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The Internet is a fantastic resource for businesses. Not only can they market their services and products to a global audience, but they can also carry out vital research and advertising. Therefore, when it comes to seeking new employees, it has a number of potential uses.
First and foremost, there are numerous websites on which you can advertise posts. Here in the UK you’ve got the likes of Jobsite, Monster and Reed, as well as a number of specialist sites for particular regions and industries. This is a major shift from reliance on the printed media, high street employment agencies and word of mouth.
As such, the Internet allows you to cast your net a little wider. Rather than attracting the attention of a few applicants, you can be seen by thousands. Whilst your HR department may be a little busier, this does allow you to pick and choose a little more; arguably making it more straightforward to find the perfect candidate, as long as you’re prepared to do a little leg work.
But job boards are just the start. This might ensure that you get seen by the masses, but there is more that you can do to target the right people. For instance, many have turned to PPC – particularly when advertising roles within the online industries. Pay per Click advertising will allow you to be seen whenever somebody carries out an ego search.
So for instance, if somebody was looking for a writer they might create a campaign that targets Copywriters. Therefore, if I was to search for Steve Logan on Google (sadly a very generic name, so a pretty poor example), I might stumble across the advertisement. As mentioned, this is highly targeted and also a relatively cheap way to get your role seen.
This can also be done through Facebook. In fact, in many regards it is even easier, as you can create adverts that target the specific information that people provide – including vocation and location. LinkedIn is another prime source of talent. You can advertise or simply search for candidates and contact them directly. With millions of people using social networking sites, it’s an obvious but relatively underused resource for many businesses to tap into.
Of course, social networks aren’t just useful for finding people, they can also be used to look into their background. More and more of us are posting our lives online, meaning it only takes a few quick searches and an employer can find out all they need to know. This isn’t necessarily a bad thing, although if you only ever post pictures of yourself drunk or tweet risqué jokes, then you might find your opportunities become a little limited. Alternatively, if you have created interesting videos on YouTube or are an established and respected Twitter user within the industry, it could provide you with a helpful leg up.
The most important thing with any job opportunity though is that it gets exposure. So make sure you create a dedicated page on the recruitment section of your site and get promoting it. You can then funnel all interested parties to the job description from your Facebook page, Twitter feed and LinkedIn profile.
The Internet has opened the door to opportunities aplenty. Whether you’re looking for a job or advertising an opportunity, it is (or at least should be) the first place that you turn to. Whilst you shouldn’t abandon the printed press for local or prestigious opportunities, there’s certainly no reason why you don’t back this up with some online work.
Google screen via BigStock
We continue to go from strength to strength here at Koozai, and we are very proud to announce that our London branch has expanded into even bigger and better offices.
Google Tag Manager (GTM) is a powerful tool and when properly understood and implemented, can be an SEO’s best friend.
However, before you can actually begin a migration to GTM, you need to take some key steps to ensure everything goes to plan.