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!

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.

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!


Top 5 reasons for using online Job Boards

Here are our ‘Top 5’ reasons to use online job posts for your business…

1)      Everyone is online!

With 76% of the UKs population now online, and recent research showing that job seekers’ preferred searching method being an online search – your business really can’t afford not to advertise your vacancies online!


2)      Reach the best candidates

By advertising your job online, you instantly get nationwide exposure for your vacancy. With more people searching for vacancies online, your vacancy can be found by more of the people you want to target.


3)      Get the most applications

Your vacancy will be seen by more people, and more qualified applicants than traditional media sources (newspapers, radio, etc). This means your vacancy should be viewed by more of your ideal applicants and therefore receive more qualified applications.


4)       Take control of your recruitment

No-one knows your business better than you. By advertising your job vacancy online, you can control the application process from start-to-finish.

(Our recruitment specialists at Hiring Made Simple are always on-hand to help out if you need some guidance!)


5)      Save money

Online job board advertising is often much more affordable than traditional media sources, and yields more applications from a wider talent pool.


So there you have it!

Is your business advertising its job vacancies online yet? lets you post across upto 70 of the UKs leading job boards in one simple step, and for less than the cost of a single job post directly with the Job Boards.

See our full range of Job Posts here.

Staff Turnover Rate – How to Reduce Yours

Over the past couple of years, through several studies conducted by PwC and other research institutes, it has been estimated that staff turnover costs the UK private industry around £40bn+ per year. That’s one heck of a figure, and there is much room for improvement for many businesses in order to bring that figure right down.

Low employee retention rates time and again cause business owners an unrelenting headache; so what can you do to grab the proverbial bull by the horns and take control of the situation? Well, we’ve put together a handful of what I hope you’ll agree are some pretty useful tips to consider when trying to do just that…

1. Hold Frequent Employee Review Sessions

Regular review sessions and development meetings with your employees shows them you’re thinking about their future within the company and investing time and effort into their progression – there’s nothing worse than being left in the corner to rot.

2. Conduct ‘Goodbye’ Meetings

If an employee does leave your company, it may be useful to hold a quick interview with them before they say goodbye for good. Try to understand what brought them to the decision to move on and take it on board going forward.

3. Organise Team Social Events

I’ve once worked in an office where one half of the room (IT) never spoke to the other side of the room (Customer Services), and it made for a pretty gloomy and awkward atmosphere to say the very least.  All the best businesses have a great solidity, spirit and camaraderie beating at their core – try and mimic this by arranging regular social events (either in work time or out ) to bring everyone together!

4. Hire Effectively

This is an extremely obvious point to make, but one which passes many business owners by. In order to take your company further and bring everyone in your office together beating the same drum, you need to really focus on your employment strategy.  From interview technique right down to pre-employment assessments (we can help you there!); you’ll need to be on the ball for the whole 90 minutes.

5. Challenge Your Staff

A job can get very boring, very quickly, if you’re not adequately challenged. Performing the same routine day-in, day-out can fast turn your mind to a sloppy and uninteresting mess – meaning they could end up looking elsewhere to keep it active. Change up your staff’s routines, throw in a few surprises and keep them challenged to avoid their mind wandering to other pastures!

Hiring Tips, Week 3 – 3 Things Most Companies Don’t Consider but Should!

We’re going to close our hiring tips with a quick run-down of some of biggest stumbling blocks that hiring managers often trip up on when it comes to taking on new employees, and how you can avoid falling at them in the future in order to land that hot-shot candidate.

1. Why Would I Want to Work for You?

Let’s be frank, if a company was to table me a job description that’s akin to a laundry list of ‘things-to-do’, it hardly sparks my enthusiasm for the position or gets my engines raring to go. So then, obviously, this will probably come over during the interview (that’s if I even apply for the job in the first place!), meaning all of my positive attributes that I could bring to the business would be somewhat muted. The company bosses may decide that I’m not enthusiastic enough for the role, and could potentially be missing out on a superstar candidate (even if I say so myself).

Too many hiring managers focus on a ‘what can you do for us?’ attitude and fail to sell themselves to the candidate in return. This is a very egotistical and big-headed approach to hiring, and should be avoided at all cost.

Instead, those in charge of hiring new staff should be trying to employ the best possible candidates by selling their company as much as possible. Perhaps this, then, will attract more people who want to work for you and not just those who are willing to work for you.

2. There’s no Miracle Potion

When advertising a job, many businesses are very particular as to what they require when it comes to experience, areas of expertise, personal qualities and academic qualifications. On top of this, they insist candidates must be able to work on X days, have a deep-rooted passion for all things sport-related and be able to drive a motorcycle up a ramp and leap over a row of cars….backwards. The point I’m trying to make here is that some hiring managers are too specific when it comes to job requirements, and won’t even entertain an interview from those who don’t answer ‘yes’ to all of the above.

Let’s get one thing clear, you’re not going to find someone (or at least, very rarely find someone) who ticks all of the boxes. What you may find, however, is that the IT candidate who doesn’t have a degree in web design, actually has a portfolio twice the size of, and more impressive than, those candidates who do.

As a company, you must learn to be flexible when it comes to finding the right candidate for your job. There is no miracle potion that will solve everything!

3. Focus on the Task

I’ve seen a handful of HR managers do a lot of talking when it comes to hiring new talent, but normally Hell has a much better chance of freezing over before they get themselves into gear and employ someone. It seems to be a long and drawn out affair for many companies to enlist someone new, and this could be half of the reason they struggle to fill their position.

Let’s think about it for a  second – you post your opening online to job sites like Reed, Total Jobs, Monster and so on  (we can help you there – effective job advertising services), and receive about 30 applications for the post. These 30 people are actively seeking work so, unlike your company, may not have time to sit around and wait. If it takes you more than 2 weeks to communicate with possible candidates after the initial application, you may find yourself playing second fiddle to another company who have snapped them up first.

The same goes for the post-interview stage. If a candidate has impressed on an interview, don’t dawdle for too long before inviting them back, because chances are they’ve had other interviews elsewhere and impressed in those too. Of course, I’m not saying point your finger at them across the desk at the end of the interview and say ‘You’re Hired!’, all Alan Sugar style – but be sure not to make the process any lengthier than it needs to be.

Hiring Tips, Week 2 – Effective Interviewing Techniques

There are plenty of articles all over the internet offering tips on how to approach a job interview from a candidate’s perspective, which is great, but there seems to be a lack of help when it comes to advice for those on the other side of the table. So, this week, we’ll look at how to get the most from your interviews, and the kind of questions you should be asking in order to make a much more reasoned and logical assessment of your candidates.

Of course, before doing any interviewing at all, you’ll need to attract the right people to your company – read out our specialised job advertising services for more information.

Preparation is Key

Finding the right employees for your company is a tough task, but getting it right will ultimately lead to a highly productive office and a much more successful business. It makes sense then, to be as prepared as possible before sitting anyone down in the hot-seat.

A good starting point is to right down a short paragraph which sums up the role you’re looking to fill. Not only does this make you think more about the skills that will be required to carry out the job, but it acts as a constant reminder as to the position you’re hiring for, should conversation wander in a different direction at any point during the interview.

You should also jot down any essential competences and experience that are essential for role, as well as reading thoroughly through the candidate’s application and CV, making note of any sections you would like to discuss further during the interview.

Finally, be sure to compile a complete list of all the questions you would like to ask. It may also be a good idea to write all CV-related questions down on a separate piece of paper before meeting your candidate – you could put yourself across as unprepared if you have to keep scanning the interviewee’s CV during the interview.  Bear in mind that your possible suitors are also interviewing you as a company, so it’s important for you yourself to give a great impression.

Asking the Right Questions

Trying to determine whether a candidate could be a good fit for your company can be quite tricky. Many job hunters will be pretty clued up when it comes to interview techniques, and will be well aware of most of the questions they will be asked beforehand. This, in my eyes, makes for a false impression, because lines are rehearsed and it all becomes a bit predictable. What you really want to do is get beyond those walls and find out what kind of person you’re interviewing. To do this, you’ll have to throw in a few questions which will make the candidate stop and think for a minute, such as:

  1. What do you think working here will be like?
  2. What has working in this field taught you most about the industry?

Remember, the idea here is not to fish for a right or wrong answer, but to go beyond those rehearsed standard answers to get a truer impression of the candidate, and to let their personality come through a little more.

By all means, ask a few generic questions to tackle their professional experience or personal attributes, but be sure to throw in a couple of unexpected ones too.

Final Thought’s

There really isn’t a set way to interview potential employees – each case is completely different. What’s important is that you break down barriers between yourself and the candidate to form a much more accurate judgement on their potential to enhance your team.

Hiring Tips, Week 1 – Pre-employment Screening

Over the weekend, I was wondering why so many small to mid-sized companies that I’ve been in touch with have such a high staff turnover rate, which got me thinking whether these companies actually put their best foot forward and make every effort to hire correctly in the first place. Hiring effectively is one of the most important things a business can do when expanding, so it really confuses me to hear business owners tell me that they’re having such a hard time maintaining a steady workforce in the office.

Remember, not only does a high staff turnover mean you’ll have to allocate more resources to constantly re-hire, it also leads to a disrupted work environment which could eat away at productivity levels and, ultimately, your bottom line.

Anyway, the outcome of this weekend’s deliberation was to plan a mini-series of tips and help articles to aid small to mid-sized companies hire more efficiently. This week we’ll be taking a quick look at how pre-employment screening can play its part in finding the staff for your office.

The Truth about Hiring

It’s hard to believe but, according to a recent study by Circle Research and General Dynamics IT, only 28% of company’s use pre-employment screening tests to help decide whether a candidate is right for their business. Considering the long-term benefits of finding the right person for the job, and the risks/cost associated with not doing, this figure is astonishingly low!

The study also showed that the majority of companies surveyed rely purely on post-employment strategies to reduce the possibility of employee misconduct and under-performance, which ultimately could lead to a higher staff turnover and therefore an overuse of HR resources.

Get it Right from the Start

It makes much more sense if companies adopt a thorough attitude from the word ‘go’ when it comes to employment, and in order to do that they must make use of pre-employment screening tests before hiring anyone. Although this may take a little extra effort to begin with, the benefits far out-weight the short-term losses. Let’s look at some of the advantages to begin with…

1.     Better Candidates

Just by stating in your job advertisement that you’ll be performing a routine pre-employment screening test, you’ll attract a higher calibre of candidates for the job. Those people with skeletons in the closet – who may be a risk to your business – will most likely be deterred from the offset.

2.     Safer Workplace

A screening can also minimise the risk of unwanted employee misconduct – including theft, damage to company or customer goods and abuse to other employees. It goes without saying that this should be an unwanted risk, which could go on to result in deflated staff morale, or even harm your company brand.

3.     Reduce Staff Turnover

Ultimately, a by-product of the two above points brings us full circle around to maintaining a much lower employee turnover within the company, minimising disruptions in the workplace and leading to higher staff productivity levels.

Closing Comments

Remember, there is more to hiring effectively than pre-employment screening tests, so be sure to check back next week for the next article! Also, you may want to check out our guide on how to maintain enthusiasm in the workforce for tips on how to maintain a healthier and more motivated work-environment.