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Inner Circle

Global expertise and thought leadership – the ThinkinCircles way

Building strong relationships with our clients is one of the most fundamental parts of the ThinkinCircles ethos. It’s particularly satisfying when those relationships blossom into communication thought leadership that drives one of our clients to greater and greater success. One such client, IMS People are world leaders in Offshore Recruitment Services and work with resourcing and recruitment companies across the globe delivering a wide range of innovative and expertly managed resourcing solutions. Headquartered in India but speaking to a global audience it is vital that IMS People deliver marketing communications of the highest possible quality. Their marketing approach is thorough. Exhibitions and conferences of course but at the heart of everything a well-crafted website with excellent optimisation, containing current and appropriate thought leading articles about the recruitment and resourcing sector backed up with well designed leaflets and emails. A combination which quite rightly has placed IMS People as a leader in the offshore industry. ThinkinCircles have had the pleasure of working with IMS People for a number of years and from simple beginnings, writing a few blogs and articles for their website, we have developed into a communications partner who deliver the vast majority of IMS People’s online written communication. Over the past few years we have delivered copy for a number of IMS People brand websites as well as delivering thought leading articles, blogs and marketing emails that have served to place IMS People as a truly global expert in the recruitment sector. In addition to the online based collateral ThinkinCircles has created copy for a wide range of marketing material including leaflets and brochures and in doing...

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Why employee learning and development is so important to recruiters and candidates?

It’s difficult to think of an area of talent management more overlooked than learning and development. Yes, some organisations are good at it when they can see direct benefits for themselves. However, it is still rare to see employers investing in shaping the future direction of their employees’ careers, by offering them the best learning and development opportunities. Unfortunately, few organisations actually realise that by ignoring it, or at best seeing it as an afterthought, the consequence is that they will not be seen as an employer of choice by either recruiters or candidates. Ultimately, these organisations will pay a very high price: the loss of top talent. Having a strong and successful employee learning and development plan helps to grow an organisation’s employer brand and ensures they are a prime consideration for recruiters and candidates alike. A commitment to these areas is transmitted into the career marketplace, including to job seekers and recruiters, by means of positive feedback by current and past employees. Increasingly, an organisation will be recognised by recruiters who seek to place ambitious candidates with them, on the strength of their employer brand and the quality of their learning and development offering. The simple fact is that today’s employees care a great deal about professional development and want to develop more skills. It really is essential to make your organisation stand out by making the professional development of your employees a top priority. Especially as 60% of millennials would rather work somewhere that offered professional development opportunities than somewhere that offered regular pay raises. Yet according to research only 25% of employees feel as though...

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New recruitment data shows 96% of recruitment strategies hit by Brexit

With just under a year to go until Brexit, a worrying 96% of recruiters and HR managers are having to rethink their recruitment and hiring strategies to cope with Brexit, according to new research from LinkedIn. Indeed, 46% of respondents are seeing a ‘big’ or ‘huge’ impact as the UK becomes less attractive to international talent. The LinkedIn’s April Workforce Report, which examines job movement across the professional networking site’s 24m members in the UK and is designed to provide members, businesses and policymakers with evidence-based insights into the changing shape of the UK workforce, also shows that the UK is losing talent to the European Union. This month the report also included the results of an independent ‘Recruiter Sentiment’ survey that gauges UK based in-house and agency recruiters’ confidence in their ability to fill available roles: reflecting the trends they are seeing in the marketplace. The survey found that hiring professionals are seeing a negative impact on international hiring into the UK, with 37% of recruiters seeing a decrease in candidates from EU countries over the last quarter. And it’s not just EU candidates being put off by Brexit either as recruiters are seeing a decrease in hires from such countries as the USA, Canada, Australia, South Africa too. This offers the worrying prospect that any fall in EU candidates won’t be filled easily by those from non-EU countries. The figures highlight the negative impact on international hiring into the UK from the following countries over the last quarter: Italy – 37% France – 35% Germany – 35% Netherlands – 32% Spain – 29% Other 27 EU countries...

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Delivering results for our clients – the ThinkinCircles way. A case study on LMA Recruitment

Sometimes here at ThinkinCircles our clients come to us with a specific marketing problem they need to resolve swiftly and efficiently but without spending a fortune! It’s exactly the kind of challenge we relish and with our many years of experience we are always on hand to offer a prudent, well considered solution that achieves the desired results. One such client, LMA Recruitment, an international multi award winning specialist recruiters had just such a challenge from their London based Secretarial recruitment team. The London market for secretarial staff (Secretaries, Personal Assistants, Executive Assistants, Receptionists etc.) is fiercely competitive and the talent in the marketplace tends to utilise search engine results to find the best recruiters and the latest vacancies – naturally then, the key way gain an advantage in the marketplace is to rank well on Google. LMA were falling behind on that score and ranked midway on page four of the organic results. Simply not good enough for an agency that prides itself on the very highest standards in recruitment and a service level second to none. The challenge was on, get LMA ranking significantly higher for their specialist sector within the capital, the most competitive region of all. Initial research showed their position for the vital keywords was poor, mid page four rankings – effectively lost on Google, we needed to achieve page one results, and quickly. The team at ThinkinCircles devised a marketing strategy which included a carefully orchestrated mix of on-site search engine optimisation, social media marketing, blogging and article content creation and a small Google Adwords budget. The results were stunning, after one month...

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What you need to know about the Facebook scandal

For most of us, the Facebook scandal is current and significant news, however the full details, the size, reach and impacts of the controversy are in many ways somewhat of a mystery. Ok, yes we get that the personal data of Facebook users has been mishandled and that there have long been reservations about the enormous amount of information Facebook collects. Plus, we grasp that this is a big deal as Facebook has nearly two billion users around the globe. Plus, we are aware that for Facebook this is a total branding nightmare. Yet, you could be forgiven for not being fully aware that when you delve deeper into the scandal it actually starts to read like the script of a Hollywood blockbuster, involving the most controversial and nasty US presidential campaigner ever, allegations that the world’s largest social network listens to users’ conversations through the microphone on their smart phones and after much speculation, the revelation that during the 2016 U.S. election a handful of Russian actors manipulated Facebook users by spreading misinformation on the social network. See what I mean, I’m even thinking Matt Damon for the lead, how about you? So, let’s look at how all this started The whole scandal stems from news that in 2007 Facebook allowed access to the data they held on their users. App creators, developers of games, social software and dating apps, plus academics, researchers and marketers all gained access to the data of Facebook’s users. In 2015 Facebook learnt that Aleksandr Kogan, a psychology professor at the University of Cambridge had broken its data policies when he shared user...

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Why JD Wetherspoons decision to quit social media is down to them having the wrong strategy

This month amid a media frenzy and ironically a lot of trending on social media, saw JD Wetherspoons’ Chairman Tim Martin announce that with immediate effect the pub chain would be closing all of its social media accounts, in order to channel its communications directly via an in-house magazine and website. Martin said he took the decision after becoming increasingly concerned by reports of MPs and public figures being targeted by trolls and following the Facebook Cambridge Analytica data scandal. He also expressed a view that there is an unhealthy “compulsion” among social media users to spend too much time on platforms like Facebook and Twitter. Martin felt that Wetherspoons’ staff were spending an increasing amount of time dealing with social media messages and that he was not convinced that being on social media sites brought any commercial benefit to the business. Wetherspoon certainly isn't the only company to recently remove itself from social media platform. Indeed, the call to #DeleteFacebook after the Facebook Cambridge Analytica data scandal saw Playboy, Tesla and SpaceX delete its Facebook account. So, you do have to ask yourself the question was JD Wetherspoons’ decision the right one? Well, no one can deny that Chairman Tim Martin knows his market, especially as his company keeps going from strength to strength, when on average 4 pubs close a week in the UK. He also knows his customers, so maybe he is truly making a stand for his customers by changing his digital policy. Or it could be a strategy based on the fact that he has previously blamed social media and in particular Facebook as...

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All you need to know about blockchains and their benefits to recruitment

You could be forgiven if you’ve filed knowing about Blockchains under must do/sort later, after all isn’t it all about finance and bitcoins and nothing to do with recruiting, staffing or HR? You certainly wouldn’t have been wrong if you had taken this approach, as in reality although blockchains have been around since 2008, as part of the digital bitcoin currency concept, they have had little, if any, application in recruitment. That was until now. At the end of last year, Technojobs.co.uk the UK’s leading IT Jobs Board, announced their partnership with the world’s first blockchain career verification platform APPII. This ground breaking move allows candidates to apply for roles using CVs verified by blockchains and ensures recruiters and employers know that the information is trustworthy and authenticated. So what actually is a blockchain? A blockchain is a digital database system of record keeping, where each entry and its details are validated and recorded across a network of decentralised computers. The records are shared with many and everyone has access to the distributed database records (the block), however it is only shared after all parties involved have verified the accuracy of the information. The chain happens as each block of information notes the block of information before which has a timestamp, ensuring it is impossible to tamper with or alter and everyone’s copy of the distributed blockchain is kept in synch. Users can only edit the parts of the blockchain that they “own” by possessing the private keys necessary to write to the file. As a blockchain is not stored on a centralised server or held by any one...

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Geotargeting and Geofencing – the latest in candidate attraction

Today no matter how focused, dedicated and creative you are at trying to reach and entice qualified candidates, it can certainly seem like an uphill battle. Let’s face it, the best talent have so many options and choices and they know it. Plus, are they really looking? The likely answer is no. However there is a strategic route you can take which is subtle not aggressive, can do wonders for your employer branding and can even make the most passive of candidates respond, as they feel it’s bespoke to them. Plus, because it’s focused on small but highly targeted numbers, it’s super cost effective as well. Welcome to the latest hot topic in recruitment – ‘geos’ – and it’s having some impressive results so far – put simply it’s location based advertising for recruiting. So what are Geotargeting and Geofencing? The first thing to know is that they are often lumped together and used interchangeably. However, whilst there are similarities, they are different targeting strategies and should be used for specific campaign objectives. Geofencing delivers ads to everyone entering a specific area. Geotargeting delivers ads only to certain individuals who meet specific criteria when they enter a fenced area. Geofencing draws a virtual, wireless fence around a location and delivers ads to their devices, whilst they are in the area and after they’ve left. Targeting business areas, universities, geographical events, or entire neighbourhoods on platforms such as Facebook, Instagram, and Google Search Network are good examples of geofencing. The important thing to remember with geofencing is that the minimum radius on all platforms is one mile. That means you...

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Are chatbots the answer to the candidate experience challenge?

Today, the sheer volume of endeavour involved in talent acquisition can overwhelm many organisations and recruiters. Whilst advancements in technology have certainly helped and we’ve become quicker and more efficient at finding and handling candidates; these advancements haven’t guaranteed success in one of the most important areas of today’s war for talent – the candidate experience. Step forward artificial intelligence (AI) and specifically the chatbot. By utilising its human communication abilities, recruiters competing for talent can raise candidate communicate and engagement standards without adding extra burdens. So what is a chatbot? They have already being predicted as a replacement for apps; indeed Microsoft chief Satya Nadella has gone as far to say “Bots are the new apps!” Put simply, a chatbot is AI software that can have intelligent conversations, for example, it can ask candidates questions or even answer their questions. It can be seen as the ‘human face’ of AI and no it won’t replace humans. In fact, chatbots will make recruiters lives easier, ultimately speed up the recruitment process and allow human skills to be utilised for more strategic and crucial functions within the recruitment process. The chatbot can deal with the more administrative/process repetitive tasks and can become the key and primary communicator with candidates, especially in the early stages of recruiting. Most importantly, a chatbot can maintain the levels of communication required when trying to offer the best candidate experience possible. You might be surprised to know that chatbots are not an altogether new phenomenon. The aftermath of the 9/11 attacks saw a 40% increase in traffic to the live chatrooms of the US Army’s...

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Google for Jobs and its impact on the recruitment industry

When Google for Jobs launched in the US earlier this year many saw it as welcome help for one of the hardest tasks facing any business: finding the right employees. Google for Jobs is one of Google’s first steps into the recruiting space and has been launched initially in the US, although it has high hopes of moving into other territories very soon. Google’s aim is to make the job search process easier and ultimately far more accurate, by utilising artificial intelligence (AI) and machine learning to refine searches and provide tailored results. So what is Google for Jobs? According to Google, Google for Jobs ‘uses machine learning to understand how job titles and skills relate to one another and what job content, location, and seniority are the closest match to a jobseeker’s preferences.’ To do this, Google has partnered with job recruitment giants such as CareerBuilder, Monster, LinkedIn and Glassdoor and the result is a streamlined job search engine that sorts and collects listings from all over the web and puts them in the hands of jobseekers in one place. Google for Jobs is very similar to what Indeed offer currently. You can’t directly post adverts on Google for Jobs as it is not a job board. It’s an enhanced search feature that aggregates and features job postings that are already published on job boards and career sites, in a dedicated space at the top of the search results on Google. Driven by artificial intelligence Google for Jobs is all about data, specifically all the personal data that Google collects about the candidate from the web. Drawing on...

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