Archive for mobiles

So what happened to 2013?

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This time last year, we listed our take on 13 things we hoped not to see so much of during 2013.

How did it go?

Copy Heavy Careers Websites.

Nope, still around and strangely as more sites become mobile-focused, so the content remains more copy based than visual/video

Employer Blanding.

Still plenty of me-too companies out there and for all the talk of the importance of employer branding, due to social activity, still not much movement on differentiating. (Guess that the focus on content curating means similar content?)

The Like, Comment, Share Game.

Thankfully RIP for 2013 in most cases.

Chip Shop Award Entries.

Again another one that seems to have died away, real entries for real clients is the name of the day.

Token Social Media-ism.

A difficult one – determined by how you define tokenism. Running a campaign using social media for it then leaving it to become mundane, or non-existent, would say it’s still around. But most now seem to realise the benefits, even if they’re still toe-dipping.

Social Recruiting Conference Overload.

This one has gone into overdrive this past year.

Big Data instead of Big Ideas.

Data still seems to be everyone’s fav, but…

The Over-Importance of Liking and Following.

Still here and still being used to say how successful your presence/campaign/employer branding has been unfortunately.

Design by Powerpoint.

Doubt this will ever go away for some people.

Facebook is just for Recruiting Graduates.

Nope, still the focus for so many. Shame that other sectors of recruitment are missing out.

Technology over Real Engagement.

Tech has remained the big beast as more often than not it promises engagement but then fails to deliver.

Curating Content rather than Creating Content.

More and more it’s been about creating content – for blogs. Wish for 2014 that there’s a realisation that blogging isn’t the only content creating that’s valuable on social media (especially in recruitment).

and not forgetting the infamous #NewYearNewCareer

Doubt that this perennial will ever disappear, no matter what the media.

Happy New Year from the andsome bunch.

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It’s all about the Candidate Engagement… #RADs2013 blog series

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Next Thursday, it’s RAD Awards night. So, it’s time for another of our andsome blog ‘mini series’ inspired by our five shortlists on the night – this year, we have ITV, EAT and the Raymond Blanc Cookery School in the frame.

We’re lucky to have been shortlisted in Emerging Talent Campaign, Best Use of Social Media (twice), Best Use of Mobile and Employer Brand. Once again, we’re extremely proud to have made it this far. And that they all have been recognised for embracing the use of Social Media, not just to recruit but to engage.

This 3 parter will concentrate on the importance of Candidate Engagement – from Employer Branding to the Applicant Experience and a little bit of clever targeting along the way.

It runs from Monday to Wednesday next week.

Leaving us all day on Thursday to sit waving at our lucky cat to bring us luck.

JLS, QR Codes and an 8 year old with an iphone.

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If you saw this life-size cardboard cut out of Marvin, or any of the other 3 members of JLS stood outside the O2 arena before their recent concert, what would you have done? Well, lots of people queued for a photograph – especially with the Aston one. And if you were eight, you grabbed your mother’s iPhone and scanned the QR code on his jacket and watched the video it linked to. That’s what we saw. And this young girl wasn’t the only one.

There were no prompts to do it. No messages pushing it. The code was just there. On each of them. She, and her fellow ‘scanners’ knew exactly what to do. That is the next generation. For recruitment, they are your future candidates. For marketing, your potential consumers. Even though many ‘experts’ doubt the usefulness of QR codes, they just did it instinctively. Now this variant of tech may not still be around in the eight or so years, when she’s looking for her first job. But their equivalent, or a version 3.0, will be.

So do remember that you should never dismiss anything just because ‘popular’ opinion dictates that it’s not worthwhile. And when new possibilities appear, especially for recruiting – be aware, be very aware.

RADS Blog Week Day 2: Why ‘mobile’ staff like mobiles and digital recruitment

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How times have changed. Remember when a campaign used to be print based – press and poster – with a digital presence, such as the odd rotating banner or two, etc,etc. Well the explosion of social media has certainly changed, and in some cases totally eradicated, that strategy. Though not entirely, as some sectors still need more than a Twitter feed and Facebook page to attract candidates. One of those sectors is hospitality – waiting staff and chefs. Where unsociable hours, shift patterns, transient candidates mean you still have to cast the net wider than 140 characters. For now, at least. Which brings us to our campaign for Zizzi.  A mix of print, digital, social media, website and mobile – was the perfect recipe (sorry).

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Recruiting for great waiting staff is never easy. They’re a ‘mobile’ audience. So a mobile website is a must, no? Well, yes it is – and not just an optimised version but purpose-built one. (As we always do for every client’s recruitment site.) Especially when the recruitment posters utilised a QR code taking you direct to the site – who needs to remember a URL these days? Scan it, store it, apply later, job done. And we even revamped the old traditional hospitality poaching card with these ‘new fangled’ QR codes. In fact, an average 10% of site traffic came through them.

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Now moving on to Chefs. They’re constantly in demand – the good ones, that is. All the posters in restaurant windows won’t necessarily catch them. Social media can find some – especially if you campaign around certain TV chef programmes with a neat hashtag or two. That was one of our methods. Taking that thought a step further, we put out an ‘inspirational’ video by the Executive Chef at Zizzi on the campaign site. Now chefs, as we know, don’t like to wade through lots of information or want to make huge efforts to apply – even filling out an online application can be a pain. So going further, we made it even easier for them to see the opportunity with our digital advertising. The ad space became a ‘mini-site’. They could navigate to each page, have a look on social media and be inspired by the video. All from the big banner ad.  Oh, and they could go directly to apply too.

So the methods may have changed – but the importance of understanding, and knowing how to reach, your target audience hasn’t.

This Zizzi work has been nominated in three of the RADS 2012 shortlists – Best Campaign, Digital Marketing and Campaign site. Here’s hoping for a good result or three on Thursday night.

Roi, Advertising, Digital, Socialrecruiting – RADS blog week coming soon

Next week, we’ll be running another of our ‘mini series’ of blog posts. This time, inspired by our nine nominations for ITV and Zizzi in the shortlists at this year’s RAD Awards. As five of them are for social recruiting campaigns, you can probably guess what some of the content will be about. As a teaser, here’s what to look out for:

One of the shortlists has been using social media for annual campaigns over the past 3 years, so we’ll be talking about how the effect and effectiveness of the SoMe platforms has changed over that time.

We’ll look at the roles of digital advertising and mobile should play in the employer marketing campaigns of today – in another.

How Twitter can be your ‘advertising’ will be another topic.

And finally, what ‘ROI’ social recruiting can help to achieve for your employer brand.

So four posts over four days all typed with crossed fingers, until we see what happens next Thursday night.

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