Lead Generation

 

HOW TO GENERATE LEADS FOR YOUR BUSINESS – LEAD GENERATION STRATEGIES, TIPS, AND TRICKS

Approximately one-third of businesses with employees fail within their first two years according to data from the SBA. While this article isn’t going to dissect the wide range of reasons a business may fail, it will highlight one of the main factors for business success: consistent lead generation.

What Is Lead Generation in Marketing?

Lead generation in marketing is the act of gaining actionable customer interest for your business’s output. This typically involves a customer initiating a conversation or providing you with their contact information for follow-up regarding your business’s products or services.

For example, for a law firm to generate business leads, they might receive:

• Form submission from a potential client that is inquiring about their services.
• A phone call from a potential client to set up a consultation.
• A direct message on social media asking about their rates.
• An email from a potential client who is asking to schedule a consultation.

How lead generation works

There are two main components to the lead generation process: getting traffic to your site and then convincing them to share their contact information with you. The first step of the process is finding an effective way to attract prospects to your website. Depending on your company’s goals and budgetary constraints, there are many ways to start attracting prospects to your site. The following are some of the key ways businesses use to drive traffic:

1:Search Engine Marketing (SEM) - SEM is a form of online advertising that involves paying search engines (such as Google or Bing) to display ads in their search results. Because search is the primary way people navigate the web, this can be a big source of traffic.

2:Search Engine Optimization (SEO) - Search engine optimization is similar to SEM, in that it involves getting traffic from search engines, but rather than paying search engines for ads, SEO involves optimizing your website for search engine algorithms so that it appears higher in the organic search results.

3:Social Media - Social media sites such as Facebook and LinkedIn have grown to become some of the most popular sites on the web, and are beginning to rival search as major sources of traffic. You can drive traffic from social networks by posting content to social media platforms or paying for ads that run on the networks.

4:Display Ads - This type of advertising comes in various forms such as video, image, audio or text. These ads can be purchased on relevant websites in order to drive that traffic to your own site, usually via Pay-Per-Click (PPC) models.

5:Offline Events - Online marketing can often begin offline. Events such as industry conferences and meetups can be good ways to network with potential new customers, inform them about your brand, and get them to your website. These can be events that you attend as a guest, events that you sponsor or events that you host yourself.

CANDIDATE SOURCING

 

What is candidate sourcing?

Candidate sourcing is the process of identifying top talent that matches your required skills, education, and interests for the open jobs in your company or your client’s company. Candidate Sourcing seeks both active and passive candidates and attempts to recruit them for the role you need.

Where can I source candidates?

7 Ways Recruiters Can Make Sourcing Candidates a Breeze

• Post job descriptions on online job boards. …
• Check out social media. …
• Gather referrals. …
• Attend career fairs. …
• Join a recruiting network. …
• Go to recruiter networking events. …
• Examine your existing pool of candidates.

How do you source candidates quickly?

We are experts at finding top-tier candidates with particular skills and abilities appropriate for a wide range of industries and specific job roles. We search relevant online job boards and forums and analyze job seekers from other digital network platforms to ensure we find the most suitable candidates.

Cv Sourcing

 

Cv Sourcing

What is CV Sourcing:

CV sourcing is a way to discover resumes inside the recruitment process. Sourcing is the initial phase of the recruitment process. Professional and corporate recruiters who specialise in finding initial names are known as sources.

Many big companies hire a team of sourcing specialists who completely concentrate on the initial screening of candidates. CV sourcing has greater significance in the overall hiring strategy of any type of company, so it’s better and superior.

To hunt for a suitable candidate for a particular vacancy is a time-consuming task that requires searching through CV databases and in-house ATS systems, and it’s tediously expensive.

So you can save your time and money by outsourcing your recruitment-related worries by having a completely-devoted account manager. Ultimate Outsourcing promises a virtual platform that will take care of the strategic functions of interacting and networking with the right candidate and developing new customer connections.

Ultimate Outsourcing source CVs and screening solutions from 12 UK Premium job boards, our particular ATS database of over 5 million active candidates, and LinkedIn Recruiter profiles with emails, help you pick the best candidate for your vacancy.

Ultimate Outsourcing gives a complete range of CV sourcing services and results across the UK to all types of companies. We collect hundreds of resumes through online job boards to find the right talent for our clients. We use the latest technology to find the perfect resumes according to clients' requirements.

Our CV sourcing team consists of experienced and professional recruiters who can choose the right candidate according to the job specifications. Ultimate Outsourcing uses advanced Boolean searching approaches to build custom search strings based on your specific and general job requirements. We give you the best suitable CVs for your daily requirements.

The Types of CV sourcing we have:

To apply successful sourcing you should have complete knowledge of your whole business procedure, i.e. how are your assets spent in the business and how is the market influenced. You should also know the explicit dangers related to carrying out specific approaches.

Acquiring cheap goods and services shouldn’t be the only goal of sourcing. Instead, procurement teams should center sourcing activities on developing mutually beneficial connections. Depending on your sourcing needs and the things you want, you can choose to work directly with wholesalers, manufacturers, or sources from distributors.

Having said that, what types of sourcing should you consider?

Here are some CV Sourcing types,

1: Outsourcing

The most useful and direct model would enlist a party outside an organization to perform administrations or produce products that were generally performed in-house. This can also be done by migrating operations abroad or partnering with a domestic supplier. Both back and frontal office functions can be outsourced.

2: Insourcing

This type of sourcing involves you delegating a job to someone or a team within the company. Most company leaders prefer this option when available because it’s an excellent cost-saving strategy that allows on-the-ground monitoring of the quality of goods and services required.

FULL-TIME CV SOURCING

Ultimate Outsourcing gives you the best suitable CVs for your daily requirements.

• 8-15 quality CVs as per your requirement.
• A high value on client confidentiality and loyalty
• Dedicated Account Management
• Access to Premium Job boards + LinkedIn Recruiter

* Searches can be repeated, upon instructions, for more candidates depending upon their availability in the databases.

Our staff can do it skillfully

Once we get to know the job descriptions of the position and the required competencies such as desired qualifications, experience, etc, we start our CV sourcing services. We’ve our internal database which is quite rich.

This serves as an excellent reference source. Apart from this we also source the requisite CVs from online job portals. We’ve subscription accounts with some of the biggest online portals that supply us with a diverse range of candidates. 

After getting the CVs, the next step is to separate the most Relevant from the not-so-relevant. This is a time taking process. Our skilled administrator handles scores of CVs extremely fast.

Email & LinkedIn Marketing

 

Email & LinkedIn Marketing

Once we find your desired leads for you, we will proceed to structure and execute all email and LinkedIn marketing tasks for you.

You need to tell us what services or products you are offering, this will best put us in a position to produce and structure an effective email and a short LinkedIn message which we will execute and deliver to hundreds of emails and LinkedIn accounts on daily basis. To support this and ensure we deliver the best value in a timely manner, we have access to paid tools to perform this task.

Whatever response comes by email and message we will let you know.

Cv Formatting

 

 Some top tips for Formatting a CV:

Writing an excellent CV is one of the most challenging hurdles we face during a job hunt. With the marketplace becoming increasingly aggressive and the recruiter only doing a quick browse before determining your fate at the company, it’s essential to make a long-lasting impression.

CV, not Resume:

The term ‘CV’ is most common in the United Kingdom. The terms “resume” and “curriculum” are rarely used.

Language:

Make sure you write your CV in correct British English, for example, write ‘labour’ rather than ‘labor’ and ‘optimise’ rather than ‘optimize’.

Length:

Your UK CV should not exceed two pages – “no longer than two sides of A4”, according to ultimateoutsourcing.co.uk

What to include in Formatting a CV in the UK:

Contact details:

Please provide your full name, address, mobile phone number, and email address. Your date of birth doesn’t matter, unless you’re applying for an acting or modeling job, you don’t need to include a photo. Because Most jobs in the UK do not require you to include any personal information on your CV such as age, marital status, photo, or ethnicity.

However, some other countries or regions may prefer this information. If you are applying for a job outside the UK, please check local labor laws and conventions. It can be helpful to find templates of the standard resume format for the position you are applying for.

Profile:

A CV profile is a concise statement that highlights your most important qualities and helps you stand out from the crowd. Usually placed at the beginning of a CV it picks out a few relevant achievements and skills while expressing your career aims.

A good CV profile will focus on the industry you are applying for as your cover letter will be job-specific. Keep personal statements in the CV short and to the point. 100 words are the perfect length.

Education:

List and date all the educational backgrounds including the professional qualifications. Place the most recent first. Include qualification type/grades and the dates. Mention specific modules only where relevant.

Work experience:

List your work experience in reverse order and make sure everything you mention is relevant to the position you are applying for. Include your title, company name, how long you have been with the organisation , and key responsibilities. If you have plenty of relevant work experience, this section should come before education.

Skills and achievements:

This is where you talk about the foreign languages you speak and the IT packages that he can use competently. The key skills on your list should be relevant to the job. Don’t overdo your skills as you will need to back up your claims. At the interview. If you have many job-specific skills, consider creating a skills-based CV.

Interests:

Socialising’, ‘going to the cinema’, and ‘reading’ isn’t going to catch a recruiter’s attention. However, relevant interests can provide a more complete picture of who you are, as well as give you something to talk about at the interview. Examples include writing your own blog or community newsletter if you want to be a journalist, or joining a theater group if you looking to get into sales.

And your involvement in climate change activism if you’d like an environmental job. If you don’t have any relevant hobbies or interests leave this section out.

Cautions:

You do not have to provide the names of the referees at this point. You can say “References will be available upon request” but most employers would assume that is the case, so if you don’t have space, you can leave it.

What is the Format of a CV in the UK?

The UK CV format requires your CV to be:

• A maximum of two pages long.
• In an A4 format.
• Either be a reverse chronological or a functional CV.

What Font Size you should use for Formatting a CV in the UK?

A font size between 10 to 12 is considered easy to read. So make sure the font size of, your UK CV is no smaller than 10 but no larger than 12.

Ultimate Outsourcing UK follows these steps For Formatting a CV:

• First, select the right UK CV format based on your experience level. A reverse chronological CV format is good for experienced professionals, and the functional UK, CV format is perfect for most entry-level professionals.
• Second, write the perfect CV header.
• Third, write your UK CV summary or objective.
• Fourth, describe your work experience.
• Lastly, list any skills or achievements you’ve in a CV’s skills or accomplishments section.

Conclusion:

Although CV in English-speaking countries is very similar, each country has its own nuances that need to be considered for the best results. When writing a UK CV, be aware of each employer’s specific requirements and, if possible, ask someone you trust to read your CV before you submit your application

360 Recruitment

 

Welcome to Ultimate Outsourcing 360 Recruitment:

Ultimate Outsourcing specializes in multi-industry corporate placements. So We work and partner closely with our clients to ensure.

we build a strong and talented workforce and aim to produce quality talent to maintain high retention levels. We exist to be a competitive partner of choice for all your hiring needs.

Ultimate Outsourcing is built on a strong passion for bringing together the right candidates & clients, and we genuinely look at 360 recruitment as one of the most exciting and vital processes a company can go through.

We strive to exceed your expectations by breaking barriers and changing the game. We can help fill jobs for mid-career, executives, and C-level executives and find candidates.

By combining unique market insight, strong conscience, complete transparency, and fast-paced delivery, we add significant value to the businesses we work with.

When is a 360 Recruiting Model Effective? 

This paper aims to introduce the concept of 360 recruitment, which is a methodical, practical, and holistic recruitment process that provides a dependable candidate selection structure for an association of any size.

The recruitment process begins with the selection criteria and provides a 360 view of a seeker by combining assessments, job interviews, reference checks, and job trials.

Hiring the right candidate is critical for the growth and success of an organization. Still, numerous companies don’t have an effective and dependable recruitment process that enables them to hire top-notch gifts that are largely compatible within the establishment. The 360 recruiting process is a practical technique that enables organizations to estimate job applicants from multiple angles while reducing the query and the impulses that are essential in a typical recruiting process.

The 360  recruitment process is comprehensive yet practical and can be used by an organization of any size. The technique, if properly administered, will optimize recruiting and ensure that good and compatible workers are hired into the organization.

When is a 360 Recruiting Model Effective?

The recruiter has to spend their time and energies over all the stages of the applicant’s trip, they’ve minimum time to spend sourcing.
This can lead to many problems when hiring for a similar position. Still, when seeking out candidates with analogous skill sets, the recruitment process is simplified. The recruiter can develop a strong hiring strategy from start to finish.

When is a 360 Recruiting Model Not Effective?

Unfortunately for numerous businesses, one-type hiring isn’t a reality. Utmost organizations
are hiring for a variety of positions at the same time. With the 360 recruiting
models, the recruiter would demand a keen understanding of each type of
candidate in order to know how to find them and start meaningful engagement.
Without this position of insight, quality sourcing would be impossible.

What Does a Recruitment Agency Do?

So A 360 recruiter oftentimes generates candidates using a reactive mechanism, similar to company career websites, job board postings, and social media postings, or by asking implicit candidates on social media platforms to apply for specific positions. This has led us to the post-and-pray approach, where the recruiter posts the jobs and prays that the right candidate will apply.

The problem with a reactive recruiting approach like this is that it only gives access to those candidates that are diligently looking for a job or those who have other motivational factors for changing
jobs. In an applicant-driven market, this system won’t only drive advanced recruitment costs but also be less effective in the age of record-low unemployment rates.

Benefits of Using Ultimate Outsourcing Recruitment Agency London:

So do you refuse to work with a recruitment agency? Have you heard the horror stories? Or you yourself have been in the lurch by some “gift magnet” cowhands? You might be mishandled but We’re are different and trustworthy.  Yea – I’m going to be a bit prejudiced ced – but the truth is; there are some really positive effects that Ultimate outsourcing recruitment agencies can do for you. 

No bullish*t. Here are the facts …

To get access to numerous but Best candidates

Ultimate Outsourcing uses proprietary software to find qualified candidates who match your requirements. This means we can find people who fit your culture and values, as well as those who share your interests and passions. We use;

1. Job Boards; these are one of the most effective sources to find the appropriate candidates for your company. Hiring gets easier with job boards as thousands of real people use job them across the UK to look for better opportunities.
2. Talent Pipeline. Candidates will actually track down and register for agencies that have a good character in the industry.
3. Passive Candidates. It takes skill, confidence, and experience to approach resistant candidates and convert them to consider apart.

Use different mediums, including (but not limited to) social media, mail, and the telephone, and persuade them to prefer your company over others.

Save time:

The main reason people use recruitment agencies is to save time. The hiring process is clearly not quick and (especially in popular locations) recruiters spend hours getting nowhere. Ultimate Outsourcing will take you out of this situation and take your load with responsibility and care.

What We do for you:

• Screening CVs.
• Candidate communications, including follow-up.
• General administrative duties.
• Initial interviews.
• Salary negotiations.

Recruitment Knowledge:

Of course, ultimate outsourcing is just better at recruiting in general – it’s what we do.

• So we know how to make sure that your job advert ranks high, using popular keywords and phrases so that the maximum number of people actually see your vacancy.
• We know how to write a compelling, seductive job announcement that actually gets people to apply.
• We know how to quickly but effectively screen a CV, and make out weaker candidates beforehand on in

Less risk:

If the successful candidate leaves within a certain quantum of time also,

They’ll either replace them (for free) or give you some of your money back – depending on the terms.

So, it’s not as important of a big deal.

If a candidate doesn’t work out you don’t go back to square one?

Formatting a CV

 

Some top tips for Formatting a CV:

Writing an excellent CV is one of the most challenging hurdles we face during a job hunt. With the marketplace becoming increasingly aggressive and the recruiter only doing a quick browse before determining your fate at the company, it’s essential to make a long-lasting impression.

CV, not Resume:

The term ‘CV’ is most common in the United Kingdom. The terms “resume” and “curriculum” are rarely used.

Language:

Make sure you write your CV in correct British English, for example, write ‘labor’ rather than ‘labor’ and ‘optimise’ rather than ‘optimize’.

Length:

Your UK CV should not exceed two pages — “no longer than two sides of A4”, according to "ultimateoutsourcing.co.uk"

What to include in Formatting a CV in the UK:

Contact details:

Please provide your full name, address, mobile phone number, and email address. Your date of birth doesn’t matter, unless you’re applying for an acting or modeling job, you don’t need to include a photo. Because Most jobs in the UK do not require you to have any personal information on your CV such as age, marital status, photo, or ethnicity.

However, some other countries or regions may prefer this information. If you are applying for a job outside the UK, please check local labor laws and conventions. It can be helpful to find templates of the standard resume format for the position you are applying for.

Profile:

A CV profile is a concise statement that highlights your most important qualities and helps you stand out from the crowd. Usually placed at the beginning of a CV it picks out a few relevant achievements and skills while expressing your career aims.

A good CV profile will focus on the industry you are applying for as your cover letter will be job-specific. Keep personal statements in the CV short and to the point. 100 words are the perfect length.

Education:

List and date all the educational backgrounds including the professional qualifications. Place the most recent first. Include qualification type/grades and the dates. Mention specific modules only where relevant.

Work experience:

List your work experience in reverse order and make sure everything you mention is relevant to the position you are applying for. Include your title, company name, how long you have been with the organisation , and key responsibilities. If you have plenty of relevant work experience, this section should come before education.

Skills and achievements:

This is where you talk about the foreign languages you speak and the IT packages that he can use competently. The key skills on your list should be relevant to the job. Don’t overdo your skills as you will need to back up your claims. At the interview. If you have many job-specific skills, consider creating a skills-based CV.

Interests:

‘Socialising’, ‘going to the cinema’, and ‘reading’ isn’t going to catch a recruiter’s attention. However, relevant interests can provide a more complete picture of who you are, as well as give you something to talk about at the interview. Examples include writing your own blog or community newsletter if you want to be a journalist, or joining a theater group if you looking to get into sales.

And your involvement in climate change activism if you’d like an environmental job. If you don’t have any relevant hobbies or interests leave this section out.

Cautions:

You do not have to provide the names of the referees at this point. You can say “References will be available upon request” but most employers would assume that is the case, so if you don’t have space, you can leave it.

What is the Format of a CV in the UK?

The UK CV format requires your CV to be:

• A maximum of two pages long.
• In an A4 format.
• Either be a reverse chronological or a functional CV.

What Font Size you should use for Formatting a CV in the UK?

A font size between 10 to 12 is considered easy to read. So make sure the font size of, your UK CV is no smaller than 10 but no larger than 12.

Ultimate Outsourcing UK follows these steps For Formatting a CV:

• First, select the right UK CV format based on your experience level. A reverse chronological CV format is good for experienced professionals, and the functional UK, CV format is perfect for most entry-level professionals.
• Second, write the perfect CV header.
• Third, write your UK CV summary or objective.
• Fourth, describe your work experience.
• Lastly, list any skills or achievements you’ve in a CV’s skills or accomplishments section.

Conclusion:

Although CV in English-speaking countries is very similar, each country has its own nuances that need to be considered for the best results. When writing a UK CV, be aware of each employer’s specific requirements and, if possible, ask someone you trust to read your CV before you submit your application

Pre-Qualification

In Pre-Qualification Services, we will only pass you those candidates who are looking for a new job and ready to go for an interview. There’s no need to search for candidates by yourself and call them for their availability. We’ll do everything for you. Your devoted account manager will do the initial contact with the candidates and evaluate the entire prospect before delivering him over to you.

Following are the steps

• Searching right candidates from UK Premium Job boards & LinkedIn Recruiter.

• Contact potential candidates by email, Skype, or telephone from 8 am to 10pm.

• Ask for their availability for a new job.

• Administer any test if it’s needed in the recruitment process

• Once everything is said and done, we will only forward the CVs of the shortlisted candidates.

Ultimate Outsourcing Know what you need

The key to getting what you want? Knowing what you’re looking for. That is where good planning comes in. Ensuring you have an in-depth understanding of the role you’re hiring for will make the rest of the recruitment process easier and quicker.

Since you’ll quickly be able to determine who has the experience needed to successfully fulfill the role. It also ensures candidates have a clear purpose and planned goals for the position when they join.

Candidates pre-Qualification

This model is ideal for recruitment companies that want a recruiting partner who’ll conduct the candidate selection process in addition to identifying prospects. Our team will identify, make initial contact with and conduct screening of candidates before delivering them to your recruiters. Our Resources contact potential candidates by email and/ or telephone. We’ll work with your organization to

· Develop a series of candidate screening questions.

· Administer any tests your client requires in the recruitment process

· communicate your prospects by mail/ telephone to determine their suitability

Ultimate Outsourcing organized Interview

· Ideally, all candidates should be asked the same questions and their answers should be scored consistently by all members of the interview panel.

· Supplementary questions can be asked to clarify or explore the candidate’s answers.

· Care should be taken not to ask any questions concerning details of the candidates’ personal life — this could lead to potential discriminatory issues.

· Provide feedback to candidates if requested. Feedback can be written or oral but should be objective and given in agreement with any written policy.

Make an Offer of Employment

· Make a written offer to the successful candidate.

· Set a time limit for acceptance of the offer.

· Any offer of employment should state that it is subject to the contract (if that is the case), evidence of authorization work in the UK, and receipt of satisfactory references (or any other condition).

· Advise of any probationary period

References

Once the offer has been accepted, seek permission to approach the candidate’s references.