Recruiters: Use Cold Emailing To Your Advantage

Recruiters: Use Cold Emailing To Your Advantage

Does cold emailing help people find jobs and get hired?

The opportunity is there, as is cold calling. My post is going to revolve around a behavior and not the part it plays in a job search strategy. This is critical.

To execute a successful cold email campaign, you need to find potential candidates that may already be looking for work and can meet you halfway. After that, your only goal is that they don’t delete the email and immediately dismiss you.

Before I give you the golden email template, consider the following:

What is your target? This can relate to the type of positions you staff for, which types of employers, the industry, and of course location. This will set the stage for where you can find prospective candidates and an idea of how to reach out. You can find current industry professionals online or at in-person events for little to no cost.

How are candidates marketing themselves? Look for candidates that have an up-to-date resume with a full work history that features bullet points explaining the powerful contributions provided to past employers. You never know when they were last denied a raise and may be looking for a new opportunity.

How are candidates networking? The best source of new hires is an employee referral – when a current employee of the organization recommends someone else they know. This is a common best practice for recruiters and hiring managers. Everyone has a network, even the freshly-minted college grads of 2018: their parents, family friends, parents of friends, siblings. If they were close to any professors, they’re a terrific resource.

Armed with this information, how can you find professionals looking for new opportunities?

Email your database asking for referrals. This needs to be informed by the first item in the previous list: Target. Most people aren’t open to moving around for a job, and more importantly, most recruiters and hiring managers are suspicious of someone who says they will. We’ve all been burned by someone who says they’ll move, swears it up and down, but when push comes to shove, they back out.

Identify your network drivers. Ideally, you already have existing relationships with professionals at the company for which you’re staffing, or within the industry at least. Or if not, you know someone who has worked there in the past. How can you find a shortlist of second-degree connections to reach out to? LinkedIn all the way.

Network like it’s your job. We’ve all been at conference happy hours or Chamber mixers and you find those recruiters or sales professionals hunting for leads. It’s a major turn-off, and everyone except them knows it. Relationships start with mutual interests and casual conversation. Be upfront but not overtly so. Your job as a networker isn’t to meet everyone, it’s to be able to introduce someone new to those who can help them meet their unmet needs.

Building a strong baseline as exemplified above may take many weeks, months, or years to accrue. However, if you aren’t committed to being a valuable resource to others, keeping an ear to your industry, and promoting career growth with your friends and family, how do you expect to succeed as a recruiter? These are the fundamentals, and mastering them will lead to many moments when you get to grow your network. In our case, you don’t need to be the loudest recruiter, you just have to listen.

Eventually, you’ll want to know how happy someone is with their current employer, which perks could lead them to consider new job offers, etc. But first you need to focus on the long haul. Don’t scare them away – give them the opportunity to share what’s going on in their life before you talk about yours.

You can even introduce yourself with a cold email. Try the following on for size and comment how it worked for you.

“Hi [name], I see you’ve been at [organization] for a while now. Can you spend about 10 minutes of your time helping me understand what it’s like at [organization]? I want to know what the culture there is like. If you prefer, I’d be happy to buy you a coffee or three after hours. I believe [coffee shop] is near your office, right?

And for those of you who try this, you maybe see that a surprising number of people are indeed open to the request.

Branding Recruiter Job Titles & The Application Process

Branding Recruiter Job Titles & The Application Process

Recruiter Branding

Let’s face it, the staffing industry has a negative reputation. Over the years so many organizations have used ineffective tactics to find talent. Whether they’ve bought candidate contact information, scraped emails from websites or cold called off lists of phone numbers, most people have stories about annoying recruiters offering positions that less than desirable for a number of reasons. Because of this, many view recruiters in a bad light. So how do we overcome that negativity? Of course, you have to use sound strategies for sourcing candidates so that your companies brand doesn’t become tainted. But there are a lot of other ways you can brand your company and it’s employees to seem less threatening to candidates.

Application Branding

One effective method is to change the language you use when asking candidates to “apply” when arriving on a landing page. By offering a career consultation or a guide to learning more about staffing and other contract work you can eliminate some of the anxiety around applying. If you go this route, you’ll want to make sure that your recruiters are providing a more consultative & nurturing approach to hiring candidates that apply in this way. You don’t want people to think they’re downloading a guide or being provided a free career consultation only to receive a hard sell on a job they don’t want.

Branding Recruiter Job Titles

That brings me to the next method for lowering the pressure on candidates. The term recruiter has its own negative connotations. That’s why many staffing firms have shifted from naming their sales staff “recruiters” and branding their recruitment employees with a more holistic job title. Below are some recommendations for recruiter job titles with less pressure attached to them:

  • Career Consultant
  • Career Advisor
  • Assignment Coordinator
  • Placement Coordinator
  • Career Development Strategist
  • Personnel Agent
  • Personnel Officer
  • Human Resources Officer
  • Employment Consultant
  • Labor Force Advisor
  • Personnel Agent
  • Personnel Management Specialist
  • Placement Consultant
  • Candidate Attraction Specialist
  • Talent Officer
  • Talent Coordinator
  • Workforce Specialist
  • Talent Selection Agent
  • Sourcing Consultant
  • Talent Consultant
  • Sourcing Specialist
  • Sourcing Advisor
  • Talent Acquisition Consultant

If you’re not prepared or willing to make that extreme of a shift these job titles offer a little less edge while staying true to traditional job titles for staffing professionals:

  • Staff Placement Officer
  • Staffing Consultant
  • Staffing Advisor
  • Recruitment Professional

We’re all familiar with those modifiers for elite recruiters that may or may not help them in their efforts. These include such terms as “Senior”, “Executive”, “National”, “International”, and “Global”. While these terms can make the individual seem more accomplished, they often do nothing to persuade candidates to work with them. They achieve those titles by being good at their job. They’re not good at their job because of the titles. That being said, combining these grandiose modifiers with less aggressive job titles can provide a sense of accomplishment to the recruiter while keeping the vibe less “Boiler Room”.

Implementing New Branding

You might be wondering where these job titles can be most effectively utilized. Other than the obvious places that this will be noticed, like Linkedin and Indeed where recruiters are actively contacting candidates, you probably have recruiter profiles on your website (psst if you don’t, you should). Here you can brand your recruiters as experts and consultants who are going to advise candidates on their best opportunities. This approach can help brands with negative reputations return from the dark side of staffing and become a shining beacon in the darkness, an example for others to aspire to.

When making changes like these it’s best to A/B test so you can view the efficacy of your efforts. You find that the old way of doing things works better in your vertical. Or you may find that by simply changing the way that you brand the application process and your recruiters’ job titles you can improve the image of your brand and place more candidates, thus increasing ROI on your marketing efforts. If you’re interested in learning more about A/B testing and brand building consultation services give us a shout.

How to Post Jobs on Google

How to Post Jobs on Google

How To Post Jobs on Google

A comprehensive guide for staffing agencies on getting your jobs on ‘Google for Jobs’ search results.

How To Make Your Staffing Agencies Jobs Appear In Google Search

Google now includes jobs in their search results which means you can have your jobs one step closer to job seekers, directly in Google’s search results (See what it looks like). If successful, your jobs will appear in a featured snippet type of search result featuring your logo, reviews, rating and job details. This prominent position is appearing in more and more Google searches, which is where most job seekers start their search for work. As Google Job Search Results become more familiar to applicants, inclusion in these search results will become vital to staffing agencies competing in the marketplace. By making your jobs findable in Google Search, you’re bypassing Indeed, Monster, and all the other job boards. Jobs listed in Googles Job Search Results are free (as of Jan 2018). There are two methods for getting your jobs included in Google Search Results, Direct Integration and Third Party Integration. Direct Integration is the most reliable method, but Third Party Integration is easy. If you have any trouble understanding all of this, don’t worry, we can help.

Direct Integration With Google

Direct Integration is by far the most reliable method of getting your jobs icluded in Googles Job Search Results. By choosing direct integration, you get more control over exactly how your job postings appear and how long they’re active for. To implement this you’ll need to be able to make modifications to your websites job board or at least have the ability to create new pages for the purpose of posting them to Google. Most staffing agencies have an ATS that integrates into a job board on their website and/or a CMS like WordPress that allows you to easily generate new pages. Ultimately, you don’t need to have a CMS on your site but you do need to be able to edit the HTML of your site. One or both of these will be needed to get your staffing agencies jobs listed on Google. The exact requirements cited by Google are that you have a website, publish job postings on that website and that you’re able to edit the HTML of the job detail pages. Below is a comprehensive guide that will enable your jobs to be picked up by Google.

1. Ensure Your Job Detail Pages Are Indexable

Webmasters will occasionally block web pages from being indexed for various reasons. The most common reason in the staffing industry is to avoid duplicate content penalties caused by numerous jobs sharing the same or similar job descriptions. There are several other reasons Google might have trouble indexing your job detail pages such as security functions and website errors. In order for your jobs to be included in Google job search results, job detail pages must be crawlable and indexable by Google.

2. Add job posting structured data to your job postings.

The required structured data is called Schema. There are a lot of different Schemas for different things, but the one needed for this task is called, you guessed it, JobPosting. This structured data, or Schema markup, is code that get’s added to the HTML of your job detail pages. If you use a CMS like WordPress there are plugins that you can use to implement Schema. That being said, they’re often not perfect and often require some configuring. Google has provided a detailed integration guide for developers.

3. Create A Jobs Sitemap & Add It To Search Console

If you’re not familiar with Search Console (formerly known as Google Webmaster Tools) you should familiarize yourself. This is a vital tool for optimizing your staffing website for search engines like Google. Among other things, Search Console will allow you to submit a sitemap to Google. This notifies them of all the pages on your website that you want indexed and included in search results. The same is true for job postings such as those you want to be included in their job search results. If you’re using a CMS like WordPress there are a lot of great plugins that can help you generate sitemaps. We recommend Yoast, as it provides a bunch of great search engine optimization (SEO) tools in addition to generating sitemaps. If you don’t use a CMS, Google has provided a guide to generating sitemaps including links to third-party tools that will help you generate them.

4. View Analytics In Google Search Console.

After implementation is complete, you should be able to see impressions and clicks in Search Console. If you don’t, check for errors in the sitemap. As you monitor traffic, try changing up your job titles and job descriptions to test their effectiveness.

Use A Third Party Job Site

Third party integration is far simpler than direct integration. However, it will cost you money every month and won’t give you the control or analytics that direct integration does. Here’s how it works. When you post jobs to job boards and job distribution networks like CareerBuilder or ZipRecruiter they directly integrate their jobs with Google and your job postings may be included. Some ATSs, such as iCIMS and JazzHR, integrate with Google Job Search as well. Google provides a list of job sites, networks, and ATSs that integrate, however, there are likely much more than what they list. As a staffing agency, chances are you’re already using at least one of them to promote your jobs. Below is a distilled list of third-party sites that can integrate your job postings into Google Jobs Search Results:

 

  • Facebook
  • LinkedIn
  • Careerbuilder
  • Glassdoor
  • ZipRecruiter
  • Snagajob
  • Monster

What It Looks Like

Marketing Trends for Staffing in 2018

Marketing Trends for Staffing in 2018

Marketing Trends For Staffing Industry 2018

Trends and predictions for digital marketing in the staffing & recruitment industry

1. Focus On The User Experience

Improving user experience has been a focus for several years and will continue in 2018. Many aspects of digital marketing will involve a heavy focus on user experience for staffing agencies moving forward for many years. If you look at the trends from around the web you see it everywhere. Google now tracks user experience metrics for organic activity on your site in order to determine how well you should rank on certain keywords. User experience also drives conversion rates, brand affinity, reputation, applications, and hires. Many aspects of UX relate to website design & layout. However, user experience is much more complicated than menus and chat boxes. Customer experience should also be considered in this and all stages of the funnel should be looked at for ways to improve the candidates overall experience.

2. Content Marketing

Over the last few years, content marketing has grown to become one of the most effective forms of digital marketing. According to a 2017 report by the Content Marketing Institute over 60% of digital marketers reported that content marketing was more effective the previous year. We expect that trend to continue. Content marketing involves creating and distributing relevant content that’s valuable in some way to the reader. For staffing, this could be a resource that provides information or a fun blog that provides entertainment. Choosing the right content to produce requires research, creativity, and a knack for words. However, creating content isn’t enough, you must also distribute it in a way that puts your content in front of readers and potential clients & candidates. Distribution for content is most common on social media but there are dozens of other effective ways to distribute your content.

3. Influencer Marketing

Utilizing the reach of influencers will continue to grow in the staffing industry. While this strategy has been effective in the more progressive circles in marketing for some time, staffing is just now coming around to the concept. There are some unique difficulties associated with influencer marketing that are unique to the staffing & recruitment industry. Harvesting contact information on staffing influencers isn’t the difficult part, building relationships and leveraging those relationships takes time and tact. In 2017 vloggers & bloggers continued to grow in quantity as well as their number of followers. We expect to see that trend continue in 2018.

4. Outreach Marketing

Outreach Marketing is most often described as an aspect of Influencer Marketing (the savvy marketing specialist identifies thought leaders and influencers in their industry and formulates a strategy for reaching out to them, garnering favor and acquiring mentions & links). However, for the staffing industry, outreach marketing deserves it’s own mention, especially for marketing trends in 2018. In the staffing industry, influencers aren’t just individuals. They’re industry associations, organizations, universities, alumni associations, certification services, etc. Expect to see comprehensive outreach campaigns that target these organizations grow in popularity as well as efficacy in 2018.

5. Mobile Apps

Developing your own mobile app isn’t for the faint of heart. There are greater risks & rewards when developing a mobile app compared to other marketing trends for staffing in 2018. Major players in healthcare and tech staffing are already working on these. The apps in development (and in production) provide services for job searching, licensure & credentialing, shift exchanges & shift management, salary calculators, shift check-in, timesheet tracking, traveler resources, and much more. One trend that we expect to see is more staffing agencies compiling their resources into an easy to use app that can be used as a value-add for their candidates.

6. Storytelling

Staffing agencies have been using storytelling for years, some better than others. The industry has developed a negative reputation as being a cold call, high-pressure sales industry. For this reason, many staffing agencies resort to storytelling to humanize themselves and their candidates. One effective method for this is the “featured traveler” often seen promoted by healthcare staffing companies. Telling the stories of your company and employees is a good start but there’s so much more to storytelling than that. Storytelling can be used in job descriptions, display ads, content marketing, as well as influencer & outreach marketing. Don’t be afraid to go outside the box and tell an interesting story. Also, encourage your clients and candidates to tell their stories. Even go as far as to facilitate a platform for them to do so. Incentivize storytelling and make your company human. Because, if you don’t start doing it in 2018, expect your competitors to tell their stories while you remain a silent cold phone call from an anonymous recruiter.

7. WordPress

WordPress will continue to grow in usage as will WordPress plugins that improve staffing websites. WordPress is a great platform for users to create content without requiring an expert understanding of web development and design. Many marketing & design agencies that build websites choose to develop on WordPress because of its flexibility and ease of use. All the resources regarding WordPress we’ve been able to find on trends and predictions emphasize and increase in WordPress usage in 2018. While there are some security concerns relating to WordPress, a capable IT manager or marketing agency should be able to protect you from attacks.

8. Privacy & Security

With all the leaks, hacks and loss of data that’s happened in 2017 we expect to see a greater emphasis on privacy and security of private information in 2018. Most of the burden will rest on the shoulders of your ATS but it will be important to ensure your site and information are secure. You may also want to emphasize security in your marketing efforts. Creating doubt in the minds of clients and candidates that other staffing agencies are careless with their private information is probably going too far. But if you promote the fact that you’ve gone to great efforts to make sure their information is secure, that could go a long way. Especially with a candidate that is careful about this sort of thing. We recommend going about it carefully, within a cohesive content marketing strategy.

9. Coordinated Marketing Campaigns

The lines of SEO, Social and Content Marketing will blur. The truth is that the lines have been blurring for a while now. And that’s a good thing. Social media, content marketing and search engine optimization are all so closely related now that it makes sense to coordinate your efforts with a cohesive campaign. The link building strategy you use will involve your content marketing strategy. Meanwhile, your link building strategy will actually be an awareness campaign centered around social media mentions. We expect to see more marketing directors pushing for more comprehensive campaigns. We also expect to see agencies like Staffing Nerd offering more coordinated services for staffing agencies in 2018.

10. Video

Expect to see more savvy marketers creating videos for their staffing agencies. Video marketing allows for great storytelling and opens up new advertising opportunities. With remarketing on Adwords you’re able to target youtube channels and advertise to candidates who have visited your job details pages without converting. In 2018 we expect to see more staffing agencies reintroduce candidates into their funnel with video remarketing ads. There are many ways to execute an effective video marketing campaign. Youtube alone will be a major player. Other strategies aside, Youtube alone boasts ridiculous statistics. As of January 2018, there were over 1.3 billion Youtube users, nearly 5 billion videos were watched every day (1 billion of which were on mobile), the site gets over 30 million daily visitors, and there are over 3 billion hours of video watched every month.

11. Personalization

Personalizing the user experience of your candidates will have a big impact on retention and brand loyalty. Personalized job alerts, good quality recruiting experiences and personalized recommendations are a few great ways to incorporate personalization into your marketing efforts. Moving forward clients and candidates will grow to expect a more personalized experience. We expect to see staffing agencies accommodating them in 2018.

12. Chatbots

Candidate engagement will be big in 2018 with more staffing agencies opting for chat services and chatbots. This strategy is made easier with websites built on the WordPress content management system. Several third-party developers have produced sophisticated chatbot plugins for WordPress that your staffing company can utilize in 2018 to increase engagement, time on site, and other user experience metrics.

Learn how to capitalize on 2018’s digital marketing trends for your staffing agency

Top Job Boards For Staffing

Top Job Boards For Staffing

Top Job Boards For Staffing

The very best job boards for staffing agencies & recruitment firms

General Job Boards

These job boards are great for posting just about any job. Although some of the niche sites can perform very well, these sites are more well known and get much more traffic than the other sites. On these powerhouse job boards you’ll probably spend a little more money to promote your jobs, but its worth it.

1. Indeed

Indeed. Hands down the biggest and baddest of all the job boards. What was once a job aggregator is now the best website online for promoting jobs. That being said, here are some restrictions for staffing companies and Indeed’s quality control team is pretty strict about the content they allow on their site. That means that you’ll have to work a little harder than normal making sure your job titles and descriptions are unique and follow their rules. Expect to increase your budgets over time as more staffing companies are catching on to the fact that this is the best job board out there. The good news is that Indeed offers a pay per click ad model which allows you to easily scale your marketing efforts and adjust your strategy from day to day. If you could only promote your jobs on one website, it should be Indeed.com.

2. Zip Recruiter

Zip Recruiter has some great features and service offerings but can fall flat for some industries. One thing that I’ve learned here is that you have to be vigilant about the quality of your job descriptions and job titles. You can’t be lazy, you have to be creative and test performance as if that text we ad copy (because it is). Zip Recruiter offers a service called Zip Alerts that targets job seekers in their email inbox. This service has been effective in our testing for several different staffing industries including healthcare and tech staffing.

3. Linkedin

The professional social media site is a great place to promote your jobs for many different industries. Depending on how many recruiters you have you may want to restrict who has permission to promote jobs here as you may end up having recruiters doubling up on candidates and stepping on each other’s toes. We’ve found Linkedin to be most effective for corporate recruiting, sales and tech staffing. In addition to being a great place to post and promote your jobs, Linkedin is also a great site for sourcing talent & recruiting. Make sure your agency has a strong presence on Linkedin if you plan on promoting jobs.

4. Facebook

FB has always been a good recruiting tool for staffing agencies. Whether you’re advertising your business, participating in groups, building your recruiters’ social branding, or communicating with potential candidates Facebook is an exceptional tool for staffing. Jobs on Facebook was first released in February of 2017 with mixed reviews. Combining targeted ads with Job postings is an effective way to direct traffic to your jobs, your website and get more leads. Facebook targeting is robust in that it allows you to target by age, gender, location, profession, interest, email, phone number and even behaviors. You can generate retargeting audiences from your website to advertise to job seekers who have viewed your jobs but haven’t viewed your conversion confirmation page. The power of Facebook as a recruiting engine should not be underestimated.

5. Glassdoor

Glassdoor is most well known as a database of company reviews, salary reports, and CEO approval ratings. Logically, it quickly became a place for job seekers to find great companies to work for. As a staffing agency Glassdoor is a great tool for recruiting and company branding. In addition to being an effective place to promote your jobs, Glassdoor is vital for building brand trust. Candidates that apply on Glassdoor tend to be more discerning than the average applicant. This is probably due to the fact that their researching employers before applying.

6. Monster

From the job seeker perspective, Monster compares nicely to Indeed. From the staffing agencies perspective, it barely compares. Monster doesn’t offer a pay per click ad model like Indeed and other job boards. They’re stuck in the old school “pay a flat fee per job” business model. This works well for companies advertising a handful of jobs but it quickly becomes extremely costly or unscalable for most staffing companies. As one of the most well known and trafficked websites on this list, it’s a shame Monster isn’t higher on the list.

7. Career Builder

Despite having one of the worst logo rebrands of 2015 Career Builder is still a player in the job board game. Don’t underestimate them. If you haven’t used them and have an advertising budget that isn’t abysmally low, you should test Career Builder out. We recommend starting off small and building your campaign once you’ve established effective positions & locations to promote.

8. Job.com

Much like most job boards, Job.com only offers “job slots” type promotion. This means that you have a limited number of jobs that you’re allowed to promote at any given time. That being said, it can cost as little as $30 per job slot. The site also offers resume database access which is popular among many other job boards. Job.com tends to be less effective for highly technical positions like developers, nurses, and doctors but can be very effective for other types of jobs. As #7 on this list I wouldn’t prioritize Job.com over other general job boards. However, if you have a budget to test, it’s worth a shot.

9. Google Job Search

Technically Google Job Search should be higher on the list. Also, Google Job Search technically isn’t a job board. But it is one of the most powerful and cutting-edge ways to promote your jobs online. Google doesn’t actually allow you to “post” jobs to their careers search engine. Instead, they’ve developed a method for your jobs to be found by their crawlers. There are two ways to get your jobs picked up in Google Job Search. The first, direct integration, is the most straightforward and, from our experience, the most effective. In order to directly integrate with Google, you have to implement a structured data markup on your job details pages and job search results (this is assuming you have your ATS integrated into a job board on your website). There are a few other requirements and Search Console can be used to view the success of your efforts. The other option for getting your jobs listed in Google job search results is by using a third party job site that already integrates with Google. You should already be posting your jobs on many of these sites including Facebook, LinkedIn, CareerBuilder, Glassdoor, ZipRecruiter, and Monster. There are a number of technical reasons why your jobs may not be appearing in Google’s job search results. Reach out if you’re having trouble getting integrated.

10. Jobs2Careers

You’ll want to work closely with your Jobs2Careers account rep as they have the control to open the floodgates or give you some really targeted traffic. The quality of candidates can vary greatly so it’s important to communicate to your account rep about what’s working. Jobs2Careers, like Indeed and ZipRecruiter, offers a Pay-Per-Click ad solution that allows you to only pay for the clicks or applications that you receive. This is great for agencies who have a limited budget and no time to waste testing job sites that don’t deliver. While J2C is quite far down on the list, it’s a tool that we often recommend to our clients. J2C tends to be most effective in retail, sales & corporate recruiting, and hospitality but has also proven itself time and time again in the healthcare industry (nursing, allied, and locum tenens).

11. Simply Hired

In May of 2016 Simply Hired announced that it was shutting down. Fast forward to July and Recruit Holdings, the same company that owns Indeed, acquired Simply Hired. Since then, it’s been as effective as ever as a recruiting tool. When you promote your jobs on Simply Hired it gets distributed across hundreds of affiliate job boards. Simply Hired is a potent source of lead volume. Quality is the real problem here and it can be difficult to nail down quality leads for highly technical positions in healthcare and information technology. If your agency is in need of a massive amount of leads to call on, train your recruiters with, or you’re staffing for an industry such as retail, hospitality or sales utilizing Simply Hired in your strategy is recommended.

Healthcare Job Boards

Healthcare Staffing is one of the biggest industries in staffing in the United States. Recruiters all over the country are jockeying for position in an extremely competitive field. Whether your agency staffs registered nurses, physicians, surgeons, physical therapists, occupational therapists, speech pathologists, nursing assistants, nurse practitioners, or any other position in the healthcare industry these job boards will be valuable to your marketing efforts. Ranking these sites has proven to be difficult since they all have pros and cons with varying levels of efficacy and are often for completely different industries (locum tenens vs travel nursing for instance).

1. Travel Nurse Source

One of our favorite Track5Media websites is Travel Nurse Source. The site accepts XML job feeds from most applicant tracking systems and has an API for you to easily integrate your jobs into their search engine. Travel Nurse Source (TNS) has also been around for a long time and it has developed a huge database of candidates which you can access, downloading full records of their application & resume. For that reason alone this is one of the most effective niche tools for travel nurse recruiters online. There are other opportunities on TNS to promote your business and with the applications downloaded from TNS you can create remarketing audiences to be used on Facebook and Google Adwords.

2. Allied Travel Careers

Another of our favorite sites from Track5Media, Allied Trave Careers (ATC) is a powerful tool for recruiters in allied healthcare. Find candidates for everything from Med Tech, Lab Tech and X-Ray Tech positions to SLP, PT and OT positions. Some of the biggest players in Allied Staffing promote their jobs here, and for good reason. If you’re looking for another place to promote your jobs in allied healthcare, this is where we recommend going immediately after Indeed.

3. Nurse Grid

Nurse Grid is a new-ish calendar and shift exchange application for nurses. It allows you to create a profile, select the facility you work for, and communicate with other nurses in your unit, mainly for the purpose of trading shifts. They also market their product to nurse managers who can use the app for managing their unit. The app also allows for job listings which is great since you have a captive audience of exclusively qualified candidates. While this option hasn’t been tested as much as all others, there is a very high potential upside. It’s absolutely worth testing. If you’ve promoted jobs on Nurse Grid we’d love to hear from you.

4. Nurse Recruiter

Nurse Recruiter is one of the more established and well-known niche nurse job boards. However, that doesn’t necessarily mean it’s the best. While it’s definitely an effective site, as it becomes more popular it also becomes more competitive and expensive. We always recommend proven lead sources like Nurse Recruiter to our clients but also love to test new opportunities and growth hack our clients to the top of their industry. Nurse Recruiter will make a safe and effective part of the digital marketing strategy for your staffing company.

5. Nurse.com

This site is primarily a learning resource for nurses but has developed into a substantial lead source for travel nurse agencies. It is expensive, and can be hit or miss in terms of generating enough leads. There are additional benefits associated with being an advertiser here including added brand awareness and trust building in the nurse community.

6. Explore Health Careers

Explore Health Careers (EHC) produces a lot of content and resources that tend to lean toward nursing students and new grad nurses. This means that it may be less effective for travel nurse staffing agencies that often require nurses to have a minimum of 2 years experience before traveling. However, advertising on a site like EHC is effective at building brand recognition among students and new grads so that when they’re ready to travel, they already know you.

7. NGPT

New Grad Physical Therapy is similar to EHC in that it tailors content toward students and new grads. This is less of an issue for allied healthcare staffing as new grads and clinical fellows are often embraced in the travel therapy industry. NGPT provides an interesting advertising model that can only be described as “custom”. They provide job listings, content promotion, inclusion on their social media profiles and other unusual perks. While this wont be the most effective tool in your arsenal, it’s worth looking into as an option.

8. Locum Jobs Online

Yet another site from Track5Media, Locum Jobs Online (LJO) is a robust marketing and lead generation resource for locum tenens staffing agencies. As one of the lesser well-known niche locum tenens job boards, it has less competition while simultaneously providing exceptional quality candidates. Volume tends to be lower than Track5Media’s other sites, but it’s definitely a highly recommended job board for locums agencies. The fact that LJO is #8 on this list doesn’t reflect how valuable it is. From our experience nursing and allied staffing deal in greater volume and therefore provide more leads. Unfortunately, that was one of the factors we looked at when choosing the rankings for this list. Promote your jobs freely and with confidence on LJO.

9. All Physician Jobs

Essentially a duplicate site of Locum Jobs Online, All Physician Jobs (APJ) is equally as valuable for locum tenens & physician staffing agencies. One thing to note about these sites is that they allow you to create recruiter profiles which can then be reviewed. This allows candidates to research recruiters and work with only the best. If you have a positive reputation and employ talented recruiters this could be a boon for your firm.

10. Nurse.org

Primarily a source for hospital reviews, career guides and scholarships, Nurse.org also offers job promotion services. With a community of over one million nurses, this is another option for a nurse staffing firm looking to expand their marketing efforts. Nurse.org is somewhat untested for Staffing Nerd and our clients but could prove to be useful. If you have experience promoting jobs on Nurse.org we’d love to hear from you.

11. My CNA Jobs

Not all healthcare staffing agencies are interested in hiring CNAs. Those who are will find MyCNAJobs.com to be an practical source of applications. Although you may find that leads from Indeed are cheaper and more abundant, diversifying your efforts will be key to growing your staffing company.

Tech & Creative Job Boards

Staffing for information technology and creative jobs is difficult. You have one of the most Internet-savvy demographics as your potential candidate which means you have to be sharp. Utilizing cutting-edge tactics and venturing into the unknown is sometimes required to get a leg up on your competition. The following job boards are known to be useful tools for tech & creative staffing agencies. If you’re interested in growth hacking your industry with outside the box marketing strategies, hire Staffing Nerd.

1. Dice

Dice is owned by DHI Group, a parent company for many online job boards. Posting jobs on Dice is pretty spendy starting at $395 per job. Depending on your companies goals and advertising budget Dice may or may not be an option. If your agency is looking for a new lead source that has been proven to deliver, Dice is a great option. From our experience, it’s most effective for recruiting developers, engineers, and information architects but can be useful for recruiting game designers and other high tech designers.

2. Stack Overflow

Stack Overflow claims that applicants will never receive recruiter “spam” or see fake job listings on their site. While I would hope that nobody is posting fake jobs, I feel like there are ways for tech staffing firms to promote jobs on Stack Overflow. It’s one of the best places online to promote jobs for developers so getting your jobs here has a lot of potential upside.

3. Angel List

Startups are always in need of developers. Angel List is one of the best places for candidates to find open positions. However, chances are you’re not a startup. So figuring out how to get your jobs on Angel List is key. Once you solve that problem, you’re in for some fun. Contact Staffing Nerd to discuss how we can help solve complicated problems like this.

4. Dribbble

Along with most job boards out there, Dribbble offers a per job pricing model. The power of Dribbble lies in its user base. With so many talented designers visiting the site every day, Dribble has a captive and targeted audience waiting to apply for your positions.

5. Krop

Krop is a great site for creatives who are looking for new work. Similar to dribbble there are awesome portfolio building tools and the site is very robust from the candidates perspective. The job seekers user experience is excellent on Krop. From the employer/staffing agency perspective, it’s pretty good as well. They only offer single job postings for about $200 per job. This is pretty typical but considerably more affordable than some job boards. Krop also offers access to a database of over a hundred thousand resumes. This monthly subscription service grants you unlimited access to resumes for creative talent. This makes Krop a great tool for recruiters looking for top talent. Utilizing this tool you can sort by location, experience, specialties, education, availability and even willingness to relocate.

6. Behance

Behance was one of the first portfolio sites to make it big by being sold to Adobe in 2012. Since then the site hasn’t looked back. As a portfolio service for creatives, it’s top notch. As a tool for recruiters and marketers working in the staffing industry, it leaves something to be desired. Posting a single job is pretty spendy with Behance. They also have an option called Adobe Talent Unlimited which costs $1,500/mo. Now before you scoff at the price tag think about what the product offers, which is a lot. Adobe Talent Unlimited grants you unlimited job postings on Behance. While this sounds amazing, there are some cons to the service. First, when you search for creative jobs on Google (which is what most job seekers do), Behance rarely ever shows up on the first page of search results. Second, unlimited posting means a lot of manual data entry and account management. If you choose to go this route, you may need to dedicate some serious hours to working Behance.

7. Authentic Jobs

Authentic is another creative job board for your agency to test out. We don’t have much experience using Authentic Jobs but this is primarily due to the higher cost of entry (#300 per 30-day job posting) and the lack of control managing budgets, bids, etc. According to our research, it appears to be popular with some big brands. However, we’ve never worked with a staffing agency who has successfully utilized Authentic Jobs in marketing efforts for their company.

Hospitality Job Boards

Hospitality staffing agencies provide a wide variety of laborers. This can make finding the right job board for hospitality staffing difficult. Whether its food services or hotels, the following job boards are effective tools for promoting your hospitality jobs.

1. Snagajob

Snagajob isn’t exclusively designed for hospitality jobs. However, it is tailored toward hourly jobs and focuses heavily on retail, food services, hotels, etc. The site can be frustrating from the user experience side of things. Navigating the site requires sifting through complicated lists of categories. That being said, the pricing model is very affordable and structured in a way that lends itself to staffing. Snagajob allows you to manage multiple locations with one listing which is great if you’re hiring for positions in multiple locations.

2. Hcareers

Hcareers is one of the most prominent hospitality focused job boards online. The user experience for job seekers is better than most. However, for employers, they gate job posting with an annoying sales process. Hcareers resume search feature is valuable and can be a very effective recruitment tool. Since turnover is so high in many hospitality industries, even if your contacts are currently employed it can be good to simply make contact.

3. Hospitality Online

Many major hotel chains actively use Hospitality Online on a regular basis. That may or may not be the reason their price tag is so high. Although the site isn’t a huge powerhouse in organic search engine rankings, it does appear to get a lot of traffic (most likely paid traffic). This means that there are going to be a lot of qualified job seekers seeing your jobs. That being said $485 is pretty steep for something like a janitorial position.

4. Craigslist

The job board on Craigslist is a mixed bag. Chances are you’ll get a lot of unqualified candidates. That being said, it’s pretty affordable and the Craigslist job board lends itself to entry level positions and jobs that don’t require higher education or a lot of experience.

Corporate Recruiting & Sales Job Boards

For all you internal corporate recruiters out there looking to hire new recruiters for your staffing agency, these job boards are for you. Obviously, some of the top generic sites are going to be more effective but if you have the budget and/or the time testing out some of these sites could prove to be very valuable.

1. Ladders

Ladders exclusively promotes jobs that pay over $100k a year. This is where you want to go if you’re hiring for a director role, an executive, a high-end developer, sales manager or any other position that might rake in a hefty salary. Ladders is state of the art from the job seeker and employers perspective. This makes sense as it’s selling itself as the premium site for premium corporate talent. Ladders does not disappoint.

2. Sales Heads

Sales Heads is similar to Sales Gravy from the job seekers perspective. But from the employers perspective, it’s much better. Sales Heads is owned by a company called Nexxt that has a robust job promotion network and unique pricing structures for staffing agencies.

3. Sales Gravy

Sales Gravy is kind of herky-jerky. The site itself is built well and has proper functionality but it looks a little dated and has an awkward setup for employers. Posting a single job is actually pretty affordable but there are a number of issues with their dashboard. I wouldn’t highly recommend Sales Gravy but if you’re looking to branch out and test a new job board for hiring recruiters and sales professionals, this is a good option to try.

Cannabis Job Boards

Cannabis staffing is a quickly growing industry. With several new states legalizing cannabis for recreational use each year, the need is increasing exponentially. Many positions in the industry have high turnover rates (budtenders, trimmers, etc.) so it’s important for cannabis staffing companies to build a steady pipeline of candidates. Because many job boards are wary of the legal implications of promoting cannabis jobs they shy away from it. Which means cannabis staffing companies like yours have to use third-party job boards like the ones listed below.

1. Green Street Jobs

Green Street Jobs (GSJ) provides some interesting solutions to many of the issues that plague the cannabis staffing industry. When applying the site requires candidates to rank their skills and experience from 1-10. Then from the employer side, you can filter out candidates who don’t meet your criteria. Also when posting jobs you can customize the requirements to ensure that you only get interview qualified candidates. As of this writing, Green Street Jobs offered free job postings as well as premium options which is great, especially for new cannabis staffing agencies working with limited budgets.

2. 420 Careers

420 Careers offers free job postings as well as boosted jobs for only $50. Many leading cannabis staffing agencies are already posting here. The rules & regulations for posting on 420 Careers are pretty loose. Many companies post jobs that list the positions as multiple trimmer, budtender, and other jobs in cannabis across a whole state. This site is a great way for you to get your name out there and build brand recognition as well as collect leads for qualified candidates.

3. Weed Hire

Weed Hire doesn’t have the best user experience from the employer or job seekers perspective. Registering is kind of tricky but job postings are only $4.20 which is very affordable and kind of funny. Weed Hire also offers resume database access and “VIP” job postings for $500. The VIP package is very strange though. They give you 10 days to post up to 5 positions that last only 15 days on the site. This is abnormal for all job boards, even cannabis job boards. They quote a publication on the site that said: “Weed Hire is the Monster.com of Marijuana”. We’re not sure if that’s a compliment or not.

4. Ganjapreneur

Ganjapreneur no longer has a job board. That being said, they do have a job board directory and a massive amount of clout in the industry and they’re one of the highest cannabis career sites online. Getting your cannabis staffing agency listed on Ganjapreneur’s industry directory will help your firm build brand awareness and potentially drive traffic to your jobs.

5. MJCC

Marijuana Jobs and Cannabis Careers probably has the worst branding out of all cannabis job boards online. It’s almost as if they read an SEO article about exact match domain names from 2001 and built their business off of it. That being said, MJCC has a pretty decent site and affordable job postings. The biggest drawback is that they charge job seekers. Granted they only charge $10. But any cost to the job seeker is too much. When it comes to job boards the applicant is the commodity and it shouldn’t cost them money to apply.

6. Cannabis Jobs Board

Another winner of the boring website name award, Cannabis Jobs Board. Job postings are currently free and the site is associated with The THC University which means that you might find yourself interviewing trained, qualified job seekers for your positions.

7. 420 Jobs Board

One of the biggest problems that plagues the cannabis industry is brand recognition. With so many companies choosing generic names like 420 Jobs Board it’s hard to differentiate between who’s good and who’s not. 420 Jobs Board offers free job postings and premium upgrades. The site is very functional and has talent profiles which make recruiting a lot easier.

8. Cannabis.net

Social networking, dispensary maps, business listings, store, event calendar, and job board. Cannabis.net is pretty bulky. That being said they have a job board and they have an active user base that will continue to drive traffic to your jobs if you promote them here. Cannabis.net job postings are affordable and they’re live for 60 days instead of the standard 30 days. They also offer resume access and background check services.

9. THC Jobs

Update: THC Jobs is under new ownership and has a new site up. Available on the site is a signup for updates about the new sites launch date.

How To Find Influencers & Thought Leaders

How To Find Influencers & Thought Leaders

How To Find Social Influencers & Thought Leaders for Staffing

A comprehensive guide to discovering social influencers and thought leaders for marketers in the staffing industry.

What is an “Influencer”?

Influencers are influential individuals who have a captive audience online. Most often these individuals have social profiles with a lot of followers but they also have blogs or write for publications. Influencers are often referred to as thought leaders and are admired or respected for their opinions in their communities and industries. Influencers in the staffing industry aren’t always affiliated with staffing in any way. Your goal as a staffing marketer is to promote jobs to candidates and sell candidates to employers. Therefore, influencers will often be people who work in the field of your target candidate. For example nurses (for travel nursing), developers (for tech staffing), physical therapists (for allied staffing), designers (for creative staffing), doctors (for locum tenens), etc. There are a number of ways to find & identify influencers as well as ways to gather their contact information for later use in influencer marketing & outreach campaigns.

Finding Social Influencers

Follow these steps to identify & collect influencer information.

1. Start Searching

Search your favorite social site (Twitter, LinkedIn, Youtube, Facebook, Instagram, Pinterest, etc.) using keywords associated with your industry. For instance, if you’re a travel nursing agency, you’ll want to search for keywords similar to “travel nurse” or “registered nurse”. The search results will probably contain a lot of competitors as well as a lot of noise. Sift through the results to find individuals who have followers.

2. Follow Them

This step is often overlooked but you should really connect with influencers. You’ll eventually want them to help promote your brand and in order to get to that point, you’ll have to build rapport with them. Follow them, retweet them, share their posts, talk with them, tell them stories, tell their stories. Get involved in the community that they have influence over. Do this and you too could soon become an influencer.

3. Search For More Info

Now that you’ve found an influencers social profile you’ll want to collect more information on them. Searching on social you’ve probably found their name, their “brand”, one of their social profiles and maybe a website. Chances are you’ll probably want more than that. In order to get more info, you’ll want to search Google using their name, their brand, or their website. Once found you’ll want to look for their email address and record info like other social profiles, websites they may blog for, events they attend, etc.

4. Record Contact Info

I prefer to use a spreadsheet with multiple tabs for different professions or social platforms. However you choose to record the information, you’ll want to jot down the influencers name, profile URL or handle and their website (if they have one). Gathering all this information in one place will allow you to more easily coordinate an influencer marketing campaign or an outreach campaign.

Many social platforms will suggest similar profiles to you. Utilize these features to bolster your efforts.

Finding Blog Influencers

1. Start Searching

Like the social process above we start by searching. Pull up Google and start searching for keywords related to your industry. For instance, if you’re in travel nursing search for “nursing blogs” or “nursing blog”. You will most likely find a lot of blog posts listing the best nursing blogs. This is a great place to start. However, you and everyone else who has thought about finding influencers have already used these lists. You may need to dig a little deeper into the search engine results pages.

2. Search For More Info

Now that you have an influencer’s blog, visit their site and look for social profiles, email addresses and other bits of contact information that could be used to contact them. If no email address can be found, record the URL of their contact page. You can also try searching their name with “email” in quotes. This will yield results in which their name appears on a web page with the word “email”.

3. Record Contact Info

Log everything in an organized way for later use. If you want to be extra meticulous, take notes on where you left off while working on this project. That way you can come back and pick up exactly where you left off. This project is never-ending and as you naturally discover influencers through your other marketing research efforts. Continue growing your influencer documents as needed.

Using Tools

1. Social Listening

Social listening is an aspect of social media monitoring that covers the tracking of conversations involving chosen subjects, phrases or keywords. This allows you to identify thought leaders that you might not have been able to find mining influencers manually. For example, you would enter into your social listening tool the topic of “travel nursing” and it would monitor Twitter and other social sites for uses of that phrase or related phrases. Looking through the feed you’ll eventually find influencers who are engaging in discussions surrounding your chosen topic. There are dozens of services and software suites out there that offer social listening services. We recommend trying out HootSuite or SproutSocial.

2. Hashtag Research

As you’re reaching out to influencers and sharing your lead magnet with them, you should also be trying to grab their attention by using relevant keywords. Hashtag research tools will help you do this effectively while also allowing you to find new influencers using hashtags you’re already familiar with. We recommend trying out FollowerWonk, TweetDeck, and KeyHole to start.

3. Google Alerts

Setting up Google Alerts will allow you to stay on top of topics as they emerge in the search engine. When people start talking about the next ice bucket challenge, you’ll know. Using Google Alerts will enable your staffing agency to stay ahead of the curve on current events and the social media zeitgeist.

How To Utilize Influencers in Staffing

There are dozens of ways to leverage influencers and thought leaders for your staffing agencies marketing efforts. Simply requesting that they take notice of you and help promote your business won’t work. You’ll need to be creative and produce something of value that’s worth talking about. That’s where we at Staffing Nerd come in. We’ll help your staffing company become more newsworthy and coordinate an outreach program that captures the attention of influencers in your industry.

Start Leveraging Social Influencers