Welcome to issue 240 of the ukrecruiter newsletter.
My
Favourites
Following on from last week here is a newsletter that a number of you recommend....
Scott Love - The Academy of Recruiting Mastery -
http://www.recruitingmastery.com
Scott Love is a US trainer, publisher and keynote speaker. On his website he publishes a "Weekly Recruiter Tip". Topics include "Dealing with Nightmare
Clients", "Do Candidates and Clients All Lie?" and "When Clients Try to Re-Negotiate Your Fee". As one of our subscribers states "A lot of the content is very "American" but it also has some very useful tips on it that I regularly put into practice". Well worth adding this site to your bookmark file.
If you get a newsletter which you read each and every issue and find invaluable just drop me a note with a few details and I'll try and feature it here.
Why not submit your 3 favourite web sites. See the guidelines at
http://www.ukrecruiter.co.uk/articles.htm
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Article
One: Recruitment-to-Recruitment Consultancy Search Engine Optimisation Performance Review by Hugo Pickering
Continuing the theme of Search Engine Optimisation from a previous article in the UK Recruiter newsletter
(http://www.onlinerecruiter.co.uk/seo_article.htm) it struck me that a lot of rec-to-rec companies are spending a great deal on Pay-Per-Click services, so here is an assessment of the reasons why they do so.
Firstly it is worth pointing out that if they optimised their site properly in the first instance they wouldn’t need to assign any budget to
Pay-Per-Click at all!
Now go to Google UK using this link for
“recruitment to
recruitment” . You will immediately see three sponsored links in a blue panel and a long list of links down the right hand side of the page. If you haven’t realised before, these are all links for which companies have paid Google to display their ‘advertisement’ – you can tell which ones they are as they say ‘Sponsored Links’ above them. Below these are the ‘organic’ results, where rec-2rec companies should be found. However only those that work hard at it are rewarded with a place in the top ten – you can see who these are and you may be surprised at the results because they are certainly not necessarily the biggest. You will find similar results on Yahoo by the way.
So how do you get your company to perform well in the organic results?
On Google, it’s all about links – at the time of writing the top performing company showed 119 incoming links. This demonstrates hard work on the part of the website owner, using sources such as blogs, directory listings, links pages, multiple sites, forums and newspaper articles – now ask yourself how many incoming links your website has.
So should I advertise on search engines?
This of course comes down to one thing: budget. If you feel that paying ongoing fees for advertising on search engines is appropriate for you then you should be weighing up the cost of optimisation against this. You might ‘only’ spend £250 per month on Pay-Per-Click but what if you spent £750 per year on Search Engine Optimisation – you could get a better return on your investment in the long run.
However it’s not all cut and dried – search engines change their algorithms and people change their searching habits: what works today won’t necessarily work next year.
You may also wish to use Pay-Per-Click for time-limited or seasonal promotions, after all certain times are the year are busier for recruitment agencies and this can help to flatten out the cashflow or reach seasonal staff.
What about Directories?
Directories of recruitment agencies can be a very good source of organic search traffic. Search for ‘recruitment to recruitment’ again on Google using this
link
and you will see SAT UK Recruitment Guide and Agency Central filling the top slots. This is due to the nature of the content and the vast number of internal links within, to and from the sites as they list all of the companies providing these services in their directories. This is the reason why they appear at the top of the search results. You can advertise within these directories and others using Search Engine Placement services, promoting your services to a target audience who are generally searching for very specific providers like you and are therefore qualified leads.
Summary
As with all things in life, you get what you pay for when using paid listing services. Here you can specify your budget and when/where you want your ad to appear.
Search Engine Optimisation on the other hand is a different matter unless carried out properly on an ongoing basis.
So if you want a quick fix, go with paid listing services, particularly if you are trying to attract a specific audience at particular times. Otherwise you should concentrate on Search Engine Optimisation to ensure a constant flow of leads from as many sources as possible.
Hugo Pickering operates a corporate communications consultancy and runs Online Recruiter, providing web services to recruitment businesses. He specialises in search engine optimisation services for recruitment businesses. Contact Hugo at
h@hugopickering.com or see Online Recruiter at
www.onlinerecruiter.co.uk
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Article
Two: How American Employment Law May Affect Recruiting Processes
Abroad by John "Jack" Howard Nesbitt
Since his last article on the subject
(http://www.ukrecruiter.co.uk/recnet/uslaw.htm) Jack has researched and studied the following US statutes that cover discrimination abroad against US citizens applying for employment with American employers or for employment with American-controlled foreign employers. This coverage extends to recruitment, the application process, and hiring.
The statutes are
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Age Discrimination in Employment Act (ADEA) of 1967.This protects U.S. citizens who are 40 years of age or older against employment discrimination based on age -; Section 623(b) of ADEA states that it shall be unlawful for an employment agency to fail or refuse to refer for employment, or otherwise to discriminate against, any individual because of such individual's age, or to classify or refer for employment any individual on the basis of such individual's age. Section 630(c) of ADEA defines employment agency to mean: any person regularly undertaking with or without compensation to procure employees for an employer and includes an agent of such a person.
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Title VII of the Civil Rights Act of 1964 as amended, prohibits employment discrimination on the basis of race, color, sex, religion, and national origin. A "Protected Class" concept is developed based on the above categories race, color, national origin, etc
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Title I of the Americans with Disabilities Act (ADA) of 1990. This bars employment discrimination against qualified individuals with disabilities on the basis of the disability.
Obviously, these are not new US statutes; they have been on the books for many years! And the same statutes also cover US citizens who are already employed aboard by American employers or by American-controlled foreign employers.
However, these statutes do not cover any individuals overseas who are not U.S. citizens. "For workers who are not US citizens: Title VII, the ADEA, and the ADA do not cover workers who are not US citizens and are employed aboard, regardless of whether the employer is American or foreign however, workers who are not US citizens but are employed in the United States are covered to the same extent as US citizens."
reater detail is provided on the EEOC website
(http://www.eeoc.gov/ ). The website explains the many discriminatory practices which are prohibited against US citizens under US law vis-a-vis overseas American employers and American controlled foreign employers. The EEOC states that pursuant to "Title VII, the ADA, and the ADEA, it is illegal to discriminate in any aspect of employment, including:
hiring and firing; compensation, assignment, or classification of employees; transfer, promotion, layoff, or recall; job advertisements; recruitment; testing; etc.."
Moreover, some of the discriminatory practices (from the EEOC website) under these laws include:
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"employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities;
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denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group.
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Title VII prohibits practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.
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It is illegal to discriminate on national origin, specifically against an individual because of birthplace, ancestry, culture, or linguistic characteristics common to a specific ethnic group.
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ADEA bars age discrimination and also explicitly prohibits: statements or specifications in job notices or advertisements of age preference and limitations".
As you can see above, specific American statues come into play when dealing with American citizens in foreign locations in relation to American employers abroad and American-controlled foreign employers. Any U.S. citizen who believes that their employment rights have been violated may file a charge of discrimination with the EEOC.. A charge must be filed with EEOC within 180 days from the date of the alleged violation. While investigating a claim of discrimination the EEOC can make written requests for information, talk to people, secure and review documents, etc. - obviously, company documents and data reporting would need to be accurate and available. Lastly, sometimes prima-facie evidence and adverse impact may cause glaring attention to a company's statistics of under utilization of a particular group of people at the work location.
Hopefully, this information could assist recruitment professionals who deal locally with American citizens. In sum, this information points out that there could be direct and punitive consequences for illegal employment behavior when dealing with American citizens on behalf of American employers abroad and American-controlled foreign employers
John "Jack" Howard Nesbitt, MBA is an is African-American who has been involved in recruiting and diversity issues since 1977. Most of his carrier has been in recruitment in the US and the UK. If you wish to contact Jack send an email to
newsletter@ukrecruiter.co.uk
and we will pass it on.
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Statistics
Hitwise top 10 Recruitment
Sites, week ending 12th November 2005
The most visited UK recruitment sites last week, starting with the
most popular, were www.jobcentreplus.gov.uk,www.totaljobs.com,
www.jobsite.co.uk, www.reed.co.uk,
www.monster.co.uk, www.jobs.nhs.uk,
www.tesjobs.co.uk, www.eteach.com,
www.jobserve.com and www.friendsreunitedjobs.co.uk.
For more information about Hitwise, visit http://www.hitwise.co.uk
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Regards
Louise Triance
UK Recruiter http://www.ukrecruiter.co.uk
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