Posted by: Ben Hutchins in UKrecruiter, technology selection, technology and the modern day recruiter, talent management, talent attraction, Talent Assessment, strategy, staffing, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, recruiters, outsourced recruitment services, online recruitment, online profiles, on-line recruitment, Mobile Recruiting, International, human resources, hr, gradweb, graduate recrutiment, Graduate Recruitment, graduate intelligence, Global recruitment, Gala Evening, Engagement, Employer Brand, employee branding, Creative, Communication, clients, awards, assessment, applicant tracking system on
17 May 13
GradWeb crowned ‘Outstanding Outsourced Recruitment Organisation’ at the prestigious Recruiter Awards for Excellence 2013.
GradWeb, the entry-level and graduate recruitment outsourcing specialists, has been named the ‘Outstanding Outsourced Recruitment Organisation’ at the 2013 Recruiter Awards for Excellence.
The Recruiter Awards for Excellence recognise, reward and celebrate the outstanding achievements in recruitment over the last 12 months and were held at a gala ceremony at the Grosvenor House Hotel in London on 1st May.
Open to all major recruitment specialists and judged by a diverse panel of leading business experts from some of the biggest names in the recruitment industry the award recognises outstanding client service, effectiveness and efficiency by an Outsourcing Recruitment Organisation.
According to the judges, GradWeb was the ‘stand-out winner’ in the award category, successfully demonstrating the delivery of cost-effective solutions for a wide range of clients across a variety of sectors. The judges particularly highlighted the innovation required in not simply providing an off-the-shelf solution but creating bespoke recruitment services tailored to fit the unique and exacting challenges faced by today’s businesses. They said;
“GradWeb provides its diverse clients with the ability to reach the right candidates through methods such as its innovative online recruitment technology to attract and reach the right candidates; its Intelligent Attraction’ approach to improve the effectiveness of clients’ campaigns and its end-to-end services including concept design, marketing, candidate management, screening and assessment”.
Posted by: Ben Hutchins in technology selection, talent management, talent attraction, Talent Assessment, Talent, socialmedia, Social Recruitment, social recruiting, social networking, social media recruiting, ROI, recruitment technology, recruitment system, recruitment solutions, recruitment software, Recruitment Leadership, recruiting software, recruiting, outsourced recruitment services, online recruitment, on-line recruitment, Mobile Recruiting, human resources, hr, gradweb, Graduate Recruitment, Engagement, employment, Employer Brand, digital marketing, Creative, Communication, Candidates, Brand, Better Resourcing, awards, assessment, applicant tracking system, Advertising on
21 Feb 12
Leading entry-level recruitment outsourcing provider GradWeb, has been selected to provide branding and creative design plus recruitment services including recruitment advertising, online recruitment system, candidate management and application screening for the ‘Track and Train’ internship scheme.
The Track & Train scheme is designed to give up to 100 graduates employment experience and training to help further their careers. It’s a nationwide scheme funded by Network Rail and supported by 28 companies across the rail sector and aimed at people who have graduated from university in the last 2 years. The entire programme lasts for 18 months, and is structured to give graduates an insight into each of the main elements of the rail industry. Successful candidates will start their first placement in April 2012.
Effective Recruitment Advertising
The branding and recruitment advertising campaign designed to promote Track & Train and to attract candidates to enrol for the scheme has been devised and created by GradWeb’s Intelligent Attraction team. The first part of this process was to develop the Track & Train brand. As an entirely new entity that represents 27 companies across the rail sector, GradWeb developed the creative concept for the Track & Train name, logo, and branding for the campaign to be used across all marketing vehicles.
Sydney, April 4, 2011: Become, one of Australia’s fastest growing creative recruitment agencies, today announces the launch of their Melbourne office.
After 4 successful years in Sydney, Become will be opening it’s second Australian office to add to the offices in London and Manchester in the UK and continue driving their position as global player in the design and advertising industry
According to Melbourne Manager, Adele Leah, this is an exciting time for the business and proves they have come along way since our pioneering beginnings in Sydney in 2007.
We’re really excited to be expanding and are looking forward to the challenge Adele said, ‘We feel Melbourne is a booming creative hub, you only need to look at the recent awards to see how much influence the city’s agencies have within Australia and further abroad.’
After last years re-brand, the company has increased focus on digital media, not only through their website, but also through social media outlets like Twitter and Linked In.
Milch & Zucker conference, A Journey from Attraction to Selection
The first of the case studies on employer branding. Sabine Josch of the Otto Group, assisted by Milch & Zucker on the brand slides
Again in German, so my apologies for interpretation in advance.
Goal for 2012 to be top three trade employer.
Developing new HR campaigns, with Employer Value Proposition, as basis for external communication
This is good structured presentation, on the steps they have taken from Marketing to creative concepts, based on real stories and real experiences and using 'uncommon images', such as the wrinkles around eyes and belly button to hold the text messages.
Getting a good laugh - I like these two as presenters, very audience centric.
Next images showing the traveller sitting on suitcases - these are good marketing driven approach, not the common recruitment style images. Will be interested to get the presentation later.
So, after testing campaigns against the EVP, how do you make that concrete approach to advertising? Style, colours, Tag lines, and establish set campaign elements for implementation.
Key points to underpin the approach
Personalise: employee as ambassador
Be seen as authentic: use real stories which are believable
Consistency of brand and image across media and campaigns
Tangible Results are emerging
2007, first improvements in brand ranking in Trendence
Make the list of Tope Employers
Relaunched their own career site
Fall 2007, Reflect the new branding and add more Web 2.0 features
Moved up from 52nd in 2007 to 15th in 2009 in the Potential Park rankings
Similar improvements in other rankings
Other initiatives include co-operations with various university and business associations
Now showing video applications - for candidate interviews, need to talk with her about this later
Twitter page is up:
Receiving positive feedback from the pages. 895 followers today
Mobile recruiting, sees as necessary to embrace new technologies
Have a profile page
Video campaigns on YouTube for the company, neat as shows a fun and different approach to overall company branding.
Has had over 18,000 views leading to 40,000 his on the corporate site
Posted by: Alan Whitford in Twitter, tips, technology, social networking, Recruitment, online recruitment, On-line job hunting, LinkedIn, future, Facebook, erecruitment, Creative, An De Jonghe, Alan Whitford, Advertising on
20 Apr 09
Wow, interesting series of blogs/articles out there on this topic.
I would love to see our blogging and social network experts like An de Jonghe, Ricardo Risamasu, Peter Gold, Bas van de Haterd all leap into this fray.
Check out: Tom Foremski of Silicon Valley Watch , who started this off this week relative to a PR 'expert' who advised on the use of Twitter and Facebook.
Then Jason Gorham has picked it up and run with it as it relates to an 'expert' in digital recruitment advertising.
This topic stream could be related to any type of 'expert consulting' in our and other industries. How many of us who do have the expertise from actually using the products/services/strategies have been pushed aside by a client/prospect because we do not come from one of the 'big name' companies?
Posted by: Alan Whitford in Tip, technology, strategy, social networking, Recruitment, online recruitment, future, Facebook, erecruitment, Creative, Alan Whitford, Advertising on
29 Jan 09
Josh Smith of Facebook leads off the afternoon session. Lots of stats, so will only give you a few:
- 150 Million users globally
- 800 new registrations daily
- UK has 1 million new users per month
- 25% of audience is over 35
- 65% of UK internet population join Facebook
- 50% of members return daily
- 25 minutes per day on the site
- average 2 vists per day
- 55/45 split between male/female
OK, enough of those statistics :-)
How is Facebook evolving as a recruitment medium?
Targeted marketing is the key.
Last session before Lunch Finally, a future view will be discussed by Giles of Enhance Media, our hosts. - this is what we came to hear.
A view of online recruitment from Web 1.0 to Web 3.0 - although I am not sure Web 3.0 is necessarily 'real' , as Web 2.0 is not really fully utilised or even really well defined within most pe0ple's minds - which Giles is referring to.
Future elements will be based on:
Funnily enough, we talked about Semantic Web 3 years ago as the 'next thing' and Long Tail has been in 2 of the 3 presentations this morning.
Jeremy Mason from Revenue Science delivered an excellent presentation on Behavioral Targeting, a term well discussed amongst online marketeers and more information on the topic can be found on the IAB site.
For many publishers this has become a key issue and one which they are investing in to give greater value to their advertiser BUT it is as important to understand who their audience is and what and where they have been and go after they touch your site.
Jeremy defines what behavioral targeting is; "targeting groups of users with ad and content based on anonymous previous activity and attributes".
Why is this becoming a "boom"business" ;
- We have a pyramid issue when it come to online content- at the bottom is the huge chunk of advertising led content BUT at the top is contextual search which has far more limited content.
Posted by: Alan Whitford in technology, strategy, Recruitment, future, erecruitment, Enhance Media, Creative, blogs, awards, Alan Whitford, Advertising on
29 Jan 09
Aggregation and Data Driven Marketing
They founded Planet Recruit and sold it to Hot Group in 2003. Set up Workcircle initially as an IT job board. Changed to Vertical Search Engine (Aggregator).
What does the aggregator really do?
For Candidate: can search across multiple platforms on one site.
Traffic source/driver for job advertisers – job boards, employers, agencies
What is Data Driven Marketing?
Attract the right candidates in high volume, and then direct them to the right destination site.
How have the new revenue generating and traffic generating models evolved?
Nice stuff on ‘cost per action’ if you run a web business
Evolution of their thinking on most cost effective way of gathering jobs and then reaching the candidates.
What they call: Workcircle 2.0
Evolved to the jobs aggregation model (like Indeed.com from the US)
Can help the smaller niche job boards get ‘cheap’ traffic
Challenge was how much traffic could the cost effectively buy.
Long tail thinking entered into the evolution of Workcircle
Sponsor all combinations of a job title (wrote a tool to generate the long tail list - over 1 million keywords)
Used the Google API (application programming interface) to create the giant Google Adword campaigns
Resulted in Massive Traffic Driving
Lots of great stats and ROI data for them (80% ROI for money spent on Google).
Using both SEM (for paid for listings) and SEO (for organic listings) to ensure overall listing and traffic works at optimum for traffic driving
Long Tail generates overall cost is optimised
Ensure that paid for listings have the deep link directly to the job, not the job site
Ensure that you actually have job inventory to match the keywords you are actually advertising
Click through rate is not the best measure of ad success
First speaker today is Luisa Mauro from You Tube. So we are live blogging and will get the full presentations at the end of the event and may come back to some of the presentations with fuller coverage.
Some frightening statistics;
- 1.2 billion minutes of video watched every month.
- 15 hours of video uploaded every minute.
- Taking up 10% of global bandwidth.
Last Thurs I was sitting in a hotel in Lieden, Holland whilst my many friends in the UK recruitment industry were gathering at the Grosvenor House Hotel for the prestigious RADS. A great event.
The RADS was a "baby" that I launched with a great gentleman called Austyn Hallworth; he was at the Independent ( Classified Ad Mgr) and I was Sales Director at a new HR magazine called Personnel Today.
The idea was to have an awards event in the UK to refect the "best" in recruitment. The event, today branded the RADS and organised by Reed Business Information has grown into a wonderful celebration of what is best in recruitment communication. It has achieved what we set out to do.
The UK recruitment industry enjoys some of the finest creativity in the world of recruitment. The result of a highly competitive labour market, a rich source of print media and agencies and clients who are prepared to be brave and push the barriers of what is HR communications.
The industry has also "seen off" the threat of the web....there were those in '99-2000 who believed that "branding" was dead and that all jobseekers would do was go to huge job databases, search, get matched and apply...whoops sorry, I mean a job board.