an article on an industry news site or as a guest blog post on a third-party blog. So what does all of this do for your SEO? On-page text is still a crucial factor in helping the search engines, and especially the main contenders Google and Bing, to identify the topics your website is relevant to, so there is still huge value in publishing authoritative plain-text content with your main topics in the page title or subheadings. Your website is perceived as having more authority if more people link to it too, so engaging content that people are likely to share elsewhere online is a good thing; just don’t be tempted to pay someone to link to you, as this can get your search ranking penalised by Google. Mobile-friendly content is a specific benefit to your ranking in searches made by people using mobile devices, so ensure your content is published using a page...

ThinkinCircles wins Best Marketing and PR Award

ThinkinCircles has won the best Marketing and Pr supplier at the inaugural Recruitment International Supplier awards in London. The event was attended by around 120 people, both suppliers to the recruitment industry and their clients and celebrates the best of the industries suppliers in a range air categories from Best Contractor to Best Candidate Attraction. The voting is completely independent and based solely on the feed back of clients. ThinkinCircles’ MD, James Whitelock attended the event and picked up the award “This is a milestone achievement for ThinkinCircles as its our first award. I’ve always know that my team do a great job for our clients but its great to know that our clients think so too. “Marketing in Recruitment is a competitive area, so to win this award proves we are doing something right. I couldn’t be more proud of my team and...

From Crowds to Clouds: Online Technology is Transforming Recruitment

The right person for the job might be one in a million capable candidates, or could be the only person on the planet with the exact skill set you need; either way, to hire them you have to find them first, and online technology is making it much easier to have your voice heard by an ever-larger crowd. Big brands like Facebook and Google are increasingly announcing developments with implications for the recruitment market, more directly in the case of Facebook Workplace, and less directly with exciting creations like Mark Zuckerberg’s AI pet project, Jarvis. The jobs market holds plenty of promise for Facebook, Google and their digital peers, as work completes the picture of many people daily lives, alongside the social content they post to those online platforms for friends and family to see. What these social networks and similar crowd platforms already have is vast personal data about individuals, just waiting to be monetised in new ways, while for the end-user if it means better job opportunities next time they are looking for new employment, many – perhaps even most – would welcome it. What would Google do? The Google Cloud Jobs API is one of the latest announcements in this area, and effectively automates part of the process of matching candidates, skills, personal goals and career history to the job opportunities advertised by recruiters. Certain skills can be prioritised independently, while the algorithms can also seek certain combinations of skills, experience and personal preferences, to deliver candidates who truly meet the requirements of the role, and not just a box-ticking exercise based on the words used on...