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The article focuses on the growing popularity of virtual reality (VR) and the possible use of VR technology for employee recruitment . Topics discussed include recruitment company Capita and J. Walter Thompson (JWT) working with VR specialist Visualise to use VR in a recruitment campaign for British Army, possible use of VR in giving an employee a realistic tour to the working environment before hiring, and views of Riccardo Galli, chief executive of Meritocracy, on same.

The article discusses the importance of designing a mobile-friendly website for employers, as per the regulations of the technology company and search engine Google as well as to ease the experience of job searchers. Particular focus is given to the factors leading to mobile responsive website design, which includes high speed, attention to design, and internet traffic.

The article discusses the use of predictive technology and analytics by employment agencies and employers to deliver a high-quality candidate experience. The key points to consider when using predictive technology and analytics are noted, such as ensuring that the agency or careers website meets the expectations of candidates and determining the best communication medium to use during the different stages of the recruitment process.

The article discusses landing page as an important online tool for recruiters and the features that they should have. It mentions that landing page is an important tooks in hiring as it allows recruiters to create a stand-alone web page outside their main web site for a specific purpose. It cites the features that a landing page should have including a marketing tone.

The article provides information on gamification and its use in recruitment. It presents a definition of gamification and discusses the areas of focus for using games for recruitment, the use of games for assessment and competency testing, and the use of gaming rules and techniques to tasks during online applications.

The article focuses on true cloud and hosted cloud for recruitment start-ups that want to migrate their information technology set-up to the cloud. It relates the statements of Oliver Kiddell, a spokesperson for iFollowOffice, and Joseph Blass, chief executive of WorkPlaceLive, about the benefits of cloud computing for recruitment agencies. It discusses key areas to explore when agencies make a decision to move to the cloud.

The article offers information on the use of responsive design on employers' website for employee recruitment. Topics discussed include views of Jamie McGregor, business development manager at website design firm 4MAT, on the application for recruitment by job seekers; asking recent hires about comfortability of applying through the website; making vacancy lists interesting by using video-based job description; and testing mobile content for website.

The article focuses on the launch of the TwitterJobSearch.com, a microblogging site that offers job opportunities in Great Britain. Bruce Stander, group chief executive of Optimal Internet, stays that Twitter-style job aggregation is very active and its job boards are already ahead of the curve. Meanwhile, Alan Whitford, cofounder of the Recruitment Community Europe network, believes that its web activity and online presence will play a major role in the future of the recruitment industry.

The article discusses the software-as-a-service model (SaaS) recruitment software industry in Great Britain. The SaaS allows the users to rent software per user and per monthly basisto reduce costs in the midst of recessions. The use of the software could make recruiters minimize hardware infrastructure and also eliminates maintenance and hassle free like with the traditional client/server software.

The article provides information about an online recruiting software in Great Britain. The new software from simplifies the recruiting process as it chooses the best candidates as efficiently as possible through its applicant tracking and candidate management software. Software specialists uses CV formatting tools which allows agencies to create branded and formatted CV from Word document. The CV extraction technology can work with import tools in the agency's recruitment system for the review.

The article discusses the proper management of recruitment advertising in Great Britain. It is said that job boards must deliver quality over quantity and should offer recruitment management tools alongside applicant screening and ranking. It is also stated that recruiters must learn the significance of tracking the return they obtain on their online advertising spend.

The article discusses aspects to consider in testing the recruitment process of one's company and using technology to improve the candidate assessment experience. Topics discussed include encouraging job applicants to conduct a self-assessment online before applying, using online recruitment systems and online testing to screen for talent, and recruitment technology provider LaunchPad.

The article discusses online onboarding that helps employees prepare for their new roles and make direct contact with recruiters or managers. Topics discussed include software for onboarding that can be integrated with existing talent management software, suggest to communicate key objectives and organisational culture to boost employee engagement and suggestion from Katie Bancroft of recruitment firm Exceptional Solutions, regarding matching onboarding activities with company culture.

The article provides suggestions in using micro-blogging platform Twitter in gaining competitive advantage in the recruitment industry. Recruiters are advised to show their personality and relate to potential clients directly in using Twitter. Building trust and awareness are key to encourage candidates to follow the recruiters. Recruiters should also spend time for their Twitter activity and make it both responsive and spontaneous.

The article discusses prominence of designing web portal for employee recruitment, citing suggestions related to talent management by employment agencies using the portal. Topics include personalizing the experience of candidates on the portal; interactions and engaging with candidates through the portal; ensuring smooth user experience for candidates on the portal; and ensuring consistency on the portal, and its contents.

The article discusses the significance of using social networking platforms by employment agencies for screening and recruitment of potential candidates. It presents the views of Mike Convey, sales director at the employment websites Monster for the same. It also mentions that the recruiters use these tools for off appointments and campaigns.

The article focuses on use of intelligent search methods such as semantic. Topics discussed include comparison of methods such as semantic with the traditional Boolean and keyword searching, form of artificial intelligence used by intelligent searching and Filip de Geijter of software firm Actonomy, regarding the performance of semantic search as compared to Boolean.

The article focuses on how recruitment agencies and corporate career sites can provide a satisfactory mobile user experience. Topics discussed include the proliferation of smartphones and tablet computers and the release of a mobile-compatible algorithm from Google for boosting the ranking of mobile-compatible web pages. The need for recruiters to redesign online forms and registrations and the use of a Googl mobile-compatibility test site are mentioned.

The article discusses the benefits posed by data-based decision making to the recruitment industry. Topics covered include decisions that can be data-based, departments who are responsible for the data, and the need to incentivise organisations that make better use of data. The importance to ensure individuals with tools to extract and exploit data is cited.

The article discusses the value of integrating video interviewing in the recruitment process. Topics discussed include using video interviewing the same as other assessment methods, providing a positive experience for the candidate as a reflection of the company's brand, and the advantage of open-ended questions. Also discussed are the need to measure video interviewing effectiveness, and providing feedback mechanisms.

The article discusses strategies in developing an effective talent pool, which according to The FIRM co-manager Emma Mirrington is viewed among employees as a Nirvana or Holy Grail, but requires businesses to put their strategic workforce planning in place to see a successful recruitment initiative. Topics discussed include the importance of understanding the purpose of the talent pool, advantages of tailored communication in talent pools and the benefits of assessments.

The article discusses the importance of having interesting and compelling Web content to get the attention of the search engine Google. Topics covered include the need for making dynamic content and information about the Google algorithm. Also mentioned is the significance of links to enhance the authority of content over a certain topic.

The article discusses how two recruiters based in Great Britain optimized the potential of job searches coming from mobile devices. Topics covered include the mobile and media strategy used by the full services global technical recruitment firm Tangent International, the agency's goal of engaging with a broader candidate base for hard-to-fill jobs, and the bespoke site developed by the professional services recruitment firm IDEX Consulting.

The article emphasises the organisations' integration of gamification, or the utilisation of game principles, into a recruitment process to boost the level of engagement of candidates. Topics discussed include the incorporation of gamification with social media and career sites to encourage interaction with potential candidates, social networking service LinkedIn's expertise in reaching its target audience, and the need for organisations to determine their metrics.

The article offers ideas on how recruitment agencies can manage their online presence on the job boards. It emphasizes the importance of addressing the basics of online presence for recruitment agencies, as well as the proper communication of an agency's message. It also explains the reasons for the need to manage the online presence of a recruitment agency.

The article discusses technological developments in the human resources (HR) sector as of September 2014, particularly the introduction of big data and predictive analysis. According to news site Mashable, data stored at professional networking site LinkedIn could be used to forecast the career track of an individual in a five-year period. Also cited are the opinions of LinkedIn's Richard George and Matt Alder of consultancy Metashift on the developments.

The article focuses on the issue of candidate source tracking in the recruitment industry. Topics covered include the percentage of inaccurate source data, the factors that hold agencies back from taking a more automated approach to tracking and the preference of Pod Talent managing director Jon Dweck for manual approach. Also included are the insights of Firefish Software managing director Wendy McDougall on the issue.

The article focuses on the recruitment marketplace web site TalentParty.com founded by chief executive Jamie Carlisle which aims to accelerate the recruitment process and increase the efficiency of the recruiter. It notes that the site attempts to offer a more profitable and sustainable revenue stream for recruitment companies. Also mentioned is how the technology behind the site works when an employer posts an opportunity.

The article describes the end-to-end business software application (app) called Workday Recruiting from enterprise software vendor Workday Inc.

The article offers information on the 12th annual Online Recruitment Conference held by online recruitment communications agency Enhance Media Inc. in Great Britain in 2014.

The article discusses the release of the application programming interface (API) by MatchingPeople2Jobs (MP2J) and mentions that it provides an opportunity for companies to establish pre-employment behavioural assessments into their applicant tracking systems (ATSs).

The article reports on the launch of the online self-service recruitment platform called Krooter.co.uk. It reports that the service allows companies and organizations to manage their recruitment advertising and processes using the web site. It mentions managing director Ben Barney's claim that small and mid-sized companies are the most common users of the platform. The services offered by Krooter, including writing job advertisements and providing applicant tracking systems, are discussed.

The article offers a preview of the Candidate Sourcing Platform (CSP) for employee selection from Broadbean.

The article reports on the launch of ResumeSort semantic search technology developed by former scientist Esfandiar Bandari of the U.S. National Aeronautics and Space Administration (NASA) and owned by networking tool provider Textnomics. Managing director Jim Whelan of human resource (HR) consultant ORO mentions the aim of the technology to address the most intensified recruitment process.

The article reviews the Mercury xRM platform of the recruitment industry from Crimson that uses Microsoft's customer relationship management (CRM).

The article reports on the launch of 3Sourcing, a recruitment aggregator developed by former recruiter Tom Savage and business partner Raz Dinu. According to the article, the concept for the program started when Savage and Dinu tried to solve the disconnect between jobs and candidates on their online marketplace 3Desk which was launched for freelancers. Some of the recruitment agencies that have used 3Sourcing include Square One, Austin Fraser and Stott and May.

The article focuses on a fixed-fee, pay-per-click job marketing platform that is being advertised in Great Britain by the U.S. developer Seven Acorns in which, it allows companies to publicize jobs over the internet search engines.

The article provides information on the video-led landing Web page developed by Samsung Cambridge Solution Centre (SCSC), part of the global electronics brand's mobile and connectivity business, for all its recruitment activity based on the Plugin Recruiter platform.

The article provides information on the Influence Graph, a tool that rates a person's influence and expertise, developed by WorkFu. WorkFu Chief Technology Officer Rik Heywood said that the graph offers a vehicle for endorsing skills. Heywood added that WorkFu came about after its founders thought that social networks were not performing well as a recruiting tool. It was developed by a clever algorithm that will look for proof of the individual's expertise across all of the online spaces.

The article offers information on Smart Recruit Online's (SRO) software-as-a-service (SaaS) based platform for small and medium-sized enterprises (SME) direct recruiters.

The article reports on the expansion of regional hubs of non-profit organisation Skill Exchange UK (Skill K UK) across Great Britain in 2013 based on the social enterprise technology Staffshare platform that enables employers to share their staff to other organisations. Comment from Phil Flaxton, chief executive officer (CEO) of Skill K UK, is presented.

The article reports on the launch of recruitment matching website, MyJobHomePage.com that offers job vacancies for construction industry in London, England.

The article outlines the plans of recruitment firm Annapurna HR to expand across Europe. The launch of the Technology Transformation and HR Transformation Networks in Germany is highlighted. Issues addressed by Annapurna managing director James Ballard about the expansion plans of the firm are outlined.

The article reviews the website Job Bounties, located at www.jobbounties.com, which allows users to headhunt their friends and contacts for jobs posted on the site.

The article reports on the use of a new mobile contracting app from mobile applications specialist KeyApps by Advance Contracting and JMK Group that allows contractors to carry out a range of tasks on the move.

The article offers brief information on the iKrut applicant tracking system (ATS) developed by managing director Nick Leigh-Morgan.

The article reports on the Own our Town strategy of mutual insurance, retirement and investment group Liverpool Victoria Asset Management Ltd. and taking its goal to be a strong local employer in areas where it has offices by delivering a location-based experience on its career site.

The article focuses on the implementation of the HirePad talent attraction system by recruitment agency Krispy Kreme UK Ltd. in Great Britain. Development by Hire Strategies, the system has helped Krispy reduced its recruitment time and costs. It discusses the statement of Jodie Craig, human resource manager of Krispy, about the advantages of using the system by the agency.

The article reports on the move of the software company Avature to unveil its employee referral platform that runs with its core candidate relationship management (CRM) product in Great Britain. It outlines the applications of the platform, which works across different levels and countries, and gathers knowledge about employees making the referral. The company's chief executive officer Dimitri Boylan also notes the flexibility of the program.

The article offers information on the Mystery Applicant software-as-a-service based application from Nick Price.