Entries by Naila

What Makes for Great Email Marketing in Recruitment

Do you regularly receive newsletters, articles or news on your email that you very much enjoy? You love receiving them because they seem to be written specifically for you, even though they’re not! These emails usually contain content that are relevant to you and your interests. 

Email marketing is fundamental to many businesses in eCommerce, mainly to build relationship with customers and potential customers. But how does that relate to recruitment? What do we usually do in terms of email marketing in recruitment?

Sadly, not much.

Email marketing is not a common practice in recruitment… yet. However, when used the right way, email marketing can help you to attract the best candidates and gain competitive advantage. Besides attracting candidates, it could also be used to maintain your relationship with candidates as well as staying in touch with them.

So what are you doing with the email addresses that are sitting on your database? Are they dusting away or are you doing something with it?

If you’d like to learn more about how you can get more value out of the email addresses in your database, contact us here!


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OnRecruit at Engage London (Bullhorn)

Bullhorn, one of the world’s leading Customer Relationship Management (CRM) platforms and also partner of OnRecruit, recently hosted their annual Engage Conference in London. OnRecruit was there. As silver sponsor, OnRecruit CEO, René Bolier had the opportunity to take to the stage in the 2-minute “Marketplace Speed Pitch”. He was undoubtedly the only speaker to wear typical Dutch clog slippers! The lively sales team had the opportunity to meet and converse with many of the attendants at the conference. OnRecruit’s ability to track when candidates in an ATS are ‘on the move’ and searching for a new job, and consequently alerting recruiters so they can make contact with ‘hot leads’ at the right time was a solution that definitely piqued interest. This ‘superpower’ is what OnRecruit is equipping more and more recruitment companies and employers with to help them fill more jobs, faster.

Watch Our 2-Minute Speedpitch Marketplace

by René Bolier

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Using Display Ads in Recruitment

You probably recognize a situation in which you were looking at a hotel room online, but didn’t immediately book that room for your chosen night. 

But then, you find all these display ads on different websites you go to. Also on all your devices, as if they were reminding you to finish your purchase for that room. Ultimately, you find yourself clicking on that Pay Now button. 

Guess what? You’ve been retargeted!  

This strategy in e-commerce is proven to be very successful: creating touch points with you, retargeting you with the same ad all the time, and not only that, they also show you what your life will look like if you buy this product. They are selling you the dream. So, creating positive associations and experiences leads to a lot of purchasing behavior in the long term. 

You probably wonder, what does this have to do with recruiting? 

Well, in recruitment, what we are doing all the time is that we are spreading our job ads all over the web.  

This results in attracting a lot of people to our website. They review us, look at us, and now they are in our audience: they know something about us. But there’s a catch: a lot of the people in that audience are not in the right stage of the candidate journey. They are in a stage where they are not yet ready to make that transaction with you, meaning to apply.


So what do you need to do?  


You need to learn from e-commerce companies and understand that you also need tobuild more of those positive associations with your brand, your job, your customer, your employer, or whatever it may be to stimulate the behavior you do want to see.

What are some behaviors you want to see in the future?  

You want them to react to your campaigns immediately.  

  1. This may be because of an ad strategy you have online, such as retargeting the right people with interesting content that create those positive associations. Once they engage with your campaigns, they are going to end up in your ATS.  

You want them to have your company to be top of mind. 

  1. At the point where they are “oh now I am in the mood to make a transaction”, you are the first they think of. That’s the power of building a big brand and a lot of positive associations with your audience. They are going to come to you, search for you on Google, and will choose to make the transaction with you over your competitors. 

Now what does that result in? 

It results in a lot more people coming from your audience into your ATS. In and of itself it may have little value. but what the value that you can derive from that is that you can now have one-on-one conversations with those interesting qualified people. Ultimately, they’re going to end up working alongside you, or for your customers, as successful, happy employees. 

So my question for you today… 

Where does your audience end up? Does it end up in this huge black hole that we have created as a recruitment industry, or do they end up as your colleagues or working for your customers?


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3 Benefits of using Candidate Engagement Scoring

“I have hundreds, thousands and sometimes even millions of qualified candidates in my database. Which of those should I reach out to and engage with today?”

If I were a recruiter, this would be the question I would ask myself daily.

Every recruiter would prefer to take a hire or placement out of their own database of qualified candidates, over having to create a whole new sourcing or attracting process. It saves them time, decreases time-to-hire / placement, resulting in happy (internal customer).

However, as their database expands, so are the challenges.

This is where candidate engagement scoring comes in.

What is candidate engagement scoring?

If you’re familiar with the concept of ‘lead scoring’ in marketing and sales, you understand how much this helps marketers identify their top leads that are ready to convert.

In case ‘lead scoring’ sounds alien to you, let me give you a refresher:

Lead scoring is a methodology/model often used by sales and marketing to score leads based on data gathered on those leads, determining the current worthiness of these leads.”

What if you could apply the same concept in recruitment? In other words, what if your recruiters could identify the hottest, on-the-move candidates in their database?

Why do you want to score your candidate based on their engagement?

To prioritize!

Candidate engagement scoring helps your recruiters identify the hottest candidates based on their behavior: namely, those who are engaging with your marketing campaigns and visiting your website often.

Picture this: you have a great candidate in your database who hasn’t shown any engagement for a long time. Then, you suddenly see him visiting your website several times in the past week and reviewing a few jobs. Chances are he’s ‘evaluating their options’, right?

By using this data and turning it into an engagement score you assign to your candidates, recruiters can then focus on the hottest candidates and reach out to them at the right time.

Once you know your candidate has a high maturity score, that’s when you know you can make the call.

Why is candidate engagement scoring useful?

1. Happy, productive recruiters:

Recruiters will spend more of their time engaging with the hottest quality candidates in their database at the right time, and less time on sourcing/screening new candidates/applicants. This will not only make them more productive (more hires/placements per recruiter per month) but will also make their job much more fun.

2. Happy customers and a more successful business:

When you super power your recruiters like this, it will translate to a lower time to fill/placement, resulting in a happier customer/hiring manager and a more successful business. The faster you can fill jobs with good candidates, the more revenue you make, whether you are a recruitment agency or an employer.

3. Higher ROI on investment in attraction/sourcing

Very often we invest a lot of money and time in attracting/sourcing candidates. That is not a problem, as human capital is worth a lot. Let me rephrase; it’s everything.

However, we must be aware of ‘the leaks in our game’. In the short term, we often only capitalize on a small part of our work. Great candidates who we don’t immediately place or hire go into ‘the black hole’, which is a waste! This approach of candidate engagement scoring helps you get a higher return in the long term on your initial hard work and high budget.


At the end of the day, you want your work to produce results and your investment to yield returns. Candidate engagement scoring is a great help with regards to getting the most value out of your existing database and making your recruiters more productive and happy.


If you want to learn more on how to score your candidates, contact us here and we’ll be happy to share more:)


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3 Ways to Get the Most Value out of Your Existing Candidate Database

Has it ever occurred to you that you may be sitting on a goldmine?


A lot of recruitment companies and talent acquisition teams fail to recognize the potential value in their database. They spend most of their effort looking for candidates that have never heard of them yet. While this is important, it may not be the most efficient and competitive way to win the best candidates fast.

Why should you look further when there’s a chance that you’re already sitting on a mountain of qualified passive candidates in your database from which you can extract value?

These are your lowest hanging fruit. Having candidates in your database in and of itself brings little value. However, there is value in being able to maintain and build the relationship you have with them, as well as being able to identify the right timing to engage with them. However, this isn’t widely known yet, so this is where you can create a competitive advantage with a large ROI!

How does recognizing the value in your database help you increase conversion rate? This could be done through…

     1. …Creating campaigns to get candidates on the move

Maybe the top candidates in your database are not actively looking for a job. What if there is a way you could mobilize these passive candidates?

With the help of relevant content or campaigns (via email, but also display, Facebook, LinkedIn and Google ads), you can trigger passive quality candidates that are in your database already to ‘get on the move’. You can also track which of these candidates are showing high engagement to your website and reacting to your marketing campaigns.

    2. …Understanding which candidates in your database are on the move

By tracking candidates’ behavior, you are able to bring out the most value from them. Wouldn’t it be nice to know when they are on the lookout, being able to see what vacancies they are searching for or types of jobs they are interested in?

Advanced analytics allows you to do this. By knowing which candidates are on the move, you can keep building and maintaining your relationship with them and ultimately, will be able to identify the right timing to reach out to them and extract value them.


   3. …Getting notified when a quality candidate in your database is looking for a job

When a candidate is visiting your website more frequently than usual or is interacting with your online campaigns otherwise, the lead score of this person should be updated. When the lead score is more than X, an automated task could be created to notify your team to start taking action and reach out to these candidates first. This allows you to understand which people in their database they should engage with today, so you won’t have to spend time on candidates that are not bringing you value. Having the ability to notify these recruiters to act on these top candidates quickly will give you advantage in today’s competitive market.

 Let’s conclude..

By getting value of the candidates that are already in your database, you can achieve higher fill rates and decrease time to placement. By being able to simply recognize the potential value in your database, you are already one step ahead of your competitors! So are you looking at your database in a completely different light now? Contact us here if you’d like to learn how OnRecruit’s Data Management Platform could help you get more value out of your database.


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How a DMP Can Make Recruitment Marketing More Successful

Today’s job search/recruitment process is becoming increasingly segmented. 

How so? 

With the existence of different platforms such as Indeed, LinkedIn, Glassdoor, and social media, candidates go through different touchpoints before deciding to apply. Not to mention the different types of devices they use when they are searching for jobs. This makes it a lot harder for recruiters to see which sources these candidates come from!

And they say technology is supposed to make your life easier…

Well, this article is about to tell you that it does!

The fragmented job search process gives rise to talent analytics platforms that manage all of your recruitment data and help you understand how to make sense of it. With the overwhelming data-rich process of talent acquisition, how do you unify all of your different data sources into a single platform? In addition to that, how do you extract meaningful insight and act on this data?

Introducing the DMP.

What is a DMP?

Yup… another tech jargon to put into your dictionary!

The term DMP has been circulating around in the recent years, especially in relation to successful data-driven e-commerce companies.

DMP stands for data management platform, and it acts as a warehouse for your data. It enables you to import and unify all your data sources. This includes first-, second- and third-party data, as well as offline data sources into a single centralized view.

DMP in Recruitment

Traditionally, DMP has been widely used by marketers in e-commerce to attract, convert and retain customers. However, as the recruitment space becomes more reliant on technology and data, the need for a data management platform in recruitment thus emerges.

That is why OnRecruit has built a platform that helps recruitment agencies and employers to have a 360⁰ view of their online recruitment. This is done by unifying all of their data and enables them to act on it.

With a DMP used in recruitment, you can understand the candidate journey across all the relevant recruitment related systems.

This way, marketing managers are able to scale up successful candidate journeys and implement smarter hiring strategies for future performance, through content personalization, targeted job advertising, analysis, and reporting, etc.


 So… What’s in it for you?

The main purpose of having a DMP is to store all of the touchpoints in your candidate journey and extract actionable insights on it.

        Defining successful journeys:

As a staffing agency or an employer, chances are high that you use at least a handful of tools in your talent acquisition; ranging from your ATS, social media, your website, just to name a few.

By knowing from which sources quality candidates come from, you are able to identify commonalities between successful journeys. In other words, identifying best practices. Where do most applications come from? Which channels are bringing the most qualified candidates? By knowing the full candidate journey, you are able to design and implement recruitment marketing more effectively.


         Automate your Marketing:

Once you define what success looks like, you are then able to strategize what needs to be done to scale up that success. One way is to influence people that are not on the same journey through job advertising, retargeting and email campaigns. These could potentially bring them into that ideal journey that leads to hiring success. Another way is to be able to target potential candidates that are similar to your successful audiences.

You could also automate your marketing towards quality candidates that are already in your database. With this, you are able to track behavior and email, website, and sending automated text messages.

Have you ever wondered what happens after your candidates apply? The fact is that a candidate’s journey does not end at application. These candidates needed to be nurtured through building different touchpoints, such as giving them updates and more information on the job they apply for.

If you are an employer or a staffing agency, it is likely that you already have a lot of data on your hands. However, data in and of itself brings you very little value; it is what you do with it that brings you growth.

So with this, let us ask you, what would you need to be able to mobilize all your data?


If you need further convincing on whether or not a DMP can bring your company to hiring success, we would be happy to explain more about it. Contact us here and we’ll be happy to chat.

3 Ways End-to-End Analytics Can Help You Reach Your Recruitment Marketing Goals

Imagine that you are at a quarterly meeting with your board members setting this year’s goal: reach 10% revenue growth. To reach this goal, you would need to hire or place 150 candidates this year. You are thinking of a strategy to reach those ambitious numbers, considering…

…the labor market is tightening, thus reaching goals is getting increasingly challenging,

…those vacancies on your career site are not getting enough traffic, and

…convincing the board to increase investment to reach these goals is not an easy task.

How can you achieve higher output by making the most of your existing resources? How can you make a business case in which you can predict what the business needs to achieve this result?

This is where end-to-end analytics come into play.

Through analytics, you can identify the setbacks and strength of your online recruitment strategy and make smarter decisions based on past performances. This will ultimately fuel growth in your organization.

How can you define your strategy by using end-to-end analytics?

Analytics will help you identify the steps that need to be taken to reach your business goal. It will also get you to start asking the right questions, such as:

What are the channels that attribute to quality candidates for different types of jobs?
What’s the average media budget we need per hire by reverse engineering hires to applicants?
How much time do we need to invest to hire a candidate for a certain role?
When do you need to start the recruiting process to make sure you hire/place at the right time?
How many quality candidates do we already have in our database?

end to end, candidate journey, job advertising, placement, onrecruit

These are concrete questions data in end-to-end analytics can address. From here, you are at the right starting point to go about reaching your recruitment marketing goals.

Having E2E analytics in your online recruitment campaign gives you a holistic overview of the candidate journey. This includes every single touchpoint candidates go through that eventually brought them to become a quality candidate. Through end to end analytics, you can identify many things including:


1. Channels that are attributing to your success

Not all channels are created equal.

Some channels do very well in delivering you conversions. Others will get you a lot of traffic but fill your inbox with low quality applications. So how do you know which channels are bringing you the top talents?

One step to identify the right channels is through understanding the whole candidate journey. The candidate journey is simply the process that candidates go through to find a job, starting from the first click all the way to becoming a high-performing employee.

In order to understand the entire candidate journey, you need to measure end-to-end, cross-channel and cross-device. How did candidates come to find your job, what are the touchpoints s/he went through that brought him/her to click the apply button, what type of devices do candidates use when they apply?

If you are able to see that certain channels bring you a lot of applications but not qualified candidates, you know where you will be spending more money. Read here to learn more about how to measure the candidate journey.

By knowing which of your online recruitment channels attribute to hiring success, you can invest more on the channels that are bringing you quality applicants, and fill more jobs faster.

2. Volume of Applicants in each stage

The hiring funnel helps you understand the volume of applicants you need in each stage to get one hire for different types of jobs. How many applicants does it take to hire one java developer? What about a sales assistant? What are the drop-off rates for different types of job? By knowing the candidate flow for a job, your recruiters will know where to put more of their online recruitment effort on.

analytics, end to end, time to hire, onrecruit, analytics, recruitment marketing, hiring funnel, onrecruit

By having this information, you can perform reverse engineering: you can start by defining your end goal and work your way backwards.

Let’s say your company has decided that you need to place 150 hires to reach that 10% growth this year. Knowing your hiring funnel allows you to know the exact amount of candidates you need in each stage to reach your goal.

3. Time-to-Hire / Hiring Velocity

One of the highest costs of recruiting is the value of human time.

Let’s face it: recruitment is time consuming. From screening hundreds of resumes, evaluating candidate profiles to setting up time-consuming interviews, there is a lot of time (and monetary) investment involved into filling that one vacancy.

But why is it important to measure time to hire / hiring velocity?

This metric is important for expectations management to customers and hiring managers.

If you are a staffing agency, hiring time is important as the faster you fill jobs, the higher output you will get. It is also a metric to measure the efficiency of your hiring process, and evaluate the overall performance of the recruitment team.

If you are an employer, it is crucial to start hiring at the right time. The length of your hiring process matters less; of course, people are more likely to drop off if the your hiring time is very long. However, if you have a very short time to hire but start your hiring process way too late, your business output would still get hurt. Do you have the right person at the right time to start delivering output?

Knowing the time to hire gives you an advantage of predicting when to start and how much time you need to invest in a campaign to fill a certain position. You can identify the average time to hire for different job positions and use that as a starting point to improve your talent acquisition strategy. Are we implementing the most efficient strategy? Can we make our hiring process faster? Where do we put more of our effort on? In other words, with this information you can get better at business planning.

 analytics, end to end, time to hire, onrecruit, analytics, recruitment marketing

With the help of insightful recruitment analytics, reaching ambitious business goals with limited resources is no longer a far-fetched mission. Having a proper data set enables you to come up with an effective marketing strategy and thus, achieve recruitment/hiring goals for your business.

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If you are interested to learn how you can do all this and need a solution, feel free to contact us by clicking the button below and we’ll be happy to help!

How to Write a Good Job Description That Will Help Fill Your Jobs Faster

The economy is steadily improving. Businesses are hiring more employees. Good news?


In a candidate-driven economy, the job market is becoming increasingly competitive for employers to hire high-quality talents. According to a survey from Indeed, 40% of employers are concerned about attracting the right talents to fill their job openings. As the economy runs its cycle, candidates are slowly taking over the wheel. Not exactly good news for recruiters… Therefore, filling your jobs with the right candidates faster is becoming vital: to give you a key competitive advantage among your competitors to win the top talents.

How important is a job description and how much can it help you?

Most recruiters today are highly transactional. They have their eyes on the end goal, which is to fill jobs fast, instead of focusing on creating the best candidate journey, which would actually help them do that.

Writing an engaging, candidate-centric job description is part of crafting a great candidate experience.

Done right, a well written job description could help you fill more jobs faster and better, attracting top talents and filtering out unqualified ones. And hiring faster could win you the highest quality candidate, which are in high-demand and scarce supply!

What will a bad job description cost you?

We’re aware of a handful of companies that are guilty of copy-pasting old, outdated job description to new openings. As employers, you wouldn’t appreciate it when candidates copy-paste their cover letters to other companies, right? It goes both ways with candidates too.

Perhaps you just posted a vacancy, and you find an influx of CVs coming in to your inbox. But none of them seem to excite you with their qualifications.

A poorly written job description will drive away top talents. Top applicants are in high demand, and they are less likely to opt for jobs that are vague and poorly explained. Not only will it drive away top talents, it will also reflect poorly on your employer branding, and will only attract weak- to average-performing candidates.

A poorly written job description could slow down your hiring process, making it harder for both the candidate and your company to find each other. Not to mention, it will cost you time and money in lost productivity. Imagine this, think of the time you spend screening candidates, doing multiple interviews, making decisions, and onboarding them. Then, think of the opportunity cost; what could you have done in that same time frame, had you filled your job faster with a top quality talent? Wouldn’t it be better to onboard your perfect candidate as soon as possible, start producing and getting results?

Then put in an extra effort to work on that job description!

How does a good job description look like?

1. Searchable Job Title

It is imperative to choose a job title that candidates search for. There was a time when using buzzwords such as wizards or maven were a thing to make your postings stand out, but those days are way behind us now. Candidates are looking for commonly searched titles such as “Marketing manager”, “analyst”, “developer”, or “event specialist”. These are the common words that will get you traffic. We recommend using Indeed’s job trends to see the most popular job titles

2. To-the-point essential details

You don’t want a 5-page job description that will scare candidates away, but not too short that would leave them with a lot of question marks. The challenge is to make it specific, brief, but enough to paint a picture of what a typical day may look like for a candidate.

3. Job duties & responsibilities

You want to visualize a picture in the candidate’s mind of how most of their waking hours would look like. This is where writing in second person comes in handy. It will put the focus on them, and help them better visualize themselves as one of your employees.

Here are some examples:

You will be conducting interviews with clients
You will create videos and articles about relevant topics
You will be examining financial transactions and credit history
You will type in customer’s data into excel sheet

4. Qualifications, soft skills and hard skills:

You want to list mandatory skills that will attract the right candidates and filter out those that don’t fulfill them. Be transparent..


You have at least a bachelor’s degree
0-2 years working experience
Proficient in Java, C++
You have excellent communication and presentation skills

If you are looking for a culture fit and not merely someone that can get the job done, we recommend writing a list of personalities you want to attract for that specific job.


You are tech-savvy,
You have the willingness to learn,
You are extroverted and a people-person,
You are, motivated, self-driven and a self-starter
You have a sense of humor
You enjoy playing ping pong

5. Benefit

While we don’t recommend stating the exact salary you’ll offer, it never hurts to mention what’s in it for the candidates to work with you. Start by stating a salary range, boast about the mentorship program you offer, maybe Friday cocktails with coworkers, even the types of food at your state-of-the-art cafeteria. Today’s talent pool is looking for more than a salary, they are looking for challenge and advancement. And fun.

6. Value proposition

Let’s face it, most companies are not like Apple, with its well-known values and mission that shake the world. Start with what you do, and what you offer. A little bit about your company and the company’s culture. Then, tell candidates about why anybody wants to work there. What differentiates you from other companies? What kind of people are you trying to attract? The value proposition doesn’t have to be too long, 3 – 4 sentences will suffice.

Extra tips:

Instead of solely getting on your recruiters to write them, maybe take an extra step to ask the current team about how their to day-to-day looks like. What kind of people will be working with them? Who will they be working with? What kind of projects will they be involved in?

And also, have you ever thought of putting photos of how a typical day at your company would look like? Your job description may only be 800 words, but each photo would worth at least a thousand. Let those photos do the talking!

Of course, job description is just one of the many things you can do to attract better candidate. Contact us here to learn how you can fill more jobs faster!

What about you? How do you jazz up your job description to attract the right talent pool?

Winning the Recruitment Tech Award 2017

The OnRecruit team is proud to announce that we won the Recruitment Tech Award 2017 under the category Best Tooling!

We would like to say a very big THANK YOU to the team for all the hard work, and our customers, prospects and friends for voting for us in the Recruitment Tech Awards 2017.

Get in touch with us!

We won under the category “Best Tooling” for our online solution in the field of analytics, marketing and nurturing. As soon as a candidate applies to a job, our technology is able to link the candidate with the recruitment process in the company’s ATS & CRM. And based on this insights, our platform allows you to purchase traffic for the jobs you need so that you increase your online fill rate and reduce your time to hire.

In case you are curious about what it is that we do and want to learn more about our products, you can contact us by filling out the form below, and follow us on our Facebook page, LinkedIn, Instagram, Twitter, YouTube, and our SlideShare.

Contact us for more information!
Our awesome team is ready to provide you with information you need and answer questions you may have. If you prefer the old-school phone calls, feel free to call Rene at +31 6 11 60 46 03


The Importance of Getting a 360° View of the Candidate Journey

Have you ever applied for a job? Then chances are you will be familiar with the ‘Candidate Journey’, even if you have never heard of it before. What is the candidate journey? Candidate journey is simply the process candidates go through in which they get a job. This process starts from the point of no awareness […]