Business Development Executive
Chorlton, Manchester
Dependent on experience

The Company:
Online recruitment communications is now a whole different ballgame. It’s evolving every day and delivers results that are instantly measurable. Since 2006, Beyond Interactive has been exploiting its potential to the full for FTSE-100 clients and iconic brands. Our services span media buying, copywriting, website design, social media engagement, SEO and more. We’re growing rapidly and you will help to take us to the next level.

The Role:
Focusing on long-term relationship building, you will maximise the value of existing clients whilst actively prospecting for new accounts. You will closely partner the Agency Director and bring a wealth of fresh ideas to our business development strategy, whilst partnering media owners, job boards and other suppliers to deliver innovative, holistic solutions. Above all, you will be much more than just a salesperson, as you brief copywriters and designers on creative campaigns, negotiate media deals and play an important part in day-to-day client service.

What We’re Looking For:
With a proven record in sales and marketing within a business-to-business environment, you will be ready to hit the ground sprinting. Whilst a background in recruitment communications and online advertising would be a major asset, this is less important than your personal credibility, adaptability and flair for developing profitable long-term relationships. Naturally, you should be ambitious, self-motivated and dependable, and you will be ready for significant impact on both our clients’ satisfaction and the bottom line.

To apply, please email your CV to: james@beyondinteractive.co.uk

In April 2012 James Swift will be taking part in the Greater Manchester Marathon for the charity, Freedom from Torture.
Freedom from Torture (formerly the Medical Foundation for the Care of Victims of Torture) is a human rights organisation that exists to support survivors of torture and organised violence. They provide medical and social care, practical assistance, and psychological and physical therapy.

This will be James’s 5th Marathon in total and he will be aiming for a sub 4.30hr time.

Please sponsor him by visiting: www.justgiving.com/jamesswiftmanchester

Welcome to the first edition of our newsletter, a chance to update you about all the goings on here at Beyond Interactive.

Firstly, over the last few weeks our Weight Watchers Leaders Recruitment website has gone live, and the launch was supported by successful PPC Facebook and Google campaigns. You can read the full case study here. This was the culmination of a lot work across different channels (although it’s not the end of the work by any means!) so was an exciting time for us.

We’re also pleased to welcome McKinsey to our client base. This relationship is in its infancy, with us having assisted them with advertising a couple of niche roles, and there are some bigger, more strategic things in the pipeline at the moment which we hope will be the start of a strong relationship.

A campaign we worked on with JTI to recruit Tactical Trade Marketeers resulted in 6 hires. This campaign was run purely on job boards, and the hires came from Reed, Grocer and Totaljobs (proof if it were needed that job boards still work!).

An exciting opportunity was presented to us this month as our MD James Swift’s been asked to lead a track at Tru Leeds, so he’ll be talking about integrated recruitment campaigns, including the Weight Watchers work and another client of ours, JTI. Bill Boorman’s published our Weight Watchers case study as a guest post on his site ahead of the Unconference, and I’ll write more about the track and the Tru event in general in the next Newsletter!

Very importantly from my (self-involved!) point of view, I joined the company, and had something of a baptism of fire learning about all our clients, contacts etc and generally how things work here. An interesting training session with Enhanced Media on Effective e-Recruitment has strengthened my interest in areas such as PPC and social media as additional resource channels, and I hope to spend more time on this and gain more expertise. I’ll also be blogging and keeping up this newsletter, and generally tweeting, connecting with people on Linkedin etc so connect with me, talk to me and ask us for help with anything you might need. Any requests for blog articles/guest posts are also welcome.

Look out for next month’s update! Katherine Morris.

Anyone who has read any blogs/articles/discussions around recruitment in recent years will know the importance of a company’s recruitment brand.

As the articles tell us, companies need to have a talent attraction branding policy. Most big companies have responded to this with nice user friendly websites and a consideration for how they express and publicise what they offer their staff.

And yet I’m shocked that many companies don’t extend this consideration to their use of job boards. Considering that it’s the first port of call for many job seekers (despite many people trying to proclaim job boards are dead, people do still use them. They really do) some companies take very little care over what their ad/presence on the sites looks like.

There’s a certain airline I can name that has a good quality careers site, well branded in their well-known colour scheme, with attractive photos, interesting icons and a good level of enticing and useful information. Recognisably theirs, easy to use and helpful. And yet today I found one of the ads for their live vacancies on a job board. One paragraph with an uninformative summary of the role, no nice pictures, just one little company logo. Uninformative and not particularly recognisable or on-brand. It gives the impression that the company in question don’t really care about how applicants view them, and yet a look at their website shows this isn’t true.

Most good job boards have responded to the change in recruitment and focus on branding by allowing companies to make their adverts personalised. Go on a job board such as Totaljobs (disclaimer: other good job boards are available) and look for an advert by Yo Sushi!. Click into one of their listings and admire the scrolling pictures of sushi at the top, the well placed logo and the clearly written and informative copy that indicates they’re a modern, professional company who’ve thought about the job hunter.

Look for KFC jobs and you’ll see that they’ve used what’s known as a Display Listing, so that the entire background is KFC branded and you feel like you’re actually on the KFC website. There’s an attractive familiarity about it.

Even less well known brands can do this. Search for The Compass Group, a catering/food services company. They’ve used a flash banner at the top of each listing to produce an attractive ad for the company. This is not only informative for those who might not be familiar with them, but again shows professionalism and vision. Applicants want to work for companies who are professional and have vision.

Touches like this increase applicant confidence in the company as a potential employer and place to build a career, and they make you look clever.

FACT: 41% of people in the UK use social networks

FACT: That’s a 400% increase since 2007

FACT: A person spends an average 6 hours-a-week social networking

Conversations about your employer brand are going on right now. How involved are you?

Social recruitment marketing gives you huge reach and unrivalled access to candidates’ behaviours and demographics. Beyond Interactive can help you turn this information to your advantage.

• Create highly targeted marketing campaigns relevant to a candidate’s social media profile
• Integrate social media into your existing websites
• Build & engage with networks interested in your employer brand
• Create instant word-of-mouth buzz about specific job opportunities
• Capture candidates with the right cultural fit for your organisation’s data
• Better management of your employer brand and PR via daily conversations

Contact James Swift on 0844 3350390 for a free mini-audit and we’ll tell you where you can add value by socialising your employer brand.

www.beyondinteractive.co.uk

Although this isn’t the most interesting of topics it’s one of the most important in the world of recruitment communications:

We’ve recently had a few situations where we’ve been approached with briefs to write job copy with potential age discrimination issues. Never an easy conversation to have with a client to say “you can’t say you require someone with 3 to 4 years experience” but none the less, it’s something that cannot be avoided and needed addressing.

In view of this, I recently picked on a certain job board (which will remain nameless) to read through some of the jobs on their site and I was shocked by how many potential litigation issues that could arise from corporate organisations on there. A lot of these were from copy and paste job descriptions.

If anyone reading this blog writes their own job copy then you should read this article on Monster (link below). It’s not too long-winded and if you stick to these guidelines then you’ll be OK. Or, better still, use a professional copywriter that will not only ensure it’s written in full compliance with any litigation issues, it will be engaging to the candidate!

http://hiring.monster.co.uk/hr/hr-best-practices/recruiting-hiring-advice/acquiring-job-candidates/how-can-i-avoid-discrimination-in-job-adverts.aspx