Yes, You Need a Recruitment Blog. Here’s Why.

By Veronica Blatt

Blog-Computer-KeyAt our recent Global Conference, I heard several members ponder the value of blogging. I believe a recruitment blog is an effective and necessary tool to have. Here are some of the reasons why: Read the rest of this entry »

7 Mistakes You’re Making on Your Recruitment Website and How to Fix Them in 2017

By Veronica Blatt

recruitment website designToday’s guest blogger is Sam Ajam of Founded in 2006, creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At, they always put the client first. offers top notch customer service, one-on-one consultations, and custom solutions in responsive web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results. is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit

An old recruitment website is just as bad as no website at all. When poor User Experience becomes an issue, it may be time for a website renovation. Here’s how to know.

Search engine optimization is a constantly changing field that recruitment companies need to stay on top of to survive. To stay in business as a modern recruitment company, it’s crucial to understand SEO rules and implement them to your advantage, but even those with the best of intentions make mistakes when it comes to website design. Consider these top website mistakes that can hurt your recruitment business. Read the rest of this entry »

Using Social Media to Recruit Candidates and Develop Clients

By Veronica Blatt

social-networks-2I had an opportunity recently to listen to a webinar by Tony Restell with Social Hire, called How to Acquire Candidates & Clients with the Right Social Media Strategy. If you aren’t familiar with Tony and the team at Social Hire, it’s worth following them on social media. We hear from our members regularly that they aren’t sure that using social media to recruit candidates can be effective. Here are some of the tips I picked up from the webinar.

Using social media to recruit candidates and develop clients will contribute directly to business results. An effective social media strategy will build up a regular stream of inquiries and interactions from potential clients, increase the inbound flow of candidates, help build brand awareness, and improve SEO results. Social media can also be a major source of web traffic. Read the rest of this entry »

Why Recruiters Struggle with Digital Marketing

By Veronica Blatt

Rick-Mare-JXTToday’s guest blogger is Rick Mare, the founder and CEO of JXT, the number one provider of cloud-based digital marketing solutions for recruiters and corporate recruiters. Rick has coached thousands of recruiters, empowering them to take their businesses and careers to the next level. Connect with Rick on LinkedIn.

Ever heard of Moore’s Law?

I’m fortunate to meet with and coach some of the very best recruiters in the world today. I love my career and I count myself fortunate to be a partner in the success of some amazing recruiting organisations. But I’ve noticed a trend. After I build a relationship with a client, after they’ve come to trust me, there is a moment where they confide in me something that almost seems embarrassing to them. It’s a strange thing and I can’t always predict when it’s coming. But I now anticipate this moment as I foster relationships with clients.

At some point, often times when we’re alone, they ask me this question. “Rick what is this whole digital thing and what does it really mean for our company?” They usually are hesitant to ask this question early in our relationship because they feel as if they should already know the answer.

But here is the difficult truth. Almost no one in the recruitment space seems to really understand what the term “digital marketing” means. More than that, very few recruitment organisations have figured out how to use digital marketing to accomplish the goals that really matter to them. Does this sound familiar? Do you feel this way? If so, I want to help. So here is the starting point for some of my very best ideas about digital marketing.

Reasons recruiters struggle to understand or appreciate digital marketing

Most recruiters, especially those who have been in business for more than 15 years, really struggle to understand what digital marketing is, why they should care and what it can actually do for their organisation.

In another post, I’ll explain what I mean by digital marketing and talk about why you should care. But in this post I want to talk about something that is underneath it all. I want to bring to light the reasons that recruiters often don’t understand or appreciate digital marketing.

Why does this happen? I believe there are three major reasons.

  1. There is a generational shift component.
  2. There is an aptitude component.
  3. There is a visioning component, particularly concerning where technology fits into their company’s future.

Let me explain what I mean.

The generational shift

My two sons were born and raised in a world awash with technology. They cannot envision a lifestyle where personal digital devices are not within their reach at nearly any time: mobile phones, tablets, laptops, desktops and the always-on WIFI access nearly anywhere they go. This is that whole generational shift phenomenon that I want to characterise.

That was not the world that I grew up in. When I was their age, there was very little technology available for individuals and most of what did exist was for entertainment purposes. There was certainly no internet. Technology systems for business were the realm of the super-elite. Mainframe systems filled entire rooms and were only affordable for huge companies. That was not technology for the masses.

If you are of a certain age, you probably remember the gaming consoles that we used to stand in front of inside arcades, you know the ones with the big joysticks. This was one of the first exposures to technology for many people from my generation. Oh the blinking lights and beeping speakers. It was a great way to waste an afternoon.

This was one of our first interactions with technology. Those machines were huge compared to the cell phones we all carry today in our pockets today. 30 years ago I could never have imagined playing PacMan on a device that now fits in the palm of my hand while sitting on a plane. Wow. How the world has changed!

Some people, as I started my career, were using computers in the office. But the productivity enhancements that came about as a result of software and ubiquitously cheap hardware were yet to be realised. This meant that IT departments were always trying to sell senior managers on the value and impact of technology.

Many people never bought into that vision. There is a generation of people who don’t understand or like technology and probably never will. They don’t get why they should change. After all, traditional analog marketing has worked for generations for recruiters. Here is a fairly prototypical career path that successful recruiters used to take.

  • Become an expert within a given field.
  • Build relationships that are valuable and where you are respected by people in positions of power and authority, particularly senior leaders in companies who need talent.
  • Take the leap and start a recruiting firm.
  • Leverage your relationships, both inside and outside client circles, to place great candidates in great companies.
  • Run your business from your rolodex.
  • Reap the rewards.

Notice how none of those steps involve or require technology. That was yesterday. That was the analog world. That was recruiting 1.0. Does it still work? Yes. But it’s slow and it misses out on the amazing opportunities that come from all of this amazing new technology. Digital marketing is recruiting 2.0. It is here. It is now. It is the future.

Technology aptitude

Many recruiters today love technology. But technology intimidates them. They want the benefits, but they don’t want to be dependent on systems that they don’t understand and can’t control. They worry about what will happen if they come to rely on systems they can’t manage.

I’ll give you an example of what this feels like. When I was a young university student, I had a compact car where I could change the spark plugs and the oil in just a few hours. The car ran great after I did that so I did it every few months. It was cheap and easy for me to maintain it. I loved that car.

But when I graduated and started making more money, I bought a more expensive car with fancy electronics. It was much faster, higher-performing and more comfortable. But I couldn’t work on it anymore. I didn’t understand how all of the systems under the hood fit together. On my old car, I could lift the hood and clearly see how things worked. But this new car looked like a tangled mess to me.

This meant I had to take my car to mechanics who understood all of that technology. I was now dependent on the skills and schedules of people whom I could not directly control. I gave them money and hoped to get a well-maintained car in return. Sometimes I got this and sometimes I didn’t.

This is how a lot of recruiters feel about digital marketing and technology. They want the benefits, but they fear the dependencies. If this sounds like you, I have some good news. I believe you can get all of the benefits of technology while greatly reducing concerns about control. But to do this, you have to have the right plan. I’ll explain more about that in a moment.

Other recruiters simply hate technology. Some people have been burned by technology and it’s left them dubious. It’s sometimes so frustrating for them that they would rather go to the dentist and have a drill in their mouth for hours than to deal with yet another technology issue. I totally get that. As a person who has made a living using and managing technology systems, I know how frustrating they can be at times. No matter how you feel about technology, I think it’s important to acknowledge that the world has changed and there is no going back. In fact, I believe wise recruiters should embrace Moore’s law. Have you heard of this?

Moore’s law is a guiding principle of modern industry and it goes like this. Every 18 months the compute capacity and speed of a CPU – the central processing unit will double. Moore’s law, historically, has been pretty close to accurate. CPU’s have consistently doubled. The implications of Moore’s law are nothing less than revolutionary. How so?

It is nearly impossible to name a single industry that has not been transformed by the CPU, the computer chip. The recruitment industry is foremost among these. I describe this in greater detail in my post called What Is Digital Marketing.

So whether you love technology or hate it, I believe it is wise to acknowledge that Moore’s law will only bring about more change, faster change and we cannot anticipate today what that change will look like, just like I could not anticipate playing PacMan on a cell phone.

My counsel to you is simply this. If you do not have an aptitude and an appetite for technology – get one. Those who do not embrace and adapt to what is coming next will get left behind. Period.

Envisioning the future of digital marketing in recruitment

I think the primary reason that recruiters struggle with digital marketing is because they don’t get what it can do for them today and how it fits into the vision for their future. This is certainly a problem for today. But the implications for tomorrow are far more damning.

Here is what I mean. Today you can run a successful recruiting organisation with only a half-baked digital marketing strategy. Tomorrow that will not be possible. Why?

Organisations like JXT are absolutely, 100% committed to making digital marketing part of the daily operations of every recruiter. We are not alone in this endeavor. We are one small part of a huge transformation that is taking place right now and the stakes are very high. This is no longer the realm of the super-elite. This is the realm of the new recruiter, the up-and-comer, the college graduate you will hire next year.

They get technology. They like it, maybe even love it. It is as normal for them as switching on a light when the walk into a dark room. They will not understand or align their careers with an organisation who does not embrace and have a vision for using echnology to great effect.

Here is the great irony for me. I sometimes meet with leaders of recruiting organisations who have an iPhone, an iPad, a laptop and a digital watch, all in the same room with them. Yet they ask me how technology will really change the way they work?

Here again is my counsel to you. If you do not have a plan to apply digital marketing to your recruitment organisation and reap the full range of benefits that this can provide, get one. Build your plan. Do your research. Envision a future where Moore’s law has changed the way you run your business. Whether you embrace it or not, it’s coming!

Next steps

I promised you a moment ago that I would help you with some ideas for digital marketing. In fact, I have a great resource for you and it’s free. I’ve developed an action guide called 6 Steps To Becoming A Digital Marketing Ninja.

If you don’t get what technology, and digital marketing in particular, can do for your business, this is a great free resource to help you build your plan. Across these six videos and downloadable tools, I explain what digital marketing is, how recruiters are using it today to realise competitive advantage and how you can do the same.

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3 Ways to Use Snapchat for Recruitment

By Veronica Blatt

buzzrecruiter-snapchat-img-875x547Today’s guest blogger is Sam Ajam of Founded in 2006, creates design and marketing buzz that serves the recruiting and staffing industry nationwide. Based in Silicon Valley and run by BizzwithBuzz, Inc, specializes in using the latest graphic design, web marketing tools, and technology to boost your brand’s web presence and outshine the competition. At, they always put the client first. offers top notch customer service, one-on-one consultations, and custom solutions in web design, graphic design, search engine optimization (SEO), web and interactive marketing, social media branding and content writing solutions.

At BuzzRecruiter, their motto is Connect, Communicate, and Compete – they are committed to helping recruiters connect with clients and top talent, communicate with them through savvy design and marketing communications, and compete to place those top candidates with leading companies in a variety of industries. Recruitment is an active process and they can help you hone your public image for the best results. is proud to serve the NPAworldwide organization and its affiliated customers. To learn more, please visit

Snapchat is a recruiting gold mine, yet recruiters still have been slow to recognize it as a valuable tool. With over 200 million monthly users sending 700 million images (or “stories”) per day, it churns out more image traffic than even Facebook. If you want to recruit the current largest employee pool—Millennials—Snapchat is the place to do it. Unsure of how to get started? Try using Snapchat these ways for maximum return for little effort.

Tell a (Snapchat) Story

We all know that storytelling is a key aspect of any successful marketing campaign. Why should attracting employees be any different? You are marketing your company to prospects, after all. Create a Snapchat story, which is a series of videos and photos that are visible to followers for 24 hours. Use your story to showcase what makes your company unique, from your company’s softball team to break time activities. Show your followers why you love working there (and chances are they will, too).

Feature an Employee Takeover

Are you on the hunt for a perfect marketing manager? Have a current member of your marketing team hijack your Snapchat account for the day. Give prospects a chance to see what it would really be like to be a member of the team by posting daily work tasks—even the best places around to stop for lunch. This is a win-win situation: it makes current members of your team feel valued and showcases your company as an attractive place to work.

Think Beyond Recruiting (and onto Onboarding)

Snapchat provides a valuable opportunity to illustrate your company culture. Go beyond the initial recruitment process and send snapchats to interviewees after the interview is over. Whether it is a video thanking them for their time or an image of decision makers poring over resumes, the extra gesture sets the tone that your company is a fun place to work.

Have you been using Snapchat for recruitment? What are your favorite methods for engaging recruits?

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3 Cool Recruiting Tools to Check Out

By Veronica Blatt

hammer-nails-300Recently I heard about a great iPhone app to help schedule appointments / meetings / calls across multiple time zones. That got me to wondering what other cool recruiting tools are out there that I haven’t heard about, so I did a little research. I’m happy to say I’ve found 3 that I’m excited to share with you:

Miranda – As mentioned above, Miranda is an iPhone app that serves as a time zone converter, world clock, and meeting scheduler. I’ve been a diehard user of but I’ve got to tell you, the visual interface of Miranda is clean, appealing, and super user-friendly. Spinning a wheel allows you to be extremely precise in your times, and if you turn your iPhone sideways, the app shows you an interactive world map. If you’re recruiting globally, you know how challenging it can be to schedule interviews or conference calls in two or more countries. Miranda makes it easier, and is a free download from the App store. Now, if they would just make it available for those of use who use Android…

Prophet – Prophet is an amazing extension for Chrome that uncovers email addresses, phone numbers, social media profiles and more. It uses an algorithm to predict a person’s most likely email address based on name, company, and other social data. After you install the Prophet extension, visit a person’s social profile – Twitter, for example, or LinkedIn – and Prophet will immediately show you that person’s other social profiles, blogs, websites, other email addresses and more. Even better, it’s free!

Facebook Search – Last week I blogged about using Facebook as a recruiting tool, even though it’s not always easy to find the people you’re looking for. Enter Facebook Search. Install this extension, log in to Facebook, open the extension and start adding your search criteria. You can download the search results as a CSV file as well. Search criteria include name, job, location, pages liked, languages, education, and more.

What recruiting tools have you discovered? Share in the comments below!

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Are You Using Facebook for Recruiting?

By Veronica Blatt

facebook logoI’m amazed by the number of people I know who still say, “LinkedIn is for business and Facebook is personal.” This includes quite a few people in the recruiting sphere, who seem reluctant at best to toe-dip into using Facebook for recruiting. Considering the engagement level of Facebook’s enormous user base, it seems to me like there should be a whole lot more recruiting activity taking place there.

Consider the following:

Recently, I became aware of Facebook’s Friends “List” feature. For those of you who still want separate worlds, this is a solution that can help. By clicking on Friends, you’ll see an option to Create List. Once you have a list created and friends added to it, you can share future posts with specific lists of people. This means you can share recruitment-related posts and information with employers or jobseekers, while keeping personal posts limited to just family members, for example.

Facebook Groups are also worth investigating. I am in several recruitment-related groups on Facebook and the amount of discussion is sometimes overwhelming. By contrast, I belong to groups on LinkedIn where there hasn’t been a new post in six months or more. There are a ton of career-related groups on Facebook, and it’s also easy to start one of your own. And again, because there are so many users, and so many of those users are actively engaged, it’s a good place to share job postings or other career information.

It should be clear by now that there is a huge pool of potential candidates on Facebook. It’s not always easy to figure out how to find them, but it certainly seems like a worthwhile effort. You might check out Social Talent for training (disclosure: Social Talent is an NPAworldwide Endorsed Program), or search for other options. I’m curious to know if you are using Facebook for recruiting. How’s it going for you? If not, why not? Please share in the comments below!

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Tips for Engaging Passive Candidates

By Liz Carey

HHZ5NPNR1TGood recruiters know it’s insufficient to just post a job and blast candidates on social media.  They know there’s much more to recruitment, including finding passive candidates – those that are currently employed and not necessarily looking to change jobs.

How do you approach passive candidates? It’s important to really cater your initial contact with a passive candidate to sound both professional and genuine. You want to capture the candidate’s attention, but not in a spammy way.

It’s essential to stress the perks of the role you’re working on – after all, the candidate is likely comfortable in his or her current role, so you have to “sell” the reason they should change. Sometimes, it’s not all about the money. Really customize your email or message to draw in their attention with benefits like opportunity for growth, relocation package, or a really unique or flexible work environment/culture.

When you reach out to a candidate via social media, it can seem a little impersonal, so it’s important to focus on the candidate. Do your homework – dig into their background and find out their interests, and see if you can work that into your description about what makes the role perfect for them. A simple but personalized message shows that you aren’t just sending out automated responses to everyone on LinkedIn.

Make sure you explain who you are, who you’re with/what you do, and that you’re clear about the role. Sometimes recruiters try to make emails too brief so as to not overwhelm the candidate in the initial outreach, but it’s important you include enough information and detail to be informative and transparent about the role and your mission.

Always, always, include a “call to action” of a date and time you’re available to chat – even better, use a free email scheduler like to allow candidates to choose the time that works best for them.

How do you engage passive candidates? What have you found that works or doesn’t work? Do you have a specific template that you use?

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Social Media: Which Sites to Choose and How to Use

By Sarah Freiburger

45377332.thbAt an expo I attended a few months ago, I visited many booths that sold services for advertising, marketing, and public relations. I found in my pile a really good piece summarizing different social media platforms and how to use them as a business from the David James Group, and wanted to share for those who set social media as a goal for branding and communicating in 2016. Here are some ideas for sites that I thought would work well for independent recruitment firms.

First and foremost, let’s cover the main information on any site where you are visible as a company. Make sure the profile photo matches across all platforms and is a clear, professional photo of the brand logo or your face. On the cover photo, also have it match across all platforms, and having it be a representation of your brand is best. A good idea is the city you are located in or where you recruit in, or a recent event. Having a fully developed profile is a necessity, so if you have a hanging twitter or Facebook out there you never completed or did anything with, delete it or fix accordingly. On any of these pages, make sure your website and contact information is up to date as well, so if people do find you, they can reach you as well.


  • Company and recruiter updates
  • Publishing content in relation to mission; shared articles and original blog posts
  • Special campaigns
  • Initiatives- themes that run throughout the year
  • Milestones
  • Shared photographs from things like events and company happenings

IDEAL AUDIENCE: adults; broad yet engaged audience

FREQUENCY: 1-2 per day or 1-2 per week depending on company size

IMAGE SIZING: 160×160 for profile photo, 851×315 for cover photo



  • Quick updates and announcements
  • News-worthy photos
  • Share photos, graphics, and video related to your initiative
  • Shared interests
  • Relationship builders
  • Relationship development
  • Making a splash

IDEAL AUDIENCE: information seekers age up to 65

FREQUENCY: 5-7 tweets per day, at least 5 days per week

IMAGE SIZING: 400×4000 for profile photo, 1500×1500 for cover photo


  • Advertising
  • Business page (campaigns, initiatives, business/organizational happenings)
  • Group pages (updates, news, networking)

IDEAL AUDIENCE: Professional adults

FREQUENCY: 2-5 times per week

IMAGE SIZING: Company page profile photo 100×60, company page cover photo 646×220, LinkedIn group page profile picture 200×200

Are Your Job Descriptions Search Engine-Friendly?

By Veronica Blatt

There are a lot of things to consider when writing job descriptions. They need to be interesting and compelling, something that will attract the right candidates AND get them to click the ad/apply to the job. They need to be well-written, not just a copy-and-paste of what the client sends you. And they need to be search-engine friendly. What does that mean? Well, it means that the spiders and crawlers that scour the web can find your job description, figure out what it’s all about, and return it in a job seeker’s search engine results. All of this is more art than science.

Not too long ago, the team at Social Talent hosted a webinar for our members about writing killer job ads, and one of their tips really resonated with me. Here is the tip: copy your job description and paste it into Wordle, which is a little program that makes “word clouds” out of text. Words are sized in order of frequency – so the words that are used the most will be the largest in the word cloud. This is a great way for any recruiter to visually understand how Google and other search engines “see” your job descriptions. I’ll show you how it works.

Let’s say I’m interested in digital marketing jobs. I would probably go to Google and type in something like “digital marketing jobs in Michigan.” And most likely, the top results for that search would be from Indeed, Careerbuilder, SimplyHired, Monster, or other large job boards and aggregators. That’s great for a job seeker, but it might *not* be so great for a boutique recruitment agency. It’s tough to get to the top of the SERPs (search engine results pages), because the large advertisers are effectively setting the price for pay-per-click ads. Most recruitment firms have to figure out how to do it organically, and that means you have to think like a job seeker. Here is a Wordle that I created using the job description for a digital marketing director role:


As you can see, the word marketing is the most prominent in the word cloud above. In fact, it appears twice: once with a capital M and once in all lowercase letters. Digital is also fairly large. I can see Director in really small letters. I don’t see the word “job” or “jobs” anywhere, nor do I see any mention of a location. The other words that are fairly prominent:  management, team, drive, Salesforce, etc. are probably not words that most job seekers would use in an initial search. In this example, Google would likely figure out that this content is marketing-related, but it may NOT think it’s a close enough match to my query for “digital marketing jobs in Michigan.” And that means, I’m not going to see that ad.

Now that you’ve seen what (and how) a search engine sees, what can you do to improve your job descriptions?

  1. First, decide what your most important keywords are. Hint: The job title and the word “job” or “jobs” should be pretty high on your list.
  2. Then, make sure your most important keywords are used with some frequency, and get them towards the top of your job description.
  3. Use your keywords in a “natural” way – that is, work them into sentences in ways that make sense and would be used in regular speech or writing. Hint: don’t just type your keywords over and over or otherwise “stuff” them into your job descriptions. The search engines are wise to that trick, and they don’t like it.
  4. Make your own Wordle – if the biggest words that you see are NOT your most important keywords, you’ve got some work to do.
  5. Read more tips and great ideas from Social Talent here.

Do you have a great tip for creating search engine-friendly job descriptions? Share it in the comments below.

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