recruitment inspire

Come Chat With Us at the UK Recruiter Inspire Event 19th June

Posted Leave a commentPosted in Company News, General News, Inbound marketing, Inbound Recruitment, Marketing, Recruitment

Come Chat With Us at the UK Recruiter Inspire Event 19th June

Book in a 15 minute slot for us to have a quick chat, about how we can place you more candidates, more frequently with more clients!

UK Recruiter are the leading online magazine for recruitment in the UK, they have built a network for UK recruitment professionals to come together and share industry knowledge.

To help inspire agency and in-house recruiters to be better, they have set up their own event, with support from ZipRecruiter and Boomerang Back Office, called Inspire Recruitment.

The Inspire event runs for 2 and a half hours from 5:30-8:00 pm on 19th June. However there is also a Recruitment Technology Showcase running through out the day from 10:00-17:00 pm.

The fantastic event has been running for 2 years now, the 2018 event had an amazing turn out and reaction from attendees.

What Inspire brings to the table:

  • Inspire was created to only share ideas that can be applied by everyone.
  • We are a forum for new voices, giving everyone a chance to share their ideas.
  • We are inclusive- Sharing views from across the industry.
  • We are a community- A hub that brings together the recruitment industry.

This short video gives you a flavour of what to expect from the speakers at the event.

It’s a great chance to network with like-minded people and make new connections. We will be at the London event on the 19th June, to listen to some of the inspiring speakers and network with some new faces! 

Why will you be there? I hear you say. You’re not recruiting professionals.

CTCM specialise in Inbound Recruitment, helping you place more candidates, more frequently with more clients.

We work with the most ambitious companies in attaching a rocket to their marketing, achieving their yearly targets within nine months.

We would love to chat with you about how we can work together to help you place more candidates.

It’d be great to meet you at the event, you can book in some time with us to have a quick 15 minute chat! But be sure to book your ticket to secure your place, there is only a limited amount available.

We look forward to seeing you there!

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Use Personalisation in Recruitment To Ask The Right Questions, At The Right Time, To The Right People

Posted Leave a commentPosted in Inbound marketing, Inbound Recruitment, Marketing, Recruitment

Use Personalisation in recruitment to Ask the Right Questions at the Right Time, To the right people.

Your clients and candidates will be going through a journey on your website, your job is to know at which stage in the recruitment process they are so you can ask relevant questions tailored to their experience.

A straightforward and effective way to segment your audience for personalisation, is to simply ask the right questions.

What is segmentation? It’s the first step in determining who your marketing efforts should target. Segmentation helps you understand which groups exist so you can later identify which groups to target and when.

Asking customers their reasons for visiting your website, becoming a user, or subscribing to your email can be remarkably easy, but invaluable. It can give you insightful data that can lead to your business sending incredibly targeted emails.

Asking the right question at the right time is just as important as asking the question itself.

There are two distinct differences to your database. The candidate and the clients.

Your clients and candidates will be going through a journey on your website, your job is to know at which stage in the recruitment process they are so you can ask relevant questions tailored to their experience.

There has never been more competition for our attention in the noise of the digital landscape. This is no different to how you attract your clients and candidates eyes and ears.

Many businesses have been incredibly slow to take up personalization. In fact “it has been reported that only 5% of companies personalize extensively.” – Econsultancy.

When we go to networking events, we don’t stroll in, stand in the middle and talk loudly and aimlessly in the hope that someone will hear us and decide to join the conversation.

When it comes to personalising your email marketing it’s exactly the same concept. You don’t want to be that person that sends out loud, pointless emails in the hope someone will respond.

There are relatively simple, yet sophisticated, ways to use personalisation in your emails that target the right people by delivering the right content at the right time.

What we’re going to cover in this article:

  1. What Questions Should You Be Asking?
  2. Do You Know Who You Are Asking Them To?
  3. Know When To Ask Them- Inbound Recruitment Methodology
  4. Showcase Your Businesses Personality.

What Questions Should You Be Asking?

Targeted, personalised emails are designed to exceed the expectations of your clients and candidates.

Instead of receiving a campaign with generic, one-size-fits-all offers and messaging, your subscribers will receive an email that is targeted directly to them. Imagine a world where a client receives information about hiring and a candidate receives information about applying for a new, we don’t want to imagine it either.

You can do this through asking the right questions, or giving access to tools that are time relevant as part of the recruitment process.

For example, including a CV building tool on your website allows you to hit two birds with one stone. You know instantly that this lead is a candidate. Then you can segment even further to know that this is an active candidate, that’s looking to update their CV.

Use this information to your advantage. Take this information in the knowledge they are likely to be looking for a new role. Start to send content like ‘5 Failsafe Tips for Writing a Covering Letter’.

Forms are also a great way to capture data and a perfect chance to ask questions designed to squeeze out the information.The essential information you need to create a targeted approach.

These questions could be:

General data; Name, email address, phone number.

What role they are looking for? (Be candidate and client specific; hire or apply for)

What industry? (Hire or apply for)

Take all this incredibly important information and nurture, nurture, nurture & then nurture some more.

Do You Know Who You’re Asking Them To?

social media marketing

The information you take from asking the questions can then be analysed and interpreted into segments of your database.

Segmenting your database (which every recruitment agency should do) is the start of creating specific buyer personas.

Buyer personas are fictional, generalized representations of your ideal clients and candidates. Having a deep understanding of your buyer persona(s) is critical to driving content creation, product development, sales follow up, and really anything that relates to acquisition and retention.

For example, one of your personas could be ‘Client Clive’.

Client Clive is a director in the accounting and finance industry, looking to hire the top talent for his firm.

This enables you to target or personalise your marketing for different segments of your audience. Put it this way, you wouldn’t send an email to a recently placed candidate with tips on how to create a winning CV.

Look through your contacts database to uncover trends on how certain leads find and consume your content so you know exactly who you’re talking to.

If you need help in creating your buyer personas, HubSpot have a awesome guide. 


Know When To Ask Them- Inbound Recruitment Methodology

Using the inbound methodology allows you to know exactly when to ask the right questions or send the relevant content.

You can see in the diagram how the inbound methodology can be related directly to inbound recruitment. What’s more, it directly tells the process you go through to turn strangers into leads, candidates/clients and ultimately promoters that refer you to family and friends. [Recommendation stat]

Now you understand how the inbound recruitment methodology works.

Take these methods and apply them to your target clients and candidates but in a personalised way.

For example We all know that certain times and days are better for posting content than others. Why? Because of the way us, as consumers, choose to consume content in the natural stages of our days.

This works in the same way when you’re sending out emails. We are sure you have A/B tested this and found the optimum time to send your emails- if not, what are you waiting for?!

A/B testing, also known as split testing, is a marketing experiment wherein you “split” your audience to test a number of variations of a campaign to determine which performs better.

It’s more than likely not all your clients/candidates are in one location or respond to emails at the same time. They may be all around the world, scattered across different time zones, and possibly receiving your emails at non-optimal times.

To fix this, why not use the data you have to personalise your emails to be sent at the best times for each individual.

MailChimp have a pretty good tool to help you do this. 

It’s easy to forget the small things that could be making a significant difference to your open and click through rates.

Want to learn more about the inbound marketing for recruitment? 

Showcase Your Businesses Personality.

Personalisation shouldn’t just be limited to using your clients/candidates data. It is also about personalising your brand. Personalisation can soften the edges of big business and add a level of human connection between you and your ?

Your clients and candidates want to feel valued by you, but they also want to feel connected with you and your brand.

Having a brand persona can be just as important as personalising. Don’t be a stranger, we were always warned by our mothers to not talk to strangers.

Be a friendly, informative and helpful solution for your candidates and clients to feel nurtured, because that’s exactly what you’re doing. Nurturing your leads.

These tips will get you well on the way to understanding your clients and candidates so that you can resonate with them on a deeper level.

However, don’t threat. If you’re still in need of a helping hand or some expert advice on how to personalise, you’re in luck.

We specialise in Inbound Recruitment to help you place more candidates, more frequently to more clients.

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Hubspot: The Saving Grace CRM for Recruitment Agencies

Posted Leave a commentPosted in Inbound marketing, Inbound Recruitment, Marketing, Recruitment

Hubspot: The Saving Grace CRM for Recruitment Agencies

In this blog post we’re exploring why Hubspot is such a necessary tool for Recruitment agencies, to help you place more candidates, more frequently, to more clients.

What is a CRM?

“What is a CRM?” I hear you say. CRM stands for Customer Relationship Management.

For every recruitment company, their most valuable and important asset is their database. It’s common in recruitment companies for , these details about those customers; who they are, how they’ve interacted with your organization, are spread out in many different places.

Your prospects and customers will feel the pain when your team isn’t on the same page. From their perspective, they have a relationship with one company, not a collection of different people and departments. Everyone on your team from your Sales department to Marketing, needs context about every customer’s needs, wants, and current state, so they can pick up the conversation where it left off.

A CRM is a tool that makes it easy as pie to build better relationships, nurture your leads and in turn place more candidates with more roles.

With one central place to organise all the details of your leads and customers, it’s easy for everyone on your team to gain insight into the state of your business, and the status of every candidate/client relationship.

Who are Hubspot?




Let me enlighten you.

HubSpot (a company based out of Cambridge, Massachusetts; home to world-class university, Harvard! ) are the leading experts and founders of the inbound methodology. Not sure what the inbound methodology is?

Inbound marketing is just one part of a larger movement in the business world. That movement is inbound. Inbound is a method of attracting, engaging, and delighting people to grow a business that provides value and builds trust. Unlink outbound marketing, you don’t have to fight for your prospects attention, instead you attract them to you.

Still not sure what that actually means? Don’t worry, we’ve covered it. 

Simply put, HubSpot is inbound marketing and sales software that helps companies attract visitors, convert leads, and close customers.

To practise inbound marketing, you need a tool which delivers the information you want to disseminate. That’s where Hubspot’s CRM comes in. The message can’t be spread without a messenger, the CRM is vital to your company’s success. Once you adopt the inbound method and Hubspot’s CRM, things which would have labour intensive become automated and joyful.

Why Hubspot?

First things first, Hubspot CRM is completely free to use with unlimited users and storage of upto 1 million contacts. Yes you read it right, F-R-E-E for as long as you want it to be! And yes, 1 million!

“I demand the sum.. of 1 million dollars!”- name that film.

It’s suitable for growing companies of any size and allows you to set the foundation for your business with a free system, to build deeper relationships with contacts, from first interaction to happy customer and beyond.

If you find your business is growing, firstly- good work! Why not share some of you tips in the comments below. Wanting it to grow quicker? Why not comment what you are struggling with below. Secondly, there are a few add-ons and upgrades you can apply as and when you like.

As part of the free CRM you have access to;

  • Contact management – create a contact management strategy.
  • Deals – create a sales pipeline to manage your leads.
  • Lead analytics – know how successful your leads are.
  • Email scheduling – reach your prospects at the right time.
  • Contact and company insights – extra information collected from HubSpot’s insights database.
  • Tasks – keep track of your to-do-list.
  • Outlook and gmail integration – Make targeted marketing easier.
  • Facebook lead ads – connect your Facebook account to create or sync ads.
    & so much more, head over to Hubspot to be bowled over with features.

Inbound Recruitment

The diagram above explains how you can apply the inbound methodology to inbound recruiting through attracting, converting, closing and delighting

The way people find, research, and apply for jobs has changed. Companies used to be in control of the recruiting process, but now, over 75% of job seekers start their search on Google.

Inbound recruiting creates a remarkable candidate experience through employer brand content and marketing strategies that help companies build relationships with top talent.

By taking an inbound marketing approach to recruiting, companies can connect with passive and active job seekers, engage with their network, and delight candidates and clients throughout the application and hire process.

Want to know more about Inbound recruiting?


Become a Better Recruiter

Your CRM can help you distribute content that resonates with your candidates and clients, the first step to successfully and effectively use Hubspot to become a better recruiter is to segment your database.

You will have two distinct customer types; clients and candidates.

When you’re marketing and selling to them, it can be difficult to determine who’s who! For example, if you send out a list of job openings to potential clients, you risk damaging that relationship as the content won’t be relevant to them.

These customer types can break down further into buyer personas, You can easily create buyer personas, what are buyer personas? Neil Patel has some great content on how to create your buyer personas for example a recently placed candidate will require a different type of content to a candidate that’s actively lookign for a new role, for example downloading content on ‘How to write a stand out CV’.

With Hubspot you can create separate workflows with different triggers and content being distributed to your different personas rather than a blanket message to your whole database. Who really walks in to a networking event and says the same stuff to the same people and receives ground-breaking results?

Inside Hubspot you are able to identify which pieces of content and exactly how each candidate or client has interacted with you to make it that bit easier!
There’s a whole host of tools that are extremely beneficial to a recruiting agency to help you place more candidates, more frequently to more clients and make your teams lives 10000x easier in the process.

As a Hubspot Preferred Partner we have a whole host of knowledge to divulge to you whether it’s to learn more about inbound marketing, or Hubspot.

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Inbound Marketing for Recruitment

Posted Leave a commentPosted in Inbound marketing, Inbound Recruitment, Recruitment

inbound marketing for recruitment

Inbound recruiting creates a remarkable candidate experience through employer brand content and marketing strategies that help companies build relationships with top talent.

By taking an inbound marketing approach to recruiting, companies can connect with passive and active job seekers, engage with their network, and delight candidates throughout the application process. 

Using a multi channel process and the power of your existing database you can place candidates quicker, fill client positions quicker and free up your recruitment consultants time.

9 topics important to inbound recruitment:

  1. Utilising your existing database

Utilising your existing database

Your existing database is the most powerful tool you currently have. The power of your database should become a central focus to your recruitment process.


This is the central location where you have all the information on everything that drives your business.


A CRM tool will help you identify which pieces of content and exactly how each candidate or client has interacted with you.


Before all else, let’s talk about the importance of your database and how that can be used to place more candidates more frequently.

Differentiate between candidates and client


As we talk more about your database. You need to think more about the different ways in which you can communicate with candidates and clients.


What a candidate is interested in may not be the same as what a client is interested in. What a Structural Engineer is interested in may differ from what a Marketing Manager is interested in.


There are times when a blanket message will be sufficient. Say, for something like a business update.


For everything else, you need a segments and micro segments within your database for specific targeting and messaging.

Nurturing candidates and clients

A candidate may not always be ready to move. They may either be happy in their role, personal restrictions or just recently changed jobs.

These candidates require nurturing ready for conversion. Imagine you have just moved job. The recruitment agency were amazing, and got you a great deal.

You love this job. The honeymoon period is still evident.

Then the same recruitment company sends you an email asking whether you would like to learn about the seven top tips on updating your CV.

You likely to have little to no intention of wanting to find out more.

Not only this, but you are likely to feel confused, lose trust in the recruitment company and question whether they really had your best interests at heart?

Why would you need to renew your CV when you have just started a new role?

Email Marketing In Recruitment

The communication between your recruitment consultants is likely to be predominantly through email and your website.

Only when a lead has been qualified through predetermined metrics are your recruitment consultants likely to use the phone.

Let’s see how email marketing works within the recruitment industry

Multi Channel Marketing

By now you understand the importance of engaging with your database on a regular basis with the right message at the right time.

But there is more than one way to communicate with your existing audience.

Using a selection channels, which you know your candidates and clients are using, broadens your horizons and gives you the platform to deliver the right message at the right time.

Think about social media and how each channel is used differently. LinkedIn is likely to be more engaging with clients than for example Pinterest.

Whereas, Instagram could be more engaging for build rapport with candidates.

Check out how we can use a selection of channels to deliver the multi-channel experience

Importance of social media in recruitment

If you have gone on to learn more about social media in recruitment, then you are likely to have heard some of this before.

Social Media, primarily LinkedIn (as you are aware), should be your go to platform to nurture your existing clients and candidates, whilst building your brand.

Not only a platform to spread your good word, but to also drive engagement in a natural environment. Different platforms require a different.

Learn how Social Media is a core aspect of the recruitment process

Creating engaging content for the candidate

Engaging content in recruitment is so much more than just providing CV building tips.Think about how a piece of content to add value to a candidate months before they even consider changing jobs.

Put yourself in the shoes of your candidate. Are in them? Make sure they fit. You aren’t ready to look for a new role.But you have been in your role for 12 months, and you would like things to progress. But what does progression look like?

Wouldn’t it be handy if you had a piece of content delivered right to your inbox, or exposed to on social media, outlining career progression.Maybe you want to include some information about desirable skills, salary expectations. You name it.

The more value you can deliver the more engaged your candidates will be.

Creating Engaging Content

Engaging content in recruitment is so much more than just providing How to interview tips.

Think about how a piece of content to add value to a client months before they even consider hiring someone.

Now, let’s put you in the shoes of your client. These might be a bit easier to wear. Your team is at full capacity.

Everyone in your team is happy.

All appraisals are as expected. But, sometimes the unexpected happens, whether it’s a new client taking up your excess capacity, or a member of your team leaving.

This is much more about planning for the unexpected, or the expected? Think about the type of information you would benefit from in times of consistency and stability. Developing skills? Industry trends? Information you originally was not aware of.  

CV Builder

We have seen agencies provide value over the years, in a variety of different ways.

We have all (at least most of us) been a candidate at one stage and also a client. The biggest ‘headache’ has always been the dreaded CV.

Is it the right format? Does it have the right information? Is the information in the correct order?

There are so many different variations you quickly lose sight on what is the norm.

Imagine this.

A candidate has the capability to input the required information. In the pre-agreed format.

The CV is generated in a best practice. Your candidate not only has a value added service and a reason to give you their information.

But now every CV you receive follows an identical format/ Now imagine this. A client has a specific requirement for the information they need on every CV.

Every candidate builds their CV on your website to meet this requirement. The client receives the exact information they need to make an informed decision.

You guessed it… increase the chances of a hire!