Welcome to issue 235 of the ukrecruiter newsletter. 

CONTENTS

Visit http://www.careersinrecruitment.com for the latest recruitment industry jobs.

Researchers Tips by Chris Malcolm of deAnsa

Once a month we give a quick tip on managing a successful research project. 

Question 8 Should I double-check my research? 

Years ago we were engaged to research and find investment banking analysts with expertise in shipping, so we immediately started to call Scandanavia, the home of world shipping and English language skills – perfect! Before long we had filled our quota and happily turned in our work to the client. A full half of our candidates were immediately turned back by our client as unacceptable. 

Our error? We had asked each person directly if they were a shipping analyst and each had answered in the affirmative. What we had not realised is that they had omitted to mention that their departments were very small and rather than being a specialist, each covered a number of areas as a generalist. Plus I think there may have been an eagerness to be interviewed for a City of London based position. Our solution? Back into the market we went this time asking if they analysed automotives as well. The overly keen that said yes were dropped from our list! To this day we insist that every potential name is asked twice to describe their job and this is after we have been told by an independent source that they are the correct one. 

deAnsa is a research company for headhunters, executive search consultants and recruitment professionals who require target specific research to find the right candidates on a worldwide basis. They can be contacted on +44 (0) 7074 449 449 or by e-mail at enquiries@deansa.com


My Favourites will be back next week.  Why not submit your 3 favourite web sites. See the guidelines at http://www.ukrecruiter.co.uk/articles.htm

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Article One: Recruitment Website Review – First Choice Staff by John Harrup

Website Address - www.firstchoicestaffuk.com 

Company Background 
Established in 1993, First Choice Staff have become a leading industry name supplying both permanent and temporary staff to a range of areas including the freight, airline, logistics, courier and distribution sectors. With 3 branches strategically positioned throughout the UK, First Choice has the opportunity to grow and target a very wide area of potential clients and candidates.

Creative Design
The look of the First Choice website certainly does catch the eye and stand out on the screen. Differing shades of blue make up the only colours on the site which, especially after extended viewing, become quite difficult to decipher. I feel a white or pale colour background would still have the same desired effect but would make the site slightly easier on the eye. 

Ease of Use
The First Choice website is split into 3 sections; Group, Corporate and Staff from which you can choose in a tabbed menu format. The Group section simply offers information on the company as a whole and lists the services that they offer. The corporate section deals with all the high end jobs that they currently have and the staff section everything else. In all of these sections the left hand navigation is clear.

Relevant Content
First Choice’s website offers comprehensive background information on the company. The corporate section, apart form having the usual list of vacancies, also allows the clients to view the current candidates that First Choice have on their books and have the opportunity to get in touch with the individuals through the agency. Separate from the recruitment side First Choice also promote the business sales part to their organisation and the mergers and acquisitions section. The main staff section only offers information on the current full time vacancies. . Temporary job seekers need to get in touch with their local branch.

Additional Services for Candidates and Clients
The website does not deal with clients: they would need to get in touch via the contact page should they want to work with First Choice. Therefore we shall concentrate on the candidates. Unfortunately they receive little extra incentive to come back to the site time and time again. Unlike some recruitment websites that offer tips on such things as writing your CV and interview techniques, First Choice does not. This is coupled with the fact that they do not even offer email or text updates when relevant jobs arrive for their candidates so there is little chance that they will come back to the website.

Summary
Overall the First Choice website is serving its role and getting the company a presence on the internet. In my opinion the very bold colouring of the site does not help the site and taming this may be of benefit to them. The information that is contained on the site is comprehensive enough offering a clear background to the company and should attract candidates. Indeed, First Choice does have a fair stock of vacancies and are a nationwide company however I feel ignoring the clients on the site is an oversight. Unless they have a very good existing client base that they are happy with, they should always be looking to bring in more employers so they can offer their candidates an even wider choice. 


John Harrup is the Marketing Manager for G-Forces Web Management, a website design company specialising in web based content management systems. You can contact him by email on john.harrup@gforces.co.uk or on 01622 609 707. To view all of G-Forces products and services go to www.gforces.co.uk.

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Article Two: How to Get to the Top of the Search Engine Results by Enhance Media

The further up the search results you appear, the more traffic you receive. So how do you get there? This article explains search engine marketing, the techniques involved and indicates how, and why, they should be adopted for your organisation.

Search Engine Marketing
According to NORAS Summer 2005, 41% of all first time visitors to a job board started their job search on a search engine. Search engine marketing is growing at a phenomenal pace as more and more companies start to adopt this technique as part of their marketing mix. 

Search Engine Marketing can be split into two areas:

Keyword Sponsorship
Search Engine Optimisation

Keyword Sponsorship
Sometimes referred to as ‘pay-per-click’ or ‘paid for search’, Keyword Sponsorship allows advertisers to sponsor keywords and phrases that candidates enter into search engines in order to achieve a high prominence for their site within the search results.

All search engines are laid out differently, but generally the paid-for results appear at the very top and the right hand side of the listings 

The pricing operates on a ‘pay-per-click’ model, so you only pay when someone clicks thru to your site. 

What’s more, you can set your budget to allow you to limit the monthly spend. This is by far the most accountable advertising method available as you pay for the traffic you receive, and never pay more than you allocate. 

In summary:
You pay for what you get
The more you bid, the further up the listings you appear
You control the amount you spend
The traffic is relevant because you specify the keywords
Your budget is controllable in real time
Your activity is highly accountable and trackable

Search Engine Optimisation
Below the paid-for search listings we find the ‘natural’ or ‘organic’ listings. Unlike keyword sponsorship, where you have to pay to get to the top of the listings; search engine optimisation operates on relevance to the search term.

Each search engine has complicated and changing algorithms that classify the web pages and deliver the search results.

Broadly speaking, the search engines will examine four areas and use this as a reflection of how relevant your site is. 

Keywords 
Meta tags
Popularity
Referring sites

Keywords - The search engine’s ‘spiders’ will trawl your site and detect keywords in the copy that reflect the content of that site. HTML based sites are much easier to detect and classify than sites built using Flash or other rich media platforms.

Meta tags – These are keywords and descriptions that have been placed in the site’s code (the instructions telling the internet how to display your web page). To check whether your site has these in place, browse to the page on your site that you want to check, position the cursor over the page, press the right mouse button and then click ‘view source’. Look for ‘<meta name="keywords" ….’ Usually somewhere neat the beginning.

Popularity – the more traffic your site receives, the more relevance the search engine will place on your content and relation to the keyword. 

Referring sites – also the more sites that link to your site, the greater the perceived relevance will be.

How can you influence these listings?
Firstly, it is important to make your site as visible as possible. This is done by including keywords in your online copy, and ensuring that if your site is built using Flash, you have an HTML back-up. 

Secondly, a good web developer will place meta tags and descriptions in the code as a matter of course. If your site is lacking them, consult your web department or agency.

Lastly, you have to submit the site to the search engine. This is done using submission software, which your agency should have. 

In summary:
Requires a basic technical knowledge
You need Submission Software
Depends on relevance of your content

Sponsorship or optimisation?
One of the advantages paid-for search has over natural (sponsored over optimised) is that you can never guarantee that optimised results will be at the top; whereas sponsored results will appear at the top, and stay there, if you are prepared to pay for it.

What’s more, from an ease of use point of view, sponsorship programmes require less technical know-how to implement and manage; and as it operates in real-time, results can start to be seen almost immediately.

However there is no reason why you shouldn’t use both approaches.


Until the end of 2005, Enhance Media are offering a free search engine optimisation report with every keyword sponsorship campaign. The report will analyse how your site is ranked on the search engines and make suggestions for improvement. Contact Damian for more information.


Damian Routley, Account Director at Enhance Media Limited, has first hand knowledge of online recruitment systems and marketing through six years of devising media plans and creating recruitment websites that enable organisations to attract the best candidates. To find out more, contact Damian on 020 7801 6266 or at damian@enhancemedia.co.uk.

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Don't Miss This

Free Evening Seminar, Developments in Recruitment Law: challenges and opportunities, 26th October 2005, London
Following a number of requests from ukrecruiter subscribers Penn Legal are offering an evening version of their popular, free, legal seminar.  Taking place at 1 Quality Court, Chancery Lane, London WC2A 1HR from 6.00pm to 8.30pm. Free to attend. For more information, including an agenda, email agency@pennlegal.co.uk or call 0870 043 4361

'The War For Clients Conference', 10th November 2005, London
One-day event organised by The Executive Grapevine with content focused on client opinion at executive level. Visit www.askgrapevine.com/events to see the complete agenda and description of the day.  Call 01727 844 335 to find out about their  exclusive offers for ukrecruiter subscribers

Free CV Search for all ukrecruiter subscribers
Agency Central ("the UK’s leading dedicated recruitment agency directory") is launching a new job board called Vacancy Central. The site has over 60 new industry specific job boards and a fully searchable CV database which already has 15,000 fresh CV's from the past 3 months. Vacancy Central has a special offer at present offering two weeks free access to its CV database to all ukrecruiter subscribers. To apply email lee@agencycentral.co.uk using subject ukrec. For information about Vacancy Central visit http://www.vacancycentral.co.uk/recruiter/. Terms and conditions apply.

UK Recruiter Discussion Forum - Are you using it? 
Don't forget to visit http://www.ukrecruiter.co.uk/forum. Current topics on the site include "Agency Regs - did they come to anything?", "Commission Structures..." and "The Great Cold Calling Debate..again". It is free to use the discussion board and you don't have to register to view messages. Visit the site; ask questions and share your knowledge

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Statistics

Hitwise top 10 Recruitment Sites, week ending 8th October 2005 
The most visited UK recruitment sites last week, starting with the most popular, were www.jobcentreplus.gov.uk, www.jobsite.co.uk, www.totaljobs.com, www.reed.co.uk, www.jobs.nhs.uk, www.monster.co.uk, jobs.guardian.co.uk, www.tesjobs.co.uk, www.eteach.com and www.jobserve.com. For more information about Hitwise, visit http://www.hitwise.co.uk

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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk

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