The Recruitment Race: Keeping Ahead of the Competition with Mobile

DevicesWoodTableThe recruitment industry may have been seen as slow on the uptake when it came to mobile, but being mobile savvy can help you win the race.

Toby Conibear, European Business Development Director, Bond International Software, discusses the importance of going mobile. 

Smartphone penetration has reached 67% according to the Internet Advertising Bureau (IAB) and tablet penetration has reached 22%. Add to this ComScore estimating that between 20% and 30% of all recruitment pages are currently viewed via a mobile device – enabling effective interaction via mobile devices is now a necessity.

Right place, right time

In this market, timing is now critical. As the economy improves, employers are increasingly aware of their staff looking for new opportunities – with the vast majority of job applications being made out of hours.

The organisation that responds first, wins as market competition is encouraging consultants to work via mobile out of hours. Providing consultants with secure, password enabled mobile access to the full depth of candidate and client information is becoming essential.

There is no doubt this is a cultural change that will need to be considered and addressed. But continuing to work traditional nine to five hours is going to be a fast track to failure if the competition is proactively tracking applications out of hours and getting candidates in front of clients first.

Going the extra mile

From using a client company hyperlink to get a map and directions, to enabling a full candidate database via mobile when in a client meeting; the way consultants engage with clients can take significant steps forward.

Mobile technologies allow consultants to provide higher levels of service during onsite client meetings, including recording in-depth information on the spot and running database searches of potential candidates. For temporary jobs or short term contracts this real time activity provides a clear commercial edge.

Consultants’ use of time outside of the office is further maximised by completing internal office processes on the move. But this model can be extended even further using the full extent of mobile automation where after receiving a new role push notification, the candidates can then read the assignment and confirm if they would like to take it or not.

In the temporary market, the system can automatically confirm the job to both candidate and employer and send time and place details. The process is streamlined, effective and rapid –freeing up consultants to undertake the value added roles of client and candidate acquisition. 

No one disputes that mobile is changing the way in which recruitment consultancies interact with candidates . Those consultancies that are willing to exploit anywhere, anytime access to information and automation will steal a march on the competition.

Contract Win

Bond International Software plc, the specialist provider of software for the international recruitment and human resources industries, is pleased to announce it has won a three year contract, worth $1.6million AUD, with a leading global recruitment company for the deployment of Bond Adapt. The contract is effective immediately.

The contract was won through Bond International’s local Australian office and will be implemented initially in offices in New Zealand, Australia, Singapore, Hong Kong and Malaysia.

Bond Adapt is a staffing and recruitment software system which manages the entire placement cycle, simplifies processes and provides consultancies of all sizes with cutting-edge tools; enabling recruiters to be as effective as possible and gain competitive advantage.

Steve Russell, CEO of Bond International Software commented: “This contract win is another important step for the Company and demonstrates the importance of our investments in the Asia Pacific region, which we believe hold significant potential for the Group. We have made great progress in growing Bond International so far this year, including the acquisition of Eurowage last month and this is another positive step for the Company.”

The Ideal Home Office Setup to Help the Telecommuting Professional’s Work Life Thrive

Is your home office décor “Feng Shui minimalist” or more “Next episode of Hoarders?” Or do you find yourself working at your favorite local coffee shop where the barista has your order memorized? Nearly 10 percent of Americans work at least one day a week from home—that adds up to about 13.4 million people. As more people enjoy flexible hours, have flex schedules, and work from any place, any time, the home office—wherever that may be—is becoming a vital workspace and component of the telecommuter’s work life.

Here are some features that can make your home office (or coffee shop setup) a productive space that supports a thriving work life.


  • Fast internet connection needed. You need to move fast in business, and nothing is more frustrating and detrimental to your workday than waiting for pages to load or having your computer crash. For recruiters and many professionals, time is important to beat out the competition. A slow internet connection that bogs you down simply won’t suffice when you need to move quickly and efficiently. According to PC Magazine, the fastest options include Verizon FiOS and Midcontinent Communications—contact your Internet service provider to see what upgrades may be available to you.
  • Security is a must. Top security for your work is required—many telecommuters work throughout the day with privileged information, which for recruiters may include private data for both clients and candidates. Make sure that you have both physical and data security for your system that will protect your company and your clients. Follow your employer’s guidelines, require a password to access your home’s wireless router, and keep antivirus subscriptions up to date. In addition, be sure to keep your operating system, browser, and other software up-to-date with the latest security patches. Finally, be aware that public Wi-Fi hotspots are never going to be as secure as your home Wi-Fi – so be careful about what you share and when.
  • Supportive software is critical. The third component to staying connected is having the right software to support your work. It should be internet cloud-based so you can work from anywhere at any time, and allow you to seamlessly conduct your tasks and remain in an efficient, productive workflow. For recruiters, the right recruiting software will support your work and allow you to work faster and smarter, no matter where your office is on any given day.
  • Stay powered up. Wherever your setup, make sure you have enough outlets to plug in the electronics you need. It doesn’t take long to learn which tables at the coffee shop or airport are closest to working outlets—whether your cell phone is low on batteries or your laptop is giving you warnings, you’ll need access to electricity. For neatness at your home office, use a product that hides cables from view to keep your space appearing tidy.


  • Add storage. At your home office, or in your car if you’re often on the road, make sure that you have enough storage space (see some cool solutions from How Stuff Works). Every item and file should have a dedicated rightful place, keeping you on track, organized and efficient.
  • Incorporate tools. You’ll want to utilize tools that keep you organized within your home office setup. Keep a whiteboard available for taking quick notes when you have a great idea or need to jot down notes during a phone call with coworkers or clients. For recruiters, some professionals find it helpful and motivating to create a dedicated “client board” that highlights top clients’ needs or candidate qualities that you are pursuing.
  • Remember office basics. Since you’re acting as your own remote office manager, you’ll need to stay on top of office items that you need. Keep a master list of basics, including printer ink, sticky notes, files, computer cleaning wipes, and other office items and make sure to note what you are running low on so you never run out.
  • Stay flexible. When you’re looking into your home office setup, try to lay it out to be adaptable as your professional life evolves. Alyssa Gregory is a small business expert, and she says that a home office should be flexible. “As your small business grows, or your living arrangements change, be open to changing the configuration of your home office or workspace. It’s always a good idea to take a look at your set up from time-to-time and re-evaluate so you can reorganize and redesign your office when necessary.”


  • Stay physically comfortable. If you’re able, your home office setup should include both a space where you can stand while working but also have an ergonomic chair and desk. Researchers have found that sitting all day is hard on your body, so any chance you have to get up and move, sit on a ball, or stand will be a more healthful way to work.
  • Tweak lighting. Whether you’re at home or working from a café, remember that you’ll need the right amount of lighting—not too little or too much. You’ll need adequate task lighting for your desk area and window shades to block the sun’s rays and any glare coming in through nearby windows.
  • Create your ideal space. If you’re working from a home office, look at your work space with a critical eye. If possible, set up your office in a room with a door so you can more easily transition mentally between time at home and time at work—and keep your space quiet from dogs barking or active kids. You’ll want a space that blocks out noise when you’re on the phone or working through a complex problem. Recruiters often speak to clients and candidates throughout the day, so having privacy and quiet when needed is important.


  • Add some beauty. You want your home office to feel businesslike and set the tone for your work day but also be visually interesting. Think about what art items inspire you and contain a professional vibe. You may choose to select items that you rotate through quarterly to keep your office feeling fresh and renewed, for example a plaque or certificate of professional recognition, a motivational phrase or poster, amusing cartoons, or a photo of you at a professional event. A low-maintenance plant is also visually interesting—and plants have been found to reduce stress levels and increase productivity.

The percentage of Americans who work from home is expected to rise in the coming years. An office space will become an integral part of your home, and you want it to be comfortable, attractive, organized and connected—an area that makes it easy for you to succeed and thrive.

Staffing professionals, if your home office setup lacks recruiting software that supports your work efforts wherever you work from, view our whitepaper on the 15 Steps to Select the Right Staffing Software.

Top tips to Maximise Training and Increase Efficiency

EasyEnsuring staff members have the knowledge and tools are just two aspects of training – instilling confidence to help them pass on important elements of the training to fellow team members is just as important. How do you get the blend right? Carrie Roberts, Training Team Leader at Bond International Software, offers her top tips on maximising the value of training and increasing efficiency.

Getting the most from training sessions can be challenging for companies. The balance between sharing important information about a product or programme and communicating with the course members in an interactive manner can be tricky for course leaders.

Creating a workshop that enables participants to test their new knowledge helps to remove barriers later in the training lifecycle – especially when participants will be required to share their new insight and knowledge with colleagues.

Never ending training sessions using reams of handouts and a few ice-breakers for good measure are fast becoming things of the past. Companies have realised that in the current 24/7 switched-on business world, people do not have time to focus high levels of attention on training.

An interactive workshop model that allows individuals to experiment with a software product, assess how key tasks can be undertaken or information requirements met, is a very effective way of embedding knowledge, especially regarding product functionality. This is a particularly important model for companies opting for in-house training and relying upon a small number of people to share the knowledge and insight gained on a training course with the rest of the team.

Improving the effectiveness of knowledge sharing is just one part of the equation – organisations also need to ensure training is provided at the right time.  It is therefore essential to consider training early in the procurement process. Doing this helps three-fold; firstly it provides the company with an initial insight into whether the product will feasibly work for its unique situation; secondly it provides the company with an opportunity to identify levels of training needed, an inventory check as such; and finally it will increase efficiency, by ensuring everyone required is lined up ready to go as quickly as possible – avoiding unnecessary delays.

Ultimately, training is about getting the most out a product or software. With budgets still squeezed for many companies, getting the most for your money – and making the most of your technology – is important.  Having dedicated significant resources to selecting a solution and overseeing the implementation, it seems strange to underestimate a key part of this process – ensuring your team members are confident and effective in using the technology. Looking at who you are training, when and how best to share that knowledge across the team, are essential steps in realising return from your software investment.

erecruit selects Microsoft Azure for Enterprise Cloud Services Offering

Provides leading staffing firms ultimate choice, flexibility & control in the cloud 

BOSTON — May 21, 2014 — erecruit, the emerging leader in enterprise staffing software and VMS for large staffing firms, announced this year that it has selected Microsoft Azure to offer a complete suite of enterprise hosting services that will run erecruit in the cloud. The deployment of Azure brings flexible, scalable and dependable cloud services to large staffing firms.

Read more

Recruitment Advice from X-Men: From Clarity to High-Tech Solutions

Photo credit: IMDB
Photo credit: IMDB

Talk about a master of recruiting—the character “Professor Xavier” of the X-Men movie franchise is constantly recruiting powerful mutants to join his team and try to save the world. And this is not an easy sell. His team has to accept dangerous, life-threatening work; endure being feared and derided by the very people they’re trying to save; and deal with potential back stabbing and infighting.

But as X-Men fans count down to X-Men: Days of Future Past and its upcoming release, we can look at the movie in another way. Among the high-speed chases, action sequences and other special effects there are thought-provoking lessons and recruitment advice.

Wolverine can’t do it alone – and neither can you

Everett Collection -

Professor Xavier knows that his team must work together to succeed. In the upcoming film, he sends a member of his team, Wolverine, 50 years into the past to recruit himself at a younger age for a very important mission. In recruiting, you need to stay connected and build a team around you that can help you grow in your profession.


Building your team takes strategy and a blend of old-school networking and new-school social media.

  • Attend conferences, seminars and webinars to engage with people in your profession.
  • Use social media to solidify those relationships, keep informed about the industries you serve, and stay in touch with former colleagues.
  • Think of ways you can be helpful to your contacts—send them occasional links to interesting articles, retweet their insight, and send them referrals that you can’t utilize.

Building a team will take time and energy, which is challenging when you’re busy. But it’s worth it. In X-Men, Professor Xavier knows how to build a talented team. The recruitment advice we adopt is that recruiters can continue to network “old school” style, then solidify those relationships with social media. You never know when a relationship you’ve been building might send you a referral or help you determine a “just right” candidate for a favorite client.

Know your talents, know your mission

Professor Xavier knows that the characters he’s recruiting have their own unique abilities, and with his guidance they can optimize their talents to help him accomplish his mission. He knows their unique skillsets that he can use to his advantage. In recruiting, staffing professionals can use LinkedIn and social media tools in addition to conducting enlightening interviews to get an authentic picture of candidates. Seeing personal backgrounds can help you view individuals’ preferences that aren’t included on resumes, helping you determine who might be a better fit at certain companies.

Kevin Grossman writes about the importance of cultural fit on

“[F]or the modern dispersed workforce, the unprecedented levels of stress today in the workplace means that we want more than the money; we want cultural fit with like-minded folk to collaborate, innovate and invigorate our workspaces everywhere we go.”

Although delving into social media sites takes extra time, recruiting software  solutions that include one-click connections to candidates’ profiles on LinkedIn, Twitter, and Facebook will enable recruiters to view insightful data with one click as part of a smooth workflow process. Recruiters can use social media to obtain a clearer view into a candidate’s authentic self to determine would be a good, mutually beneficial fit, or conversely to pinpoint red flags.

Use technology to help you succeed

Nando Machado /

Professor Xavier has access to technology that allows him to send his teammate back in time. Recruiters can utilize the latest technology that helps you improve your workflow, reducing time spent on administrative tasks. Recruiting software solutions that are adaptable are key—if you use Outlook, for example, you want software that will sync with it so you don’t need to re-enter the data in two places.

Similarly, when you update meetings, phone calls, emails, job orders, or other communications that you wish to track, your software should automatically update and immediately sync that data to Outlook.


Today’s software:

  • Has more capabilities
  • Is intuitive to use
  • Can be used on mobile devices
  • Allows users to organize contacts and search by categories, companies, upcoming meetings and communications

Professor X uses high-tech solutions to prevent catastrophe. You should take full advantage of technology available to you—stay up-to-date in our data-driven, connected world via mobile applications that allow you to work smarter and faster anywhere at any time.

Summer blockbusters will soon be coming to theaters near you. When it comes to X-Men, we can look at the leading character of Professor Xavier and learn what lessons to adopt that apply to recruiting, from embracing authenticity to using technology to get ahead.

Discover more about the high-tech solutions that Bond can provide by downloading our AdaptSuite brochure.

Bond Adapt V11 / 9.2 with superior recruitment functionality unveiled

Just as the recruitment industry keeps evolving, so our solutions follow suit. Having carefully listened to our customers and their needs, we have enhanced the Bond Adapt software with features that make it easier for recruiters to manage their recruitment activities and monitor business performance.Bond Adapt

Bond Adapt is our sophisticated staffing and recruitment software system. It manages the entire placement cycle, simplifies processes and provides consultancies of all sizes with cutting-edge tools, enabling recruiters to be as effective as possible while gaining a competitive advantage.

The latest version of Bond Adapt (V11 / 9.2) boasts the following main, new features:

Improved Broadbean integration: to allow the tracking of candidates across multiple job boards from application to placement. The extended integration of Bond Adapt with Broadbean, the market-leading multi-job board posting system, allows recruiters to accurately track candidate responses, review applicants and rank them according to suitability. It is also now possible to search external CV databases and bring suitable candidates into the Bond Adapt system and the placement cycle.

Postcode Radius Searching: is now free. Using the Ordinance Survey postcode data, recruiters can now search for candidates within a specified postcode radius, making it easier to match a specific role to local candidates.

Download our brochure now to learn how we can deliver a highly flexible platform so you can focus on the future business growth

Graphical widgets: to provide a visual snapshot of the organisation’s performance without managers having to sift through pages of lengthy reports. The widgets sit on the Adapt dashboard and can produce multiple results depending on the filters selected such as Activity Type; Activity vs. Targets; Leads; and Revenue vs. Targets. Users can toggle results according to date range, per consultant, office, team or region.

Hierarchy and relationship to User Groups: the data segregation and user creation capability has been enhanced to make it easier for users to silo data according to structure. This feature ensures that the right business intelligence is available to those with the right data ownership.

Rob Hayesmore, Head of Product Design, comments on the latest launch:

“Having listened to our clients’ feedback it became clear that improved Broadbean integration and free Postcode Radius Search would make a big difference to their ability to source the right candidates. We are very pleased that these two features are now a standard functionality in the latest version of our Bond Adapt software.”

“The graphical widgets and better data segregation make it easier for managers to view and analyse their business’ performance. It also allows them to assign different levels of authorisation to ensure people can only access the business intelligence relevant to their level. For example, an organisation can shield information relating to business performance from competing offices within a group, while internal recruitment teams can carry out their activities without the knowledge of the wider organisation.”

If you are a current Bond Adapt customer and would like to upgrade to the latest version then please contact your Bond account manager.

How Recruiters Can Use LinkedIn Showcase Pages

LinkedIn offers recruiters access to a talent pool of over 277 million people worldwide. Yet many staffing and recruiting firms aren’t making enough of all the opportunities the channel offers to get their word out.

A recent LinkedIn webinar described some common mistakes agency recruiters make when using LinkedIn, such as an incomplete profile, a missing company page and limiting reach. Fixing these common ways is an easy way for staffing and recruiting firms to make the most of LinkedIn.

One of the newest ways to extend your message via your company page is the use of LinkedIn’s Showcase pages – a great tool to segment your content.

How can recruiters use LinkedIn Showcase pages?

targetinglinkedin-1The challenge of promoting your overall brand, in addition to the various branches of your products/services, is that you may be providing content overkill to some audiences because they have to wade through your general content to find information that is directly applicable to them.

Think of how your ability to segment your marketing message can more actively engage specific recruiting and hiring audiences.

The Showcase pages provide a multi-pronged channel system to offer tailored content relevant to these distinct target audiences simultaneously.

For companies with products that appeal to different business needs or hiring companies that are reaching out to a variety of industries and candidates, this means that we can create engaging messaging based on specific needs and interests.

tweet1Lisa Jones, Director of Barclay Jones, a recruiting consultancy, offered a number of ways that recruiters can use LinkedIn Showcase pages in a post for UndercoverRecruiter, shortly after the roll-out of LinkedIn’s Showcase pages in November 2013.

She encouraged recruiters to think about segmenting pages to focus on both internal and external recruitment. She also pointed out that Showcase pages are perfect opportunities to:

  • Create a jobs page for each of your sectors and post jobs to those pages – such as creating a job board for specific people to follow, perhaps segmenting healthcare or IT jobs on separate pages
  • Create sector-specific pages for awesome sector-specific content.   Share the latest news on the fastest growing occupations within those sectors as well as employment updates as they relate to each sector.
  • Create a page just for your blog content. This will create a steady stream of relevant content to which you can point your audience.

thumbs-upOne of the best things about the LinkedIn Showcase pages — you can have up to 10 — is how easily they can be created.  All you have to do is click the “edit” menu on your LinkedIn Company page, then select “Create a Showcase Page.”

You can immediately start sharing engaging, specific content geared toward each of your target audiences.

The beauty of these Showcase pages is that some can be more general and some can be quite specific, according to your layered marketing messages.

But the value of Showcase pages doesn’t end there.  Recruiting firms also have analytics ability to determine:

  • Demographics – Get a clearer view of your followers
  • Engagement – Discover which content is getting the most engagement value
  • Trends – track patterns

The more ways you can reel in your target audiences the better chance you’ll have of creating a lasting impression, which may just be the difference between you and your competitor getting that next contract or candidate.

Learn more about using LinkedIn to benefit your business by reading our whitepaper, “7 Ways Staffing Agencies Can Leverage LinkedIn.”

Top image: Gil C /

How To Shine in a Market of Dying Brand Loyalty

Finally, the warmer spring weather is creeping across the country.  And naturally that makes me think of convertibles.  Whenever I see some lucky person driving with the top down I automatically wish I could be speeding down the road with the sun on my shoulders, too.

In a world of “buy the best,” whether it’s recruiting software or a convertible, the question is, how do I choose which one I want?

Do people shopping for convertibles buy from BMW or Audi because of brand loyalty?  Or do they buy based on car features and buyer recommendations? Or, even more likely, do they buy because of the image they have of themselves in relationship to the type of car or its brand?

When it comes to convertibles, many people may be less concerned with the logo on the outside of the car than the comfort, performance, or some other benefit that it offers.

But how does brand loyalty – or lack thereof – apply to staffing and recruiting firms like yours?

Hinda Chalew, Senior Vice President of Interactive Services for Staffing Industry Analysts, makes a good point when she says in her article, Is Brand Loyalty Dead?  that no longer do clients stay with a staffing and recruiting company because of the brand.  Now, staffing companies are only as good as their latest hire.

What’s In A Brand?

brandingWhat is really behind a brand?  A brand implies ownership (real or perceptual) of:

              • Products or services (what)
              • Method of delivery of the product/service (how, where, when)
              • Persona of the product/service (who) – more importantly, the style, reputation, perception or experience associated with the product

Word gets around fast when a product or service fails.  A hiring manager for a  company is going to think twice about a staffing firm that doesn’t provide top-notch candidates.  There are just too many competitors for a firm to stick with one hiring company if that company can’t provide the best.

The problem becomes a situation of brand loyalty breakup.  Excelling in just two out of three of these elements might dramatically affect your brand success.  You may have a great product but if your delivery is off, or if the customer experience is less than satisfying, people may drop your brand for another.

Implications of Dying Brand Loyalty

linkedin-1If “ownership” implied by a brand is becoming less important due to the democratizing influences of the internet, i.e., the vast amount of information and the atmosphere of comparative shopping, what are the possible implications?

  • Commoditization: As consumers (B2C or B2B) see more wide-spread comparative info, it becomes apparent that products/services as offered are increasingly similar. Key differentiating factors may become irrelevant and boil down to who has the best price.
  • Perception: The “perceived” value – which may be completely unrelated to the actual value of the product/service – may be valued higher in the decision-making process. Perceived values can be influenced by a variety of factors, but are also subject to increased scrutiny by tech-savvy buyers.
  • Experience: The value of the consumer “experience” with the product/service – even those from total (and unqualified) strangers in reviews (think Amazon or Trip Advisor) – may have considerably more weight in the buying decision than ever before.

So how do staffing and recruiting firms create product/service loyalty in a market of dying brand loyalty?  The same way recruiting software companies engage with customers: they use marketing.  Marketing defines “why” consumers should buy the product/service.

Revive Your Staffing Firm’s Loyalty Base

best-priceBrand loyalty for traditional reasons may be dying, but if your staffing firm understands the nuances of attracting loyal customers in an era of commoditization, fluctuating perceived value, and amplified customer experience, you can still stand out amidst the competition.

Here are three ways you can create brand advocates for your staffing and recruiting firm.

1. Define the “why.”

The adage “facts tell, stories sell” is what should drive your efforts to define the “why.”  This is your chance to tell consumers your story, and in the process, engage them.  The companies that do the best job of sharing their stories are the ones who shine above the rest of the field.

2. Consider the different needs of clients.

You have to market to both prospective clients and current temps.  Obviously it’s essential to provide the best services – communicating success can be part of the “why” clients should use your staffing firm.  On the flip side, it’s equally as important to market to temps because if they aren’t happy, they’ll find greener pastures elsewhere.


This two-pronged approach takes into account the needs of your audiences.  While you are telling your story to your external audience, you also need to use marketing to nurture your internal audience –  your temp workforce.

Hinda Chalew offers some great advice on how to excel here.  “It is relatively easy for marketing to create a list of all active temps, by job category and send them an email once per week.” This email should include:

  • A personal note to show you care about them
  • A listing of your current job openings
  • Tips on how they can apply for future work
  • Tips on communicating well with their recruiter
  • Training tips for their next job

3. Listen and respond socially.

A single vocal customer or temp or a small minority may have a disproportionately negative or positive affect on the brand. So, it is important that marketers be more informed and proactive in monitoring and responding appropriately to social activity related to the brand.

The next time you see a convertible racing down the road, think about the product your staffing and recruiting firm is putting out into the market – does your marketing attract envious customers and keep happy temps in this market of dying brand loyalty?

Learn detailed information about how to improve your productivity and reduce operational costs by downloading the Bond AdaptSuite Staffing and Recruiting Software brochure.