The value of diversity resides on new ideas, creativity and innovation. To ensure the success of your international team, you should work towards inclusion, where every single member feels valued and integrated in the organization, mission, vision and strategy. When professors, students and administration members feel appreciated, they are more willing to generate ideas and make resources available for innovation and growth. There is no magic bullet or golden rule that will keep your team members happy - everything depends on the culture of your organization or university. But properly assessing the characteristics of your team will help you considerably. Focus groups, interviews and surveys are at your disposal to draw good conclusions in this endeavour. Some other good practices that will lead to success in your diversity team include: ● Recognise and respect the cultural differences of your team members: In an international team you will often face multiple interpretations of the same issue. While some of your team members understand a situation as normal, others can experience it as stressful. It is always worth getting to know your team members as well as possible in order to avoid miscommunication in the words and body language that you use, or even confusion as a result of workflows that to you might seem standard, but to others may be very foreign. ● Design processes to make your employees or students feel welcome: A new employee or student from a completely different cultural background needs to feel accepted. Make the first day of the new team member an important event and alert current employees about the new team member. ● Create mentor groups: Assigning a local mentor to people from different cultural backgrounds will make them feel comfortable and supported. ● Create a free space to share ideas and take them into account: Problem solving comes in different shapes in different cultures; so let your institution absorb the new ideas and approaches from people from other backgrounds. ● Use benchmarking: Other institutions have successfully reached a diverse multicultural environment - let them teach you and provide you with new ideas. ● Provide communication training for your employees and students: Whether communication coaching, language courses or assertiveness, being able to communicate messages propoerly will help your people blend into your workplace community ● Build up a strong leadership program inside your institution: Avoid all types of cultural bias about the styles and characteristics of a leader; the challenge is to enable each team member to become an effective leader matching their own cultural mindset. ● Listen to your people: Make use of surveys and interviews to determine the needs of different employees and students. Only then can you develop a strategic retention plan for your diverse talent. ● Focus on building trust in your team: The most basic way in which you can ensure trust in your team is by setting up good communication channels (intranet, posters, emails, social media groups, etc.) Make sure that your team members understand each other clearly, regardless of the ways that their background influences their behaviour and non-verbal communication. By organizing team-building activities, you will provide a space outside your institution to socialize and learn from each other. Managing a multicultural team of employees and students may be a signficant challenge but it also promises a big reward in terms of experience and learning. At INOMICS we are happy to support your recruitment activities and to provide you with tips for the effective management of your international talent. Please feel free to write to us at info@inomics.com if you are interested in knowing more about us, our research initiatives in the recruitment industry and the advertising opportunities for your institution. We will be happy to work with you to attract the best candidates for your institution.
Managing a multicultural team can be exciting and challenging. While employers might know what to expect from employees with the same background as them, a multicultural team demands more time and dedication since not all management and motivation techniques will work the same way with all team members. Last month we talked about diversity recruitment and how to hire multicultural talent for institutions. In this article we will address different suggestions that will help you keep your employees and students engaged.
Diversity Recruitment: hiring multicultural talent for institutions
What does diversity mean for HR and student recruiters? Until recently, a diverse working or study group may have simply referred to a balance of genders, sexual orientation and race. Nowadays though, diversity is extended in meaning to cover minority groups, older persons, people from different cultures and people whose native language is not that of the group or institution. Diversity now refers to the inclusion of people with different life styles and value systems, for example, geographic location, income, religion, hobbies, educational background, work experience, parental and marital status1. For HR recruiters, diversity ensures the success of the company. With today’s globalized markets, it is necessary to understand a different set of cultures, and their associated behaviours, needs and demands, in order to develop appropriate products and services. The most valuable market insight can come from employees who have a cultural background comparable to those of your target groups. For student recruiters, keeping diversity in mind enables them to deliver to students the opportunity to interact with different nationalities and learn from each other. Multicultural student and professor groups deliver a higher level of learning not only in a specific subject, but also in terms of teamwork, coping with stress, adaptability and awareness of different opinions and ideas. How can I put diversity recruitment into practice? The most common way to start applying diversity recruitment is to set goals towards a diverse team at your institution. For example, to receive and prioritize applications from your target countries/cultures and advertise your open positions or study opportunities in places where your target groups work and live. Additionally there are a variety of practices that could help you reach your recruitment goals: Create a diverse pool of candidates: recruiting in the same places and with the same techniques will always bring the same set of skills and people. Try to attain visibility in specialized places, where your desired target groups are located. Classify your channels according to your segmentation of desired candidates: shortlist the channels where you usually get people with a special set of skills, or where you know you can reach people with a specific cultural background. ​​​​​​​Attend and sponsor industry events: whether to look for valuable partners or to contribute to the growth of the organization, events provide you with a chance to meet people interested in specific topics and career opportunities in a specific industry. Look for your candidates at the early stages of their career: if you are looking for researchers or students interested in one specific topic, you can try to approach young people who are interested in the issue and are looking for opportunities to become experts on the topic. ​​​​​​​Work out a collaboration agreement between universities and companies. If you are a university, cooperate with research centres and companies by offering opportunities to develop research. If you are a company or research institute, share your vacancies directly with universities to find the perfect fit for your needs. ​​​​​​​Include diversity in your mission statement and marketing materials: if your institution publicises the high importance it attaches to a varied team, more applicants will be willing to take your company or institution seriously and apply for your jobs, programs, events etc.​​​​​​​ Break down stereotypes: pre-judging the capability of individuals to fill an open position can lead to missed opportunities, not to mention the risk of (justified) accusations of discrimination. ​​​​​​​Use international recruitment websites that provide you with a worldwide reach, so your message is delivered to a good spread of people. ​​​​​​​If you are applying techniques such as recruitment on campus, always be aware if your recruiting team is being trained in diversity awareness, challenge their comfort zone, and attract the best candidates. Recruiting a diverse team represents a challenge for recruiters but also a big reward in terms of long-term development of the organization. In our next newsletter, we will cover some techniques about how to maintain a multicultural team, i.e. to keep them satisfied and happy. Feel free to write to us at info@inomics.com if you are interested in knowing more about INOMICS, our research initiatives in the field of professional or student recruitment, and the advertising opportunities to reach top international students and researchers in economics, business and finance worldwide. We will be happy to work with you to attract the best candidates for your institution. 1Diversity Recruitment. NAS Insights http://www.mature-project.eu/materials/DiversityRecruitment_guidelines.pdf
Globalization has had a significant impact on the structure and function of organizations. Nowadays, HR and student recruiters are eager to offer positions to candidates from all over the world who provide a diversity of talent, the best skills and cultural adaptability. Previously we have discussed why hiring an international candidate can benefit your workplace and the multiple benefits of international students for universities. Now we want to go deeper into the topic of diversity recruitment and present some techniques to gather the best talent for your institution and maintain a happy, multicultural team.
Recruitment for Academic Positions: Timing & Strategy
There are many tips out there (also in the INOMICS Insights section) on how to apply for academic positions, how to write a cover letter or how to deal with interviews. This time we want to talk about timing your applications and about the best recruitment seasons when there are more positions advertised or when the competition is less severe. Every day there are new academic positions published on INOMICS. Based on this, we have analysed and summarised the level of activity on the job market in 2015. Altogether, among more than a thousand promoted jobs, 40% were Professor positions (incl. lecturers, assistant professors and associate professor), 20% Researchers, 15% Postdoc and 14% PhD Positions, (but excluding PhD study programs). The distribution can be seen in Figure 1. As expected, each type of position has its own high and low seasons. Most interesting (we think) are: - The busiest time of the year for PhD positions is during the spring, whereas for Professor positions it is the winter. - Postdocs can enjoy two recruitment peaks in February-March and then again in October - Researchers are primarily hired in January-February and then again in July. This can of course be explained by a variety of factors such as semester schedule, timing of graduation, standard university contracts in a specific country and so on. But knowing when to actively look for an open position is a big step towards finding successful employment. On the other hand, this information might also be interesting for recruiters, since some might decide to go for a less popular season to reduce competition with other recruiters and get as much attention from potential candidates as possible. Figure 2 shows the general trend in academic recruitment per month. It is worth mentioning that the duration of the advertisement period matters as well, both for the applicant and for the recruiter. It often takes (and should take!) some time to prepare a thought-through application, so the longer the position is promoted, the better. This ensures that potential job seekers have a fair chance to see the announcement online, arrange their CV and cover letter and apply before the deadline expires. At INOMICS our goal is transparency of information in the academic field. By providing constantly updated information about the newest jobs available, we help boost the careers of many talented and qualified students and academics around the world, starting with a student looking for a PhD position and onwards towards a career academic looking for that tenure track professorship at a top university. If you have questions about applying for academic positions or about recruiting for them, please let us know and we will do our very best to help you.
Applying for an academic job, like in most other professions, requires a long and sometimes exhausting process of applications and interviews. And like in every other profession, every applicant wants to be as efficient as possible and quickly succeed in getting his or her dream job with as little effort and fuss as possible.
How to target your announcements: Case-Study from Belgium
Firstly, preparing a clear and attractive job description is already half of the recipe to success. Candidates need to know what the position entails, and what you expect of them in terms of work-tasks and qualifications. A common oversight is providing clear instructions to apply – it is crucial that you supply either a link for an online application or an (email) address for candidates to send a CV and documents. The second ingredient is to communicate this description via an effective channel to the right audience. Make sure the channel you select offers you people with the right level of education, and in the right field. The final and perhaps most important challenge is how to strike the balance between advertising the job as broadly as possible while keeping it targeted according to your criteria, for example by applicants’ country. One option is to write an extensive qualifications list in your job advert, which is especially tempting when there is no limit on characters in one announcement. A more effective, and easier, method currently offered by INOMICS is Geo-Targeting. This option allows you to specify countries where you would like your advert to be shown most. As an example of how this can work in your favour, we took similar recent Job Announcements from Belgium, split into two categories: 1) Targeted to a set of European countries (Austria, France, Germany, Italy, the Netherlands, Spain and the United Kingdom). 2) Regular announcements without Geo-Targeting (usually mostly viewed by applicants of the same region, language and discipline). The graphs below show how a higher percentage of potential applicants from the target countries were attracted by the Geo-Targeted ads (Figure 1) compared to regular ads without Geo-Targeting (Figure 2). The Geo-Targeting option is automatically included in all Premium announcements on INOMICS (up to 10 countries), but it is also possible to add it to any announcement of your choice for €75 per country. For bookings made between 10th June and 15th August 2015, we are offering a free Promotion Boost, which means you can try Geo-Targeting (up to four countries) with your Standard and Featured Ads too. You can also pre-book for campaigns later in 2015 and 2016, to benefit from this boost for future job openings (or programs, courses, scholarships or conferences offered by your institution) as well. If you want to know more about ways to target your ads smartly, don’t hesitate to contact us. Your INOMICS Team will be happy to help!
Finding the best candidate for any open position at a university, research institution or bank is rarely as easy as ABC. In this case study, we look at ways to prepare your recruitment campaign to get the most suitable applicants with the least effort.
Scholarship Options Boost Student Interest in Your Master’s Programs
Nowadays, the demand for graduate education is clear, but only a small percentage of interested students are able to access a graduate program due to financial barriers. After researching the problem, we discovered that more than 90% of potential Master’s students feel ready to begin a degree, yet 40% of them face such financial difficulties that they abort their studies and focus on searching for a job. How can university marketers cope with students’ limited resources ? The answer is funding options. Currently we find thousand of programs advertised by universities that do not mention any type of financial help. Since students actively look for such opportunities, programs with explicit funding options are more attractive than programs without any advertised financial aid. Financial help comes in the form of scholarships, grants, prizes, donations and student jobs. From fully covered programs to student assistantships, including information about possible funding options is highly appreciated by students. The graph above shows that scholarships and external funding options are most popular in terms of how students anticipate financing their studies. Not all students can count on family help or their own savings to pay for tuition and living costs. For this reason, offering clear information about scholarships in addition to loans, stipends and working options available at your university is highly valuable for students as they plan the next step in their career path. We invite you to check tips on how to increase the number of applicants to your programs and how reviews can increase the engagement levels of students for your institution. Are you interested in learning more about student trends and preferences? You can contact us at info@inomics.com
It often happens that potential students show interest in a specific program by visiting the webpage, pre-subscribing for the next semester, or sending enquiries via email, however the number of completed applications is much lower than the number of people interested. We decided to research this issue and discovered the factors potential Master’s students take into account when choosing a university and type of degree. What we found is that the possibility of receiving funding motivates potential applicants and develops added value for students.
How to Increase the Number of Applicants to Master’s Programs
1) Emphasize your career development opportunities. The key goal of university students is to finish their degrees and begin their professional lives in a good position; ready to find a top company and do something that makes them happy. Career orientation and professional networking represent important offers that make the difference between programs. Showing your commitment to the development of students after graduation is highly valued by applicants. 2) Make use of social media channels to connect with students. Nowadays, applicants are connected through different social media channels. Facebook, Twitter, LinkedIn, Xing – all of these social channels need to have updated content that attracts younger generations. Keeping people updated with departmental news is a great way to connect with students. 3) Use technology to inform students. These days, universities cannot expect that prospective students land on their university pages by chance. It is also important to include clear information about programs in key platforms where students can search for study opportunities. Moreover, the inclusion of pictures, videos, and virtual tours of the campus helps to catch the attention of students. 4) Develop a mobile app for your university. Young generations consume internet via mobile devices. Offering up-to-date information about university transportation, events, library services, and even the lunch specials at the cafeteria could completely transform the way your current and prospective students see your university. 5) Keep alumni engaged with your university. From good career offices to digital content, alumni carry valuable information about your university and your programs that could build both reviews and recommendations. 6) Use smart email marketing. Students are bombarded with advertisements about schools and universities, but general content will never catch their attention. Invest time and money in targeted emails so your prospective students get information on exactly what they want. In the end, such strategic marketing will significantly improve the quality of your leads. 7) Pay attention to university website metrics. As emphasized above, prospective students belong to a young generation connected online. Helping students find your website should be part of your marketing goals. Building partnerships with popular websites that engage your target audience is a great idea. Online partnerships reward you with more popularity in the web and with more traffic to your page. 8) Don’t forget about parents. Parents generally have high influence on students when they are making decisions about their future career. Proper information about your programs and university are a must to gain the trust and influence of parents, which will be to the benefit of your program in the end. This list is comprised of general ideas for boosting applications and engagement among your students. Each university is a particular case that requires creativity and, most importantly, it requires you to get to know your students, their needs and the best ways to deliver your message to them. At INOMICS we are happy to help you find the right strategy to promote your university and program. Please contact us for more information. Photo Credit: Audio-Luci-Store
Fall is just beginning, which means it is time to start planning marketing strategies for boosting the number of university applications. In our previous articles we talked about how quality information increases students interest in universities, and the potential reviews hold for heightening applicants’ interest and engagement levels. It is time to work creatively to find the best approach to student recruitment, which is why we are presenting you with some tips for success.
Online Reviews of Universities: Competition for Official Rankings?
The whole “reviewing culture” started with gadgets and books, and then rapidly spread to the hospitality industry, branching out into independent evaluation platforms like Yelp and Trip Advisor. Today, users can review just about everything, and you will be surprised to find out unexpected combinations of online reviews in Google Search. In fact, be it a new camera, a medical doctor or a local business – “Googling” online reviews before opting for a product or a service has become habitual, if not normative. Even in academia, the times when reviews could only be used in relation to research papers are long gone, and what were previously just consumer habits are quickly invading the world of careers and education. An infamous online service for Professors Rating, where students and co-workers can review professors anonymously, was probably the first step towards crowdsourcing of teaching evaluations. This trend should not come as a surprise – when it comes to making the most vital life decisions, it is natural to draw on all possible information, especially when knowledge is more easily accessible than ever for everyone with an internet connection. Choosing a university is no exception – a quick search in Google illustrates search patterns and top search combinations. For many students worldwide a postgraduate degree is linked to a considerable investment, both in terms of time and money, so it is natural to devote considerable time to an evaluation of all possible options. Moreover, the majority of prospective Master’s, PhD or MBA students belong to the so-called Generation Y, meaning they are more likely to turn to their iPhones before even talking to peers about their choices. And if you think that it is all just about the number of stars and positive vs. negative comments, the influence of online reviews is much more complex than that. A study from Stern Business School proved that it was not the number of stars that positively affected consumer choice, but rather the volume of reviews of a particular product. A big number of reviews caused what can be called a “word-of-mouth” effect in real world: the higher the awareness generated by online buzz, the more sales went up. Besides the obvious influence that reviews have on users’ decisions, as the volume of online reviews has reached such critical mass, it is increasingly becoming a source of research, with some interesting findings publicly accessible. The insights drawn from this research, if used in the context of behavioral science, can give universities (or other institutions) a good idea about people’s psychological processes and detect certain patterns that lead to positive or negative reviews, as well as consequential buyer behavior (which can differ tremendously depending on a product). Looking from a different angle, it can also provide valuable feedback, if interpreted correctly – since what people write might not directly correspond to their full range of feelings and experiences. Time and research will show us whether online reviews of universities and study programs will become as important for students’ choices as hotel reviews are for travelers right now. We recently launched online reviews of universities and other academic institutions for both students and faculty/staff on INOMICS. If you want to influence other people’s life decisions – just type your institution in the search bar and tell others what you think by sharing your personal experience. Your input will be highly valued by those who are making important career choices. Photo credit: Wikimedia / Obsidian Soul (Public license CC-BY-SA-3.0)
When the first online reviews of consumer products appeared in the internet, they were often received with mistrust and had little affect on how consumer choices were made in reality. Over the past few years, however, the behavior of users and their interaction with product reviews has changed dramatically, and with rocket speed. According to last year’s research, 90% of respondents who read online reviews prior to a product purchase admitted that their decisions were influenced by positive online reviews, while 86% of respondents indicated that their choice was mostly influenced by negative reviews.
Why Hiring an International Candidate Can Benefit Your Workplace
Moreover, with personal and professional networks continuing to expand, people are increasingly willing to make the leap and move abroad for a new job. In fact, according to the 2013 INOMICS Job Market Report, location was consistently ranked as the least important factor for economists taking a new step in their career. Yet, many organizations are still hesitant to look internationally when recruiting new employees. Visa restrictions and language difficulties are generally cited as issues standing in the way of hiring a candidate from outside an organization’s home country. Quite often, however, the enthusiasm, diligence and diverse background of an international employee will more than make up for any initial hassle with visa paperwork or a perceived language barrier. For instance, international candidates likely have diverse experience in how to approach problems, work on projects and handle workplace issues that may arise. Following the old adage that two brains are better than one, multiple ways of approaching a job leads to a dynamic and forward-thinking work environment. Furthermore, hiring internationally can also create a boost for current employees. Diversifying a team and adding fresh skills and ideas can invigorate your entire organization. In terms of language, adding a new language to a workplace can offer other employees a way to connect to a different culture and practice their own language skills. By hiring internationally, you will thereby create a contemporary work environment that benefits all employees. INOMICS users represent this contemporary workforce – diverse, talented and globally connected. A new class of highly educated young people is emerging around the world, and tapping into this market is a key strategy for keeping your organization future oriented, culturally engaged and internationally relevant. INOMICS recognizes the importance of international recruitment and offers you a way to take advantage of this global market. Image Credit: AVA Bitter / Shutterstock (Licensed Image - Copyright)
With more and more students earning degrees abroad, the mobility of highly educated young people continues to be on the rise. As standardization helps ease recognition barriers both in the European Union and around the globe, it is more common than ever for young professionals to earn a degree in one country and then work in another.
Importance of Online Presence in Promoting Programs and Courses
Among the broad options for increasing awareness of the university in the student community, rankings presence, social media activities, fairs attendance and traditional online and offline advertisement seem to be good solutions to focus on. The presence of universities and departments in rankings is perhaps the most known option for attracting students, since students take them into account when making informed choices regarding the best institutions and quality education. However, nowadays, the technology and behaviour of the target group indicate a heightened importance of online advertisement on the impact of institutions. There are a number of ranking types measuring quality of education, number of researchers and publications, ratio professors/students, number of accreditations. But what we sometimes ignore is the existence of quite structured rankings measuring the web presence and online impact of universities. This impact, in addition to the technological behaviour of young people, opens a new sphere of focus in the advertisement of programs, courses and scholarships in a more efficient and less expensive way: online. To illustrate more about the importance of the online presence of institutions, widely used rankings like webometrics and 4icu list universities around the world according to their official presence in Facebook, recognized websites and communities, web visibility and activity. The impact, presence, openness and excellence of the published information of the institution become essential for positioning the university in the first places. Last week we published valuable information on securing a top spot in the world wide web, focusing on university websites. The recommendation now is to focus on the development of high quality content in third parties pages. All those links count for institutional prestige and presence in the virtual world. Moreover, to build institutional profiles in well recognized platforms will help increase the amount of visitors to the university page, resulting in an increase in the number of people aware of the educational opportunities it offers. The use of social media also improves the online presence, both through the development of an institutional page, and even more so by connecting with pages whose fans are related to your target student group. By sharing news or information in your own or third party blogs is also a great way to get people to know about your institution and current programs. Finally, to exchange links with potential partners would bring benefits to both organizations by increasing the level of visitors and trust in your website. Students are eager to know about your institutions, programs, courses, summer schools, and professional training. The task now is to let them know about the great opportunities they have within the reach of a click. Image credit: HBRH / Shutterstock (Licensed Image - Copyright)
One of the biggest concerns of marketing departments at universities and graduate schools is the right promotion of the educational opportunities the institution offers. From online to offline channels, universities look for the best option to bring better conversion rates and high quality prospective students.
Using Market Design To Fill Your Masters/PhD Programs
A prime example of another situation where this type of economics could be put into action is the university application process, seen by many as cumbersome and inefficient. Roth and others ascertain that by applying the principles of market design to the application process it will streamline the acceptance process, ensuring that the highest percentage of applicants receive a spot at a university. A common issue within the current application model comes after the first round of acceptance letters have been sent and received. Students receiving multiple acceptances have a choice of programs and take their favourite, leaving other institutions with open positions and no students to fill them. On the other side, there are also a number of students who did not receive seats in their top selections and are scrambling to get in somewhere for the approaching academic year. Unfortunately, like many things in higher education, this process will take a while and, in the meantime, many are going to continue to struggle filling their last minute empty courses. INOMICS is committed to helping institutions fill these seats; we can help you find students still looking for a place after the first round of admissions with flexible, targeted Masters and PhD program announcements. Whether you announced your first call with us or not, we can set up a system to remind potential applicants of approaching or extended deadlines. If you want to advertise your PhD position for both categories, then consider other options, like a banner or text-ad on INOMICS. Let us know if you are interested in more solutions at info@inomics.com, and we will work out something that meets your needs.
As many of your know, the Nobel Prize for Economics 2013 went to a pair of economists for their work in the field of “Market Design” – the study of creating an optimal marketplace to reduce market failures. Al Roth, one of the recipients, is best known for his work in orchestrating kidney transplant matches using such economic principles. While kidneys are his specialty, he has also researched other processes that could be better organized using similar principles.
When to Start Looking for Young Professionals
In large private companies and organizations, including those recruiting at ASSA, the recruitment of fresh graduates and young professionals tends to be more centralized, with application processes starting in the autumn or early spring. However, not all organizations, and certainly not all countries, are participants in the centralized economics job market. As a result, it becomes tough to withstand this kind of competition for organizations with smaller resource capacities and less international exposure. At INOMICS we have been keeping track of these trends for a number of years through our growing user base and we have noticed that July and August are actually the best months to start looking for candidates for entry-level positions, especially if you are targeting candidates internationally. Even though it is perceived that all the top candidates are already taken a year before graduation, the later job market does not necessarily mean the recruitment of lower quality candidates. Many academically strong students prefer to concentrate on their final thesis work and exams, putting a job search off and delaying their job market entry. As many companies will only start their hiring season in the autumn, the summer months become the best time to approach candidates either getting an early start on their job search or those a little late to the game.
Job market seasons vary by country and industry, but summer and Christmas time generally stand out as quiet seasons. Often, it causes frustration for fresh graduates, who are exiting universities at both of those times. If some will be lucky enough to have an offer in their hands before the graduation party, more will still be uncertain about their start moving into professional life.
Students who are interested in studying abroad in particular turn to search engines and course-listing platforms in their search, and often make their decisions based on the information presented online. Using our own and published data about online behavior, it is possible to identify the key trends in how people search for study programs. Understanding these trends is vital for universities to stay competitive in the global educational market. Timing We promote postgraduate programs all year round, as academic calendars and application deadlines vary by country and study program. However, regardless of regional differences, the interest in Masters programs, in particular, tends to peak in March, although is high from October through to May. Make sure your announcement is published by the start of each calendar year so you do not miss this rush. Course Aggregation Platforms According to Google, most students search for listings of masters courses, rather than directly for specific courses or subject areas. As such, the presence of masters courses on platforms like INOMICS is an important way for students to find them. Additionally our active blog and advice articles, not to mention our resources for economics students means that more students find INOMICS every day. Check out our Multi-Channel Boost to target students across content, email and social media. First-hand Student Experience After identifying a country and programs of interest, students look for first-hand experiences before taking a more informed decision. As it is not always possible to contact alumni personally, they will search for available experiences online. Testimonials and videos with real students featured in them are without a doubt a powerful means of filling this information gap. Quality of Information Comprehensive and well-presented information online can become a key factor for prospective students in their decision to opt for a study program. This includes coverage of all relevant information like modules, entry requirements, student profiles, application details, fees and financial arrangements, internships, future career opportunities and support for international students. Language Information Many universities in non English-Speaking countries struggle to provide the necessary information for international students in English. Even if knowledge of the local language is vital for studies, pages in English are important for a university and its programs to be found online. Find Economics Students For Your Program
Less than a couple of decade ago student relied on word of mouth and the information available in their universities when choosing a Master's Program. Today, internet-based searching is the foremost source of advice when it comes to exploring opportunities for postgraduate education.
The e-guide "RECRUITMENT DURING COVID-19" includes: ➲ The new scenario of job recruiting during the Covid-19 outbreak ➲ How to continue with job recruitment plans during the pandemic ➲ Risks and challenges for student recruitment during the 2020 pandemic ➲ Tips for recruiting students during Covid-19 times ➲ Event management and organization during the coronavirus outbreak INOMICS uses the information you provide below to subscribe to our monthly customer newsletter. The newsletter includes relevant content, products and services that will help you boost your recruitment. You can unsubscribe from any communication from INOMICS at any time. Our newsletter information is managed and powered by Mailchimp. By subscribing and downloading the e-Guide you agree to our privacy policy. If you are already subscribed to our newsletter, check our latest issue in your inbox! The download link is there! Subscribe & Download e-Guide! * indicates required Your Work Email * Your Job Title * Institution Name *
Pandemics the scale of Covid-19 inevitably shake the world. Many institutions are now working hard to adapt their activities to the current restrictions, among them, the mechanics for future recruitment. We have compiled here, some key points to refine your recruitment strategy and offer tips on how to (at least mostly) fulfill recruitment quotas in 2020 and 2021. Download now your guide to receiving exclusive advice in the areas of job recruitment, student recruitment, and conference promotion.
How to Offer a Positive Candidate Experience
Studies suggest that millennials (a cohort that makes up a significant chunk of today's workforce) feel that if their employer has a high-trust culture, they’re 22 times more likely to stay there long term. Moreover, 46% of candidates would end a business relationship as a result of a poor candidate experience. By offering a seamless, personalized and positive candidate experience, you will foster trust, forge meaningful connections and increase your chances of hiring the best possible talent for your institution or organization, significantly. To help steer your recruitment success, here we look at the most effective ways you can offer a positive candidate experience. Be honest and transparent Today’s job seekers value honesty, clarity and transparency above all else. To ensure the best possible candidate experience from the outset, you should use clear, accessible language, outlining the entire process as well as all of your aims, goals and expectations. Doing so will not only help you candidates prepare themselves for their recruitment journey but you will also help them to understand your values, beliefs and mission as a recruiter - positioning yourself as an honest, transparency and trustworthy employer. Connect with your candidate During every stage of the recruitment journey, personally branch out to your candidates with information on the next steps, tailored to the role they’re applying in a way that resonates with their personality. Moreover, you should always offer communicative touchpoints & valuable content (online chat, FAQs, email & telephone contact details) tutorial articles, video content to inspire confidence while ensuring the process is smooth and fluent from start to finish. Drive tailored processes Depending on the role you’re recruiting for, you should develop a slightly different candidate journey that will help your applicants answer relevant questions while demonstrating their skills, value and outlooks in a more practical sense. For instance, if you’re looking for niche web developers for your institution’s new mobile applications, you should set a coding and development task in addition to holding a more traditional Q&A-based interview. By tailoring your processes, you’ll offer candidates the opportunity to showcase their value through an engaging approach that will offer value to you and your applicants. Do you want to make sure your candidate journey is as smooth and successful as possible? We offer a consulting service to help you with your efforts. Contact us here Focus on your employer branding In the digital world, recruitment and marketing go hand in hand. Much like conventional branding, employer branding drills down into the benefits of working for your organization while communicating for USPs, values, mission, development opportunities and general perks to potential candidates by levering modern digital marketing principles. By taking this approach to all of your candidate journey-based content and communications, you’ll create an experience that really resonates with your applicants - the key ingredient to recruiter success. To help you with your efforts, here’s our employer branding guide for your reading pleasure. By following these key tips, being personable and remaining consistent, you’ll make your candidate journey as smooth and successful as possible, helping you to entice the best talent for your organization today, tomorrow and years to come. Do you have any candidate journey tips of your own? Share them with us by leaving a comment. Join the community of successful recruiters! Leave your email below to get news in the education and recruitment industry, as well as offers from 11 Academia Networks Subscribe now
In today's world, candidates look for the potential to learn, develop and grow. They also seek shared values from the brands or businesses they willing to dedicate their time and skills to - which is why providing the best possible candidate experience process is essential
Millennials: How to Market Universities to a Digital Generation
As explained in a report by the Council of Economic Advisers of the Executive office of the President of the United States, millennials have been shaped by technology and have come of age in a world in which the frontiers of technology have appeared unlimited. Millennials consume information digitally, so in a world of massive online content, to be engaging and relevant becomes an absolute must when approaching this generation of prospective students. How do millennials convert? In the conversion funnel of student recruitment, the main areas to use creativity and a multichannel approach are the first stage of awareness and the second stage of informing and research. At this point, the goal is to inform as many relevant prospective students as possible about your institution and program, and awaken in them the interest to continue researching and to inform themselves about opportunities at your institution. While it is true that conversion rates often vary according to the marketing channel and the type of institution, the key factor in the success of your campaigns lies in the effort and assertiveness in choosing the right communication channels. You need to deliver the right message to the right students and remind them about your institution and/or program at the right time on the right channel. So how can you approach this young generation of students effectively? Improving your website Master’s students and bachelor’s graduates highlight university websites as the most important source of information. Once they have a clear idea what to study, and more importantly where to study, it is very easy to use engines to find a program in a specific discipline in a specific university. But not all candidates are so “active”. As a university marketer, you will also find young people who are browsing around looking for help to take the right decision. It is at this stage that friends, professors and social media are considered a good source of information. If a student is not sure about what to study, the most natural reaction is to ask directly for help, for example to their professors or friends with previous experience. Even more typical for Millennials is to pick up a tablet/laptop/smartphone, enter their favourite social network (Facebook, Twitter, Snapchat, Instagram, Pinterest) and browse around for any piece of information that could help them, sometimes even to post an open question in hope of getting a useful answer. Getting digital When you start to think like your target group, it becomes clear that traditional print material, university websites and study fairs are not enough to reach people consistently. To use aggregator websites and social media, to establish collaboration with popular brands and to base your campaigns on authentic content will bring you more traceable results, lower costs and more engagement. Currently, institutional efforts of universities focus mainly on persistent work to leverage their reputation through rankings, partnerships, student fairs or international offices. There is no doubt that those resources are very well assigned and invested. However, the recommendation here is to think additionally about digital content and to unlock the potential of online marketing techniques, social media, aggregators and ambassadors for universities and programs. For instance, to encourage reviews that provide high quality academic opinions about the level of education and opportunities offered by a particular institution can be a great tool for marketers and admissions, even more if these activities are not only shown on your own university page but also on partners’ websites. Millennials will search for information about your institution on the web, so why not to encourage your own staff and students to share their great experiences and help to grow your student and research community? Even more, why not create unique content and stories about your institution to highlight the golden years at your campus and research facilities? But it's a good thing to go digital. It means the range of marketing channels available to you are almost endless. Currently, most millennials are using Facebook, Twitter, Snapchat and Instagram, along with a whole host of other, smaller social media sites. You're spoiled for choice for ways to get your message and your university's brand out to the younger generations. Then there's also blogging - a generation of millennials using Medium to catch up with their favourite people's activities and insights into the world. Having a blog that delivers excellent continue on a range of themes, especially on more complicated topics like admissions processes, can be invaluable. And for the really tech-savvy? A university app. Leeds Beckett University provides freshers with a 100 Days To Go Freshers Countdown app that offers advice and reassuring messages for new students to the university. This app is specific to the university itself, of course - whatever you make, write or market has to relate to your own university's particular story, brand, and feel. And to that end... Telling your story But it's not just about making sure you're ahead of the curve digitally. Millennials aren't just interested in statistics and reputation - they want to feel something. This means it's important to tell the story of your university, and what sets it aside from other institutions. This could be something like showing that your university has a strong community feel, from students to faculty. It could be presenting the fact that it has famous alumni - Cardiff University, for example, has several Nobel Laureates, including Sir Martin Evans for medicine. It could even just be showing the beautiful landscapes of where your university is presented, or (assuming your institution isn't in the UK!) the beautiful weather. Some universities have started doing this, by, for instance, documenting the lives of their students throughout the school year and marketing it as an example of the university's community. This gives prospective students a taste of what it could be like studying at the university, and, rather than focusing on stats and academic rankings, shows the emotional side of university life. Be responsible, be authentic Millennials are a socially responsible generation. They care about sustainability, the environment, social justice - all things that can make you stand out if you market them properly. Studies suggest millennials are willing to pay more for things that are made sustainably, especially clothes. Highlighting the fact that your university is green is a good way to create a brand and show millennials that you care. But it's not just about the environment. In a modernity of post-truth politics, authenticity is a key attribute to get young people to trust your brand and see what you're presenting as valuable. Use pictures that represent what your institution really stands for. Be honest with your marketing campaign. Be authentic with who you are and the value you're trying to give prospective students. Keeping it human Millennials, and Generation Z who come after them, are more than ever looking for a human touch to what's going on. Some of the biggest marketers out there are social media influencers - a single person (though often with a team behind them) who can authentically market to a generation addicted to their devices. For example, scholarship companies are starting to harness the power of influencers. They give a student a scholarship to study at a dream university, and in return the student makes Instagram posts that promote university life and the scholarship programme he or she has been gifted. It's an effective way to promote a company that provides academic opportunities. For a university, it would be a perfect way to promote whatever values you want to get across, be that a community feel, a beautiful campus, or an excellent sports society. There's even some evidence to suggest that companies (and in this case, universities) that admit to their faults fare better during marketing campaigns. For instance, when Domino's Pizza received complaints for the quality of their pizzas, rather than ignore them they made a video that faced the issues head on. Intelligent, human and honest content will always win. How 11 Academia Networks can help On 11 Academia Networks we are ready to help you to enhance the added value of your institution by giving you space to showcase the best experiences of your members. With excellent content about your institution (institutional profiles and reviews), listings (online announcements), influencer marketing and social media boosts, we can help you to get quality enrolments and successful recruiting campaigns. Not all universities have the same recruitment needs and strategy, therefore we are ready to listen to your goals and suggest different channels to reach a targeted pool of prospective students. If you have any questions or if you would like to arrange a free telephone or Skype consultation with us to analyse your recruitment strategy and discover how we can help you, please contact us at info@11academianetworks.com. Join the community of successful recruiters! 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To become an effective marketer of universities, it is necessary to know your target group. In the 21 Century, the so-called “millennials” are often at the centre of the marketing strategies of universities worldwide. Millennials are often insulated from traditional marketing techniques, as this generation of young adults have lived through the social media revolution, use mobile devices on a daily basis, and solve real life problems through online research and social media channels.
Subscriptions are available for your team We want to make it easier for you and your team to recruit the best professors, researchers and students to work, study and attend academic events at your institution. Subscriptions give you access to post unlimited announcements for a specific type of opportunity (jobs, courses, programs etc.) Subscriptions can be shared amongst your colleagues, so we can cover your recruitment needs, hassle-free and with the full support from our account managers. Basic Announcements include a logo We know how important is to promote your brand while recruiting students, academics and professionals. Our ‘basic’ level Announcement that previously only included text now includes the option of displaying the logo of your institution. As a result, your offers will be more visible and prominent in search results. All types of institutions can post their Announcements for free using our new “Listed” Announcements We want to offer all institutions the option of listing their job openings, study programs, courses and events on INOMICS free of charge with our new ‘Listed’ Announcement level. These ‘Listed’ Announcements will feature on the website and will appear amongst search results but will not include a logo or any additional promotion on the INOMICS website. New UI to post Announcements We want to make it easier for you to book your announcements, packs and subscriptions. All Announcement levels are now clearly listed on our publish page. There you can choose between the number of posts, the study or career opportunity you wish to share and the level of promotion you wish to book. Additionally, you will be able to get an overview of your subscriptions and packs directly on the publish page before you proceed with a new booking. News about the recruitment industry, research and higher education will be available to all customers in our news section on 11academianetworks.com As you may have heard, INOMICS has expanded and launched 10 more websites all under the name brand of 11 Academia Networks. We have created a special section on 11academianetworks.com where we host all industry news, tips and tricks to help you get the most of your campaign on INOMICS or any of our new niche websites. This part of the website will be launched in August so stay tuned to discover our News section soon! Announcements shared on the relevant platform When you post an opportunity on INOMICS, the announcement will also be shared on our platform that matches the announcement’s discipline or type. For example, when you post a conference announcement in the field of economics, it will also be visible on Conference Monkey, our new niche website for conferences, adding extra visibility to your announcement among the appropriate audiences. The changes mentioned above do not affect your current campaigns on INOMICS. If you have any questions about your next INOMICS campaign or require more information about subscriptions, please contact your Account Manager or write us at info@inomics.com
This summer we are happy to introduce a faster and improved INOMICS to our users and customers. Over the last few months, we have worked hard to improve our design towards building a faster website and a friendly UI that helps our users and customers make the most of INOMICS. Please find below the latest updates coming to INOMICS this summer:
The value of diversity resides on new ideas, creativity and innovation. To ensure the success of your international team, you should work towards inclusion, where every single member feels valued and integrated in the organization, mission, vision and strategy. When professors, students and administration members feel appreciated, they are more willing to generate ideas and make resources available for innovation and growth. There is no magic bullet or golden rule that will keep your team members happy - everything depends on the culture of your organization or university. But properly assessing the characteristics of your team will help you considerably. Focus groups, interviews and surveys are at your disposal to draw good conclusions in this endeavour. Some other good practices that will lead to success in your diversity team include: Recognise and respect the cultural differences of your team members: In an international team you will often face multiple interpretations of the same issue. While some of your team members understand a situation as normal, others can experience it as stressful. It is always worth getting to know your team members as well as possible in order to avoid miscommunication in the words and body language that you use, or even confusion as a result of workflows that to you might seem standard, but to others may be very foreign. Design processes to make your employees or students feel welcome: A new employee or student from a completely different cultural background needs to feel accepted. Make the first day of the new team member an important event and alert current employees about the new team member. Create mentor groups: Assigning a local mentor to people from different cultural backgrounds will make them feel comfortable and supported. Create a free space to share ideas and take them into account: Problem solving comes in different shapes in different cultures; so let your institution absorb the new ideas and approaches from people from other backgrounds. Use benchmarking: Other institutions have successfully reached a diverse multicultural environment - let them teach you and provide you with new ideas. Provide communication training for your employees and students: Whether communication coaching, language courses or assertiveness, being able to communicate messages properly will help your people blend into your workplace community Build up a strong leadership program inside your institution: Avoid all types of cultural bias about the styles and characteristics of a leader; the challenge is to enable each team member to become an effective leader matching their own cultural mindset. Listen to your people: Make use of surveys and interviews to determine the needs of different employees and students. Only then can you develop a strategic retention plan for your diverse talent. Focus on building trust in your team: The most basic way in which you can ensure trust in your team is by setting up good communication channels (intranet, posters, emails, social media groups, etc.) Make sure that your team members understand each other clearly, regardless of the ways that their background influences their behaviour and non-verbal communication. By organizing team-building activities, you will provide a space outside your institution to socialize and learn from each other. Managing a multicultural team of employees and students may be a signficant challenge but it also promises a big reward in terms of experience and learning. At INOMICS we are happy to support your recruitment activities and to provide you with tips for the effective management of your international talent. Please feel free to write to us at info@inomics.com if you are interested in knowing more about us, our research initiatives in the recruitment industry and the advertising opportunities for your institution. We will be happy to work with you to attract the best candidates for your institution.
Events in 2016 that your University should not miss
Over recent years we have covered topics about how to network in academia, the possibilities for networking at a conference and different tips to make the most of your conference trip. In this post we want to provide you with a list of international networking events that will contribute to the development of your institution. The level and nature of participation of course depends on your recruitment goals and budget. Participation in events represents a significant investment for your institution, so before planning your conference remember to budget your participation, define objectives and align the opportunities that each conference provides to your goals. The following conferences are listed chronologically: APAIE Conference 2016 Dates of the Conference: 29 February – 3 March 2016 Location: Melbourne, Australia APAIE is a non-profit organization whose goal is to reinforce the internationalization of higher education around the world and especially in the Asia-Pacific region. The annual conference is one of the most well-known forums in the Asia-Pacific region that bring together policy-makers and education experts from all over the world. The conference will help participants improve their professional skills and learn about new developments in the area of international education. The theme of the conference is “Asia Pacific – A Global Education and Research Powerhouse” and the aim is to encourage the development of new models for cooperation in research engagement and education mobility. AACRAO 2016 Dates of the Conference: 20 – 23 March 2016 Location: Phoenix, United States The mission of the American Association of Collegiate Registrars and Admission Officers (AACRAO) is to provide standards to be used by higher education officials in terms of best practices in records management, admissions, enrollment management, etc. This meeting gives the opportunity to learn best practices and new techniques first hand from colleagues involved in recruitment and enrollment activities, as well as the opportunity to stay updated with policy matters affecting higher education. NAGAP 2016 Dates of the Conference: 13 April – 16 April 2016 Location: Nashville, United States The mission of the National Association for Graduate Enrollment Management is to engage and advance graduate enrollment management professionals by promoting excellence and collaboration through education, research and professional development. The 2016 conference theme is “Embracing collaboration in the student lifecycle: instrumental to success”. The educational sessions will provide new approaches and creative strategies related to admissions, policies and processes, career and staff development, marketing and recruitment, scholarships and financial aid and student services. NAFSA 2016 Dates of the Conference: 29 May– 3 June 2016 Location: Denver, United States The NAFSA Association of International Educators is the world’s largest nonprofit association dedicated to international education and exchange. The association is committed to the growth of international education and works to increase the professional effectiveness at all career stages by giving access to some of the best resources and unrivaled opportunities for partnership and networking. The NAFSA 2016 theme is “Building Capacity for Global Learning” and participants can look forward to training, workshops and a wealth of opportunities to connect with international education professionals. EduWeb Digital Summit Dates of the Conference: 1 – 4 August 2016 Location: Denver, United States EduWeb works to deliver knowledge and experience to improve the digital marketing presence of institutions and universities. The EduWeb Digital Summit is focused on bringing higher education professionals together to showcase examples and best practices that can be easily applicable to their institutions. The topics of this year’s conference are focused on social media and digital strategy. CASE Europe Annual Conference Dates of the Conference: 30 August – 2 September 2016 Location: Brussels, Belgium The Council for Advancement and Support of Education serves educational institutions and professionals who work on behalf of alumni relations, communications, development, marketing and allied areas. CASE helps members to build stronger relationships with alumni and donors, raise funds for campus projects, marketing of universities and recruitment materials. The 2016 CASE Meeting focuses on successful strategies for fund raising, techniques to bring researchers and academics in touch with alumni, rebranding issues for universities, etc. THE EUPRIO CONFERENCE 2016 Dates of the Conference: 1 – 3 September 2016 Location: Antwerp, Belgium The Association “European Universities Public Relations and Information Officers” aims to promote PR ideas, techniques and experiences in higher education and to enhance cooperation between information, public relations and marketing at universities. The 2016 EUPRIO Conference theme is “Living the Brand” and focuses on the strength of a university’s brand as key to success. The conference wants to explore how communications and marketing professionals can develop the university brand and how they can work with academics, students and colleagues to maximize perceptions of their institutions. The ICEF Higher Education Forum 2016 Dates of the Conference: 13 September 2016 Location: Liverpool, United Kingdom ICEF connects educators, education agents, work & travel professionals and education industry service providers to key markets and networks worldwide, supporting the growth and development of international education and global student mobility. ICEF workshops bring together international educators and high quality recruitment agents at a unique networking event devoted to growing international student enrollments. The Higher Education Partnership forum enables participants to connect with partners and get informed about models of collaboration such as dual/double degrees, joint degree programs, articulation agreements, course to course transfers, third party contracts, research collaboration, study abroad, exchange, etc. EAIE 2016 Dates of the Conference: 13 – 16 September 2016 Location: Liverpool, United Kingdom EAIE is a non-profit, member-led organization serving individuals actively involved in the internationalization of their institutions through training, conferences and knowledge acquisition and sharing. EAIE delivers training, shares knowledge and best practices and provides solutions for internationalization challenges and strategic change. The 2016 edition of the EAIE Annual Conference has as its theme “Imagine…” based on John Lennon’s dream of a world at peace. The conference will focus on the dream of higher education that transcends national borders, nurtures global citizens and moves us closer to freedom, quality and peace around the world. HighEdWeb 2016 Dates of the Conference: 16-19 October 2016 Location: Memphis, United States This is the annual conference of the Higher Education Web Professionals Association that brings together programmers, marketers, designers and all the team members in-between who are involved in web issues facing colleges and universities. The conference provides enriching sessions to improve the web performance and presence of universities, as well as opportunities for networking and engaging with peers and the HighEdWeb community. AIEC Conference 2016 Dates of the Conference: 18 – 21 October 2016 Location: Melbourne, Australia The Australian International Education Conference is a major opportunity to reach international education professionals, teaching staff, researchers, policy makers and other stakeholders to learn about trends and to enable networking with the Australian and international education sector. The theme of the 2016 conference is “Connectivity” and it aims to explore the concept of connection, its disruptions and opportunities across three broad contexts: technology, people and partnerships. ASSA / AEA 2017 Dates of the Conference: 6 – 8 January 2017 Location: Chicago, United States For those interested in academic and student recruitment in the area of economics and related disciplines, the American Economics Association and Allied Social Science Associations organize an annual conference offering opportunities related to a career in economics and access to top-notch professionals in the field. The AEA mission focuses on the encouragement of economic research, freedom of economic discussion. If you are a professor in economics or if you are looking for talent in the area of economics for your institution, this event should be high on your list of priorities for the coming year. Between now and January 2017 INOMICS will attend the annual conferences of NAFSA, EAIE and ASSA. So feel free to write to us at info@inomics.com if you are interested in discussing cooperation between your institution and INOMICS or if you want to share your experiences and knowledge about recruitment events with colleagues all over the world. If you are not working in the recruitment, admissions or enrollment fields, please feel free to share this information with your colleagues.
As a human resources or student recruitment officer you are probably well aware of the power that networking offers for your professional life and your organization. Trade shows and conferences provide an ideal space for you to develop the activities of your institution, whether to build beneficial research-focused relationships, to gather ideas for new recruitment strategies, to find new partners for your institution, or actually to recruit students, academics and professionals.
Inside INOMICS - New Feature: Edit your Announcements
To edit your content, simply visit the Announcement page while you are logged in to INOMICS, and click the Edit tab. Alternatively you can find your Announcement listed in your Dashboard, which is accessible from the user menu, and click directly on the Edit link there. And another tip: if you would like to check and edit your Announcement before it goes online, simply change the “Appearance Date” in the posting form to the following day. That way your Announcement will be held offline until the date is reached, and you have time to come back and make changes before it goes live. All updated posts are regularly reviewed by our team, so that we can continue to maintain the high quality that visitors and subscribers to INOMICS are used to. We also request that if you need to make a change to the title of your Announcement, or if you wish to edit the Appearance Date after the initial posting, please contact us at info@inomics.com - our team will be happy to help you. Editing Announcements is a long-requested feature from many customers, and we hope that the extra control you now have over your posts on INOMICS will help save you time and enable you to keep your Announcements updated. To learn more about how to edit your Announcement, please visit the "Step by Step Guide" here
Starting this month, customers posting jobs, courses, conferences, programs or scholarships on INOMICS can now edit and correct their Announcements any time after publication. Whether to correct a typo, update a date, or adjust a link, you can now easily access and update your INOMICS posts.
Inside INOMICS - How do we decide what to show on the INOMICS website?
The first point to understand is which pages on INOMICS jobseekers typically visit. For most, the first port of call is https://inomics.com/top/jobs. This page is often indexed highly in Google, and a large percentage of jobseekers on INOMICS navigate through this page. The general principle is that jobseekers will see the newest Announcements first, with one important exception – Standard, Featured and Premium Announcements benefit from increasing levels of “boost” to appear for longer, and more often, near the top of this page. There are two important factors here. The first is called “stickiness”, which means that the higher-level Announcements are sticky at the top of such pages. While they will eventually drop down as new Announcements come in, they will do so more slowly than lower level, cheaper Announcements. As such, if a new Premium Announcement is booked, then it is guaranteed to be among the top one or two on any relevant page for a couple of days, at least until other Premium or Featured Announcements are booked in the days following! It will then drop gradually down the list, but less rapidly than a Basic Announcement, for example. The second factor in determining the time spent at the top is the frequency of “Reposts”. A Repost is when an Announcement is made to look new, which means the date of appearance is reset to today’s date. This sends it back up near the top of relevant listing pages, as well as sending it around our Email Alerts again. Premium Announcements include two Reposts by default, spread out over the weeks it is online, and Featured Announcements include one Repost. Extra Reposts can be booked for €75, also for Standard and Basic Announcements within the online duration. If you have any questions about where, when and how your Announcements will be displayed on the INOMICS website or in our Email Alert, do not hesitate to contact the INOMICS team at info@inomics.com and we will be happy to discuss options with you in person2. 1 - Please note: all details are correct at time of publication (21st August, 2015). We reserve the right to adjust the mechanics of the INOMICS website without notice, in order to give the best service to both customers and website visitors. 2 – Our office hours are Monday-Friday, 09:00-18:00 (Central European Time), excluding public holidays in Germany, where we are based.
One of the most common questions we receive from customers here at INOMICS is how to make sure their Announcement appears at the top of the page. In our never ending quest to please, this month we bring you some insight into how our listing pages (All Jobs, for example), are structured1.