The Importance of Brand Success

Imagine that – for some terrible reason – Kellogs suddenly lost all of their assets and stock, leaving nothing left behind of the company that is tangible… except, of course, for their brand. And because of how successful the Kellogs brand is, should this unlikely hand be dealt to them, I have no doubt that the company would survive on the back of it. That is how important branding is.

But there is much more to branding than surviving an apocalyptic-type scenario such as the one outlined above. A strong brand brings with it a platter of benefits, from client acquisition right through to attracting the best employees to the company.

Any candidate who knows their worth, will seek out a job opportunity that will allow them to develop and thrive, as well as gain respect and recognition from fellow professionals in their area of expertise. A strong brand can go a long way in attracting the very best talent to a company, and may ultimately be the reason why a potentially stellar candidate picks one employment opportunity over another.

Think about it, a strong brand will:

1. Put across the culture and ethic of your company

If a candidate is aware of the work environment within a company, what other people say about working at the company, and the benefits to be had by joining the company, then they are much more likely to be attracted to a position within it.

Whether a company is tagged as ‘cool’, ‘fun’ or ‘ambitious’, a candidate will recognise this and mentally ‘place’ themselves within it.

2. Offer security to potential employees

A strong brand will convey a positive message when it comes to job security and progression – something that’s vitally important during times of austerity.

And remember, when it comes to advertising a job online, offer all of the advice, tools and services you’ll need, from posting a job across over 70 of the UK’s leading job boards, to specialist advice and candidate assessments. Visit our homepage for more information!

Job Descriptions – And Why They Matter

Recruitment can be, and many times is, a time-consuming endeavor that eats away at a company’s resources. But despite this, I’ve seen far too many businesses overlook, or put-off, updating their employee procurement procedure.

A big part of this is all about getting your job advertisement spot on, the first time around. It’s amazing how many times I see the same job being advertised across – not one, but a multitude of – job boards, time and time again. And among them all, the one common theme is a lack of detail in the job description.

To think of the amount of time and money that most of these advertising companies are throwing away is mind-boggling, especially when it takes just a little more planning to begin with to reign in the expenses.

No doubt, many of the ‘empty’ job advertisements – void of job descriptions – will attract candidates, who will probably also apply for the role. But the chances are, these individuals will not be the kind you are looking to add to your company. It would be akin to advertising a shop without telling anyone precisely what the shop sells. Sure, you’ll get a few casual perusers walking in, but no-one who is looking for anything specific will even entertain the idea of visiting.

A detailed, skill-based and personal job description will make sure you are casting your rod in the right pond, and will attract those who feel they match what you are looking for.

I imagine taking this route, could save many businesses both time and money when looking to expand, as well as making sure they attract the best fit for their outfit.

Aside from this, it also benefits potential employees in that it outlines your company direction and how they would fit in. A clear job description for every employee helps to steer their individual goals and contributions in the same direction. There will be no office confusion about who is to pick-up what work, which will ultimately lead to a more productive and happier team!

So remember, it all starts at getting the recruitment process right from page one – something that can help you with to no end! From job-board advertising right through to candidate assessments, we’re here to make sure you get the best from your recruitment!

Job Seekers Willing to go the Extra Mile to Find Work

According to a recent study carried out by, job seekers are now willing to travel larger distances to attend job interviews. The research shows that, in fact, those looking for work will travel up to around 72 miles for the chance to shine in front of prospective employers.

What’s more, the study also finds that job-hunters now spend much longer preparing for interviews than they did last year, with 44% putting at least two hours into planning and company research for each job opportunity. That’s a fairly large 12% increase on the previous year, showing that candidates are realizing the competition for jobs and are equally putting their foot on the gas – quite literally – to leverage themselves onto a higher platform.

John Salt, of, said of the figures…

“Despite the fact that the UK jobs market has grown in recent years, it is still a competitive market. These statistics show that job seekers are increasingly aware of the commitment they need to make in order to find employment.

“This is no longer a time where people can expect to walk into a job, or be able to ‘wing’ the interview. People are willing to travel a long distance from their homes, and an increasing number are willing to put in over five hours work, in order to better their chances.”

The figures also mean that some businesses must look at the interview stage of recruitment a little more seriously rather than flippantly. With candidates now putting in the extra mile to impress prospective employers, it’s important that company’s hone their interview techniques too, and provide each potential employee with a fair and dedicated experience. For more information, please refer to our guide on Effective Interviewing Techniques.

Additionally, companies should keep in mind their location when advertising on job boards. That is, if a job seeker is willing to travel further to your premises, then it makes sense to target those within a wider locale.

And remember, for all the help you’ll need to advertise a vacancy online (across over 70 UK, leading job boards), then be sure to visit our homepage – – for more information.


How to Write a Great Job Advert

Every company wants to attract the best candidates to their outfit, which is what makes writing and effective and eye-catching job advert, is crucial. To get you started, we’ve put together a few pointers to consider when advertising your next open position.

Think like a Marketing Executive

Advertising a job is much like advertising a product, only instead of trying to engage a sale from a customer, you’re aiming for an application from a potential candidate. However, all the same rules of the classical ADIA marketing still apply; that is:


Create a concise, clear, yet enticing headline that will grab a potential candidate’s attention so that they read more about the job. Falling at this hurdle by creating miss-leading and/or cloudy headings will see potential candidates skip right past your advert.

Think also about the type of candidate you want to attract, your company ethos and image. Are you a fresh, fun and young outfit looking for graduates to help drive your business forward, or an established outfit on the prowl for seasoned professionals to guide the company in the right direction?

Think about the wording and how your target audience is likely to react when reading your heading. Only then will you begin to maximize your adverts potential!


After grabbing a candidate’s attention, you’ll then need to keep it by highlighting all the benefits of joining your company. Of course, make it clear what you would expect from potential suitors to the role, but also focus on how the role can benefit candidates too. Do you have a cool or funky chill-out area in your office? Then tell them about it! Are your offices equipped with state-of-the-art computers? Then wax lyrical.


Okay, so you’ve got their attention and you’ve managed to hold it all the way through your job advertisement. Now comes the tricky part – making them desire, or want to apply for the job. To do this you must convince potential candidates that the job will satisfy their requirements.

Obviously, everyone’s requirements will be different, so it’s impossible not to leak a few people at this stage. However, by clearly listing everything that your company can offer to a candidate you’ll keep your losses at a minimum.

Things like progression opportunities, office location, company ethos and working environment should all be briefly touched upon so that candidates know exactly what they are applying for. By doing this, you’ll have candidates unconsciously ticking check-boxes in their heads and generating a bigger desire to apply for the job.


The final step is to lead potential candidates to an action – in this case applying for a job. The best way forward here is to place your advert on as many high profile job boards as possible, making the application process for all job-seekers extremely simple. If you need help with placing you job advert online, see our job advertising page for more information.

What NOT to Put in a Job Advert

Although your goal is to stand out from the crowd and attract as many candidates as possible, there are a few things you should refrain from in doing so. These include:

  1. Large graphics (which make for slower page loading times)
  2. Fancy looking fonts (which distract from the content itself)
  3. Too much information (nobody wants to read 3 pages before applying for a job)

And Finally…

Remember that can help you with all of your job advertising needs, including candidate assessments and advert placement on over 70 of the UK’s leading job boards!

Jobseekers Going Mobile

Over the past few years, with the sudden boom of mobile devices, internet on-the-go has fast become a major part of our lifestyle. It means that web-surfers consuming content online are no longer satisfied with traditional websites, especially when it comes to service-orientated websites.

The days of clunky mobile web experiences are quickly becoming a thing of the past, forcing companies with a mobile-audience to offer up a more modern viewing experience on mobile devices.

Now, according to a recent study carried out by CV-Library, around 56% of candidates are using their mobile devices when job hunting. It’s a statistic that recruiting companies too, must now take notice of when advertising their vacancies online.

CV-Library has been focusing on mobile technology over the last 6 months, ensuring that all candidates will be able to search for jobs on-the-move via a mobile-friendly web interface.

The managing director of CV-Library, Lee Biggins, said that “Mobile innovation cannot be ignored, especially within the online recruitment industry where candidates continually require instant and easy access to a pool of jobs or CV’s.

“As job adverts moved from newspapers to websites a decade ago, now we need to introduce mobile services to ensure we’re engaging with all candidates across the UK.”

CV-Library is just one of the many job-boards (including Total Jobs, Reed, Monster and more) that can post your job across, ensuring that potential candidates can view your advert on all devices.

Not only that, but we can also provide the service at a much lower price than going direct to each job board. Visit our job board advertising page for more details.

Jobseekers Looking for Digital Breakthrough

A recent study carried out by has shown a 30% increase in the number of applications for jobs within the electronics sector over the last year, with applications for IT-related jobs also rising by 10%. It’s not a surprising jump – considering the fast pace at which technology is evolving – and it seems that those looking for work are becoming more savvy to the growth of the tech industry, focusing greater ambition to get their ‘foot in it’s door’.

And it’s something that hiring companies must now consider – when advertising jobs for within their outfit – in order to attract the best candidates possible.

I remember when I was first trying to break into the digital scene. I would prowl the internet for hours on end looking for any sign of an entry-level position that required little or no digital experience. Granted, I had experience in other areas – statistics, analysis and marketing to name a few – but I recognised that the way forward in the modern game was through technology. I was desperate to land a job that would offer me exposure to the digital industry and bolster my chances of a successful career in the future.

The point I’m trying to make here is that many job advertisements just didn’t fit what I was looking for in a full-time roll. There was very little on offer when it came to digital training or technological advancement. It all boiled down to, in most cases, either you were an IT person or you weren’t – there was no middle ground for people like me trying to push their way through into the industry.

Luckily for me, I managed to find that one job that offered me the assurances that many other job seekers are looking for today – an introduction to the tech-side of business. Be it through social media, online analytics programs or digital advertising, I was constantly exposed to new technology, laying the foundations for what has now been a great few years working in the industry.

So, what’s the lesson here?

Put simply, more people are turning their heads towards a career in the digital sector. There will undoubtedly be many job seekers looking for that breakthrough role that introduces them to new and emerging technologies. It’s down to you as a company to bring the table – whether it be through a marketing role, sales position or customer services – an opportunity to learn and grow with modern business techniques and technology!

In doing so, not only will you attract more people to the open position, you’ll also maintain a great working environment where staff want to work & learn all at once!

And remember, if you need any additional help when it comes to job advertising, is here to help! We provide all the tools and services you’ll need to hire the best staff possible for your company. Find out more by visiting our homepage.


Why Social Network Websites will Never Replace Job Boards

As we all (begrudgingly or not) move into a new era of mobile websites, content on-the-go and fervent social networking, some companies are starting to look at candidate recruitment in a different light. That is, a few businesses are turning their heads towards social media websites such as Facebook and Twitter to attract new candidates – which is understandable. After all, the explosion of Facebook and its global reach means that companies can’t afford to look the other way any more. But when it comes to job advertising and candidate sourcing, are social networking routes really the ideal way to go?

It’s a question on the lips of many recruitment specialists at this moment in time, and the fiery debate surrounding it is hotter than ever.

Our view is that social networking websites will always be cast in a supporting role when it comes to finding new talent; here’s why…

Social Platforms are Not Designed with Job Advertising in Mind

The main reason that online job boards replaced the traditional newspaper job advertisement columns is that they were a much easier and cost effective way of doing the same thing. What’s more, job boards have developed much more since they first arrived on the scene – with the introduction of CV databases, candidate searches, keyword matches & many other features.

So the question is, do social media websites allow us to do the same things as on a job board website, but much easier and cheaper? The answer is no.

Okay, so Facebook has a job board – that much is true. But these social job boards are not strong performers, quite the opposite, in fact. They do not offer all the same tools, CV databases and flexibility that classic job-sites – such as Reed and Monster – offer.

Social Media Websites are ‘Unprofessional’

To be honest, I don’t like the word ‘unprofessional’ in this regard; it seems a little outdated and comes with an old-fashioned vibe. But for want of a better word, it is.

Put it this way – social media websites contain information about a candidates that both you and the candidate in question would rather keep separate from job applications. There are many times that I’ve seen companies shy away from a potentially good catch, because of a less-than sophisticated profile picture or news feed on the candidate’s profile.

And it works both ways. People know that their profiles may not shed them in the most professional light, and so they too back off from applying to jobs via social networking sites.

Social Media Enhances Job-sites

What I will say about social media outlets is that they can greatly enhance the effectiveness of classic job-boards, from focused candidate targeting right through to a means of advertising your job advert. They essentially give you an extra ring to your ladder, enabling you to see farther and wider than you could with a job board alone.

It’s this kind of hybrid approach which works best for many companies, and is yet another reason why social platforms will never replace classic job-sites.

And Remember… can offer you all the expert advice and tools you’ll need when it comes to finding talent for your company, including effective job-advertising across over 70 of the UK’s leading job boards.

Investing in Youth – 3 Reasons to Hire a Graduate

Freshly qualified graduates are labelled – a lot of the time and quite unfairly so – as a group of loutish and work-shy slobs who would rather sit at home watching Jeremy Kyle than flourish in an exciting new career. I should know; in the past I’ve been tarred with the same brush as those few who give students and graduates alike, a bad name. But in reality, when it comes to hiring new recruits, an attitude similar to this could see you miss out on a potentially brilliant candidate and addition to your workplace.

So here I am, armed with three great reasons why you should invest in graduate youth when it comes to expanding your business.

Graduates Have Bags of Enthusiasm

They’re young, they’re ambitions and their dreams haven’t been squashed (yet). This all takes the form of raw energy in a graduate, which can be tapped into and utilised in all kinds of ways for your business. Whether that be integrating with other staff members, raising the morale of your team, learning new skills for the job or even just brightening the atmosphere up a little – it’s a great kind of energy to have in the office!

Granted, there can be times when too much energy can be a distraction, but it’s all about tapping into what’s there in abundance and controlling it.

Graduates are Like Chameleons

It’s actually a popular misconception that Chameleons can adapt to suit their surroundings, but the analogy will suffice for my point – that graduates are extremely flexible when it comes to a new environment.

They don’t bring with them any kind of baggage from past jobs, or draw comparisons from previous positions they’ve held. This makes them very easy to mould into your way of thinking when it comes to character development, so that they fit seamlessly into your setup.

Graduates Bring in New Ideas

Sometimes, a company can get so bogged down in its day-to-day routine, that there is neither time nor the room left for creativity to thrive. This is where graduates really prove themselves to be a popular asset among team-leaders.

A graduate is new to the business world. Their thought processes have not yet been restricted by business ‘best practises’ or ‘proven methodologies’. Their minds are essentially unshaped pools of new ideas and fresh outlooks.

And Finally…

If you are on the lookout for graduate talent, can offer you all the tools you need to find the right candidate for your company. From job board advertising to specialist advice, we’re here to help you find the right talent for your outfit!

Make the Switch – 3 Reasons to Manage Recruitment In-house

In the current economic climate, more and more businesses have been forced to scrutinize every cost and outgoing, in order to squeeze as much juice out of their budget as possible. The knock on effect for many, is a straight swap from having their recruitment managed by an agency to handling their employment reigns themselves – in-house.

But far from just benefiting from the reduction in cost from this approach, companies are starting to realize the additional perks that come with taking a hands-on attitude towards recruitment.

So, if you – like many other UK business leaders – are considering taking back the power from an overpriced and overhyped recruitment agency, here’s a few extra incentives to push you in the right direction…

No-one knows the Job like You Do

Think about it, this is your business we’re talking about here. Why would you want to let someone else suggest the type of person who should be working for you? Chances are, they don’t know you’re business from the ground-up like you do – and I’d be willing to take a punt that they never will, either.

It all boils down to how much you want your company to succeed. If you’re after a short-term fix to help sail your company steadily along then by all means, a recruitment agency may be able to find someone to fit that bill. But if you’re on the hunt for that gem of a candidate who can really help to drive your company forward, then you’ll probably want to catch someone who does more than simply tick a few boxes on a recruitment agency’s check-list!

Put simply, you know what talent looks like within your own set-up more than any recruitment expert could!

Brand Motivation Shines Through

You, are a brand ambassador for your business; something you will never get – no matter how much money you pump into it, nor how long you look for it – from a 3rd party agency or recruitment specialist.

By making the switch back to an in-house recruitment management policy, you’ll be able to convey that brand image across much more easily to potential candidates, and offer a much less mechanical experience for the candidate themselves.

Save a Lot of Money

And here’s the clincher, the big-daddy of all reasons to take your recruitment management in-house and out of the greedy hands of an agency – money!

Everyone knows that the main thing on a 3rd-party recruitment expert’s mind is the pay check at the end of the month. And it’s not surprising, given how much money is pumped into recruitment services by companies.

There’s no doubt about it, recruitment fees are big, and there’s much money to be saved by taking control yourself.

And Finally…

If you are considering the jump from agency to in-house, can offer you all the help and tools to get you started – for a much more reasonable price than any agency can! From job advertising services (across over 70 of the UK’s leading job boards), to specialist advice, we’re here to help!


UK Companies Locked in Fierce Battle to Recruit Top Talent

A recent Resourcing and Talent Planning survey suggests that UK companies must battle harder if they want to land top talent.

The study, carried out by CIPD and Hays recruitment experts, states that businesses are finding it increasingly more difficult to attract experienced and adequately qualified candidates to their outfit.

To put it into figures, the study finds a massive 62% of companies struggle to land those much sought-after prized assets that can help drive a business forward during these rocky financial times. That’s a staggering 20% increase in just the last 3 years alone, since 2009.

And The Reason?

It probably won’t come as too much of a shock to most people that employees, as well as businesses, are noticing the effects of the storm at sea during the current economic climate. That much said, it makes perfect sense that most well-qualified workers would rather stay put than chance jumping ship to another company amidst murky waters below.

It seems that people are now less-inclined to make that bold move to a new company – which may not offer the same assurances as the ones they currently work for.

How Can Companies Combat This?

CIPD researcher, Zheltoukhova, believes that business must adapt to the change in the recruitment landscape by “widening the pools from which they recruit and develop talent, as well as creating new and varied career paths driven by a culture of lifelong learning”.

Simply put, companies must seek new ways to attract the people they want in their set-up, and challenge potential candidates with new and exciting opportunities. And with some confidence starting to find its way back into the job market, there’s never been a better time to stay one step ahead of the game.

And Remember… can offer expert advice to help you attract top talent to your company, as well as provide all the great job advertising services and tools you’ll need to raise the sounds of your recruitment war drums and get noticed by those high calibre candidates.