The 2026 Econ Recruitment Landscape and Challenges for Academic Recruiters
Moreover, the use of AI by applicants to “flood” recruiters with a large number of, in many cases, lower quality AI-generated applications, presents a challenge both for recruiters and for those high-quality candidates who want to stand out from the crowd. Times are turbulent, and national prioritization, budget restraints and global uncertainties contribute to a more cautious approach for recruiters of academics in economics. At the same time, a labour surplus creates challenges for recruiters - as well as candidates. Indeed, in 2026 the market is fractured, with economists and economics graduates being recruited through a range of channels. Traditional recruitment events like the AEA meeting in the US, and job boards like INOMICS continue to be the most important channels for successful economics and finance specific recruitment. But they are increasingly complemented by other approaches: from direct outreach through existing networks, to recruitment via large international platforms, which are tempting recruiters with low prices, modern user interfaces and impressive (sounding) AI tools. However, these alternative channels present their own challenges for recruiters. Candidate Applications in 2026 - Zero Marginal Costs Gone are the days where a strong candidate could shine through with some impressive points on their CV and a well crafted cover letter. Instead candidates need to demonstrate both the skills increasingly demanded by employers (and by extension the wider economy and/or funding bodies), as well as the ability to prepare and send applications that can both pass an AI filter, and impress a human recruiter. Ideally, a recruitment process will identify those candidates who will perform well once employed. Depending on the position, this might mean being able to engage students in a teaching role, contribute to meaningful research, navigate funding applications and win grants, or a combination of all these and more. In reality, or more precisely, in 2026, an excellent candidate might no longer be an excellent applicant. When any applicant can use AI to perfectly mirror a job description, good grades and standard reference letters lose their sorting power. For faculty recruiters, this means traditional metrics are failing. In economics terms: AI has effectively broken traditional signalling mechanisms like a well-crafted CV and cover letter, because the marginal cost of sending a highly-tailored application has dropped to near zero. As such, with recruiters realizing that keyword-optimized AI applications are masking mediocre candidates, they are forced to rely on alternative signalling. This can include more importance for verifiable, institutional data, or devising short challenges that are difficult for an AI to respond to without clever prompting by the user. The Buyer’s Market: A Challenge for Recruiters In the competition to recruit talented economists and data-scientists, faculty recruiters in 2026 are confronted by challenges on either side of the recruitment process. On the one hand, many countries are experiencing economic slowdowns, which trickle down to reduced budgets for universities and research institutes. This often translates to fewer hires, and tighter hiring budgets for those positions still available. Indeed, it has been well noted how the number of posts on economics specific sites (JOE, INOMICS, econjobmarket) has fallen over recent years. While some specific areas like financial economics and health economics seem to be stabilising due to higher demand for those specializations, the overall trend of fewer publicly advertised job openings continues. So when there is a position to fill, you want to get it right. On the other side, recruiters face a challenge in the sheer number of applications. In short, the academic job market has become lopsided, with too many job seekers for too few positions. This might sound like a luxurious problem to have as a recruiter, but couple it with the ability afforded by new AI tools for any (also weaker) candidate to put together a cohesive application, as already detailed earlier, and the reality is that recruiters can be quickly overwhelmed by a mass of applications, and struggle to differentiate between the best candidates and the rest. Especially when you are up against higher-paying and, in terms of recruitment capacity better equipped, private sector employers, this can be tough. Apart from emphasising the benefits (also non-monetary) of your open positions, achieving the right mix of quality and quantity of applications is the major challenge facing academic recruiters today. Options can include more targeted candidate searches, or being more selective of the channels used for recruitment. Some recruiters decide not to advertise a job at all apart from on their own recruitment pages… Possible Solutions Stealth Hiring: keeping your job openings on your own website sounds like an easy fix, however it limits the reach. While appealing only to active job seekers on your website might seem like a good way to restrict applications only to motivated candidates, in reality you are ruling out the majority of really good, strong candidates who will never see your job post. Direct Candidate Searches: Researching possible candidates and reaching out to them directly, in other words, headhunting, is a classic method of recruitment, especially in the business world. However, the costs are high - either a third-party headhunter’s fee, or the time needed for you and your team to research and reach out to possible candidates, can cost thousands. While this may be justified for senior positions, it is unlikely to be a solution for more junior, or even the majority of regular roles. Publicize widely, and use tools to filter applications: Publishing your job on major networks like LinkedIn, or on cross-discipline job boards, typically results in a large number of applications. However, a combination of high visibility and low hurdles to find and apply can also mean that the majority of applications are low quality, or not qualified. A workaround for this is to use recruitment tools such as an applicant tracking system, to pre-filter applications. Increasingly these use AI in an attempt to identify stronger candidates. However, these come with fundamental moral and privacy questions, as well as significant costs. And as recent lawsuits against Workday and Eightfold AI have shown, the “black-box” of AI decisions can risk accusations of bias from candidates who feel they have been unfairly disqualified due to an AI profiling them based on age, gender or ethnicity. While large corporations, with dedicated legal departments, might be able to mitigate this risk, for public universities the risk that a black-box AI-supported application process might discriminate against non-native speakers or specific demographics can quickly become a compliance nightmare. Publicize in pre-targeted / expert channels: A middle way is to seek out channels where the audience is already pre-filtered, for example by subject area, so that the candidates are in line with your candidate profile. This includes subject-specific blogs, domain specific recruiting platforms like INOMICS, or selective social media groups. The advantage is that the vast majority of people who will see your job ads will already be suitable. Typically there is also some form of quality control, either through community management, moderators, or curated listings. The challenge of this approach is finding a channel, or a manageable number of channels, that match your target profile. Broadly speaking you should identify the subject area, level of seniority, and geographical location of expected applicants. Advertising your job on a website or channel that matches these criteria, even if the users aren’t explicitly always looking for a job, can bring excellent results. Strategy Reach / Quality Blend Costs / Disadvantages Primary Risk "Stealth" Hiring (Own Site Only) Very Low / Highly Motivated Misses top-tier passive talent Active Jobseekers Only Severe adverse selection Direct Headhunting Low / Extremely High Massive time drain or high agency fees. Limited reach. Cost. Unsustainable for junior roles Mass/Non-Specific Recruitment Sites (LinkedIn/General) Extreme / Diluted by AI spam Requires expensive ATS/AI filters, as well as listing fees. Active Jobseekers only Algorithmic bias, - compliance risk / lawsuits Domain specific expert sites/Pre-Targeted (JOE, INOMICS, Economics Blogs) Medium / High Pre-filtered Specialist Audience Active & Passive Jobseekers Listing fees Concluding Thoughts: Recruiters in 2026 have their work cut out for them. Under mounting budgetary pressure, faculty and HR teams must increasingly justify every hire on the basis of immediate publication potential, contribution to institutional reputation, and grant funding success. In a market flooded with AI-optimized noise, finding the true signal is more challenging than ever. Ultimately, success in 2026 relies on leveraging quality signalling through deliberate, targeted recruitment channels. By meeting candidates where they spend their time - in dedicated academic and research communities - departments can cut through the automated clutter and secure the specialized talent they need to thrive. If you have not yet tried a recruitment campaign on domain specific, expert sites for your faculty, researcher or graduate positions in economics, finance or data science, this is worth considering in a turbulent recruitment market. Apart from traditional job boards, they also leverage specialist social media communities to help you reach a relevant, pre-qualified audience. These channels can help you reach students and professionals in your field, both active and passive job-seekers, or in other words: whether they are actively job-seeking or not. Header Image Credit: Santima.studio / Shutterstock (Licensed Image, Copyright)
The economics job market is in a period of change. The march of AI in work and research presents myriad opportunities but requires new skills in candidates, which recruiters need to be able to identify. The recognition that some tasks, for example coding/modelling or research, can be supported by, or even in part largely carried out by AI tools, means roles need to be adjusted, reduced, or merged into other positions.
Navigating the 2026 Enrollment Landscape: How Smart Recruiters Are Reaching the Next Generation of Graduate Talent
For recruiters, especially those in specialized fields,this shift presents both a challenge and a significant opportunity. We use examples below from the field of economics, finance and data science to illustrate this. Success in 2026 and beyond will depend on three core capabilities: visibility in AI-driven discovery, clear demonstration of career outcomes, and presence in trusted niche communities where motivated learners are already searching. From “Search Engine” to “Search Everywhere” For years, recruitment strategies focused on optimizing institutional websites for search engines. But the modern discovery journey looks very different. Today’s prospective students increasingly ask full questions inside AI tools, explore programs through YouTube explainers, and discover opportunities through social media platforms, Reddit, or professional forums. Instead of typing a few keywords into Google, they might ask an AI chatbot: “What are the best master's programs in development economics?” “How can I transition from finance into data science?” This shift has given rise to Generative Engine Optimization (GEO)—the practice of structuring information so that AI assistants can easily understand, cite, and recommend it. For universities, this means program pages and recruitment content must clearly communicate specializations, outcomes, and academic credibility in ways that AI tools and prospective students alike can interpret. Institutions that fail to adapt risk becoming invisible during the earliest stages of a student’s research process. ROI Is Now the First Question Students Ask At the same time, prospective students are scrutinizing the value of higher education more closely than ever. Rising tuition costs, economic uncertainty, and global competition mean that applicants increasingly ask a few simple questions before applying, such as: “Will this degree improve my career prospects?” Or “How many years will I need to work after graduating to pay for this degree?” Graduate and professional learners—especially those considering programs in economics, finance, or data science—are particularly focused on measurable outcomes such as: salary growth industry placement rates time to completion skills aligned with emerging sectors For recruiters, this means the narrative has shifted. Institutional prestige alone is no longer enough. Successful messaging now emphasizes career pathways, real-world applications, and the long-term professional earning potential of a degree. In this environment, recruiters increasingly act as career guides, helping prospective students understand how a specific program can bridge the gap between their current skills and their future ambitions. Understand your Target Audience - The Rise of the “New Majority” Learner Another defining feature of the 2026 enrollment landscape is the rise of the “New Majority” student. This group includes: working professionals seeking career advancement international students targeting specialized graduate programs professionals transitioning into fields like data science or quantitative finance Unlike traditional undergraduate applicants, these learners typically approach the search process with clear professional objectives and limited time. They often research programs late at night after work, comparing multiple options before ever contacting a university. With almost one fifth of new students being parents, and over two thirds working, these people are time poor, and often less willing to relocate than “traditional” student applicants. In fact, many adult and graduate learners decide where to apply before speaking with an admissions team at all. This means that institutions must ensure their programs are visible, and the benefits are clear, during the independent research phase, when prospective students are quietly evaluating their options. Why Niche Academic Platforms Are Becoming Essential Because these learners are highly focused, they rarely rely on broad advertising alone. Instead, they gravitate toward specialized knowledge communities where they can explore opportunities relevant to their field. For disciplines like economics, finance, and data science, this is where targeted platforms such as INOMICS play a crucial role. For over two decades, INOMICS has built a global community connecting universities, research institutions, and highly qualified students interested in economics-related disciplines. Rather than competing for attention in general social media feeds, universities can present their programs through an array of web, email, social channels and increase their presence in AI systems, directly to audiences already engaged with topics such as economic policy, quantitative analysis, and financial research. This approach offers several advantages for modern recruitment teams. First, it aligns with “search everywhere” behavior. Specialized platforms act as a gateway for recruiters to distribute their offer through multiple discipline-focused channels. As prospective students explore professional communities and discipline-specific resources, a presence on specialized platforms increases the likelihood that a program will appear during their research process. Second, these environments attract high-intent learners. Visitors to platforms like INOMICS are not casually scrolling; they are actively exploring graduate programs, courses, research opportunities, and career pathways in economics-related fields. Finally, specialized hubs reinforce academic credibility. When programs appear alongside research insights, expert commentary, and industry opportunities, they are positioned within a trusted ecosystem of expertise rather than as standalone advertisements. For institutions recruiting in quantitative and policy-oriented disciplines, this context can significantly strengthen their value proposition. Using Technology Without Losing the Human Touch While digital discovery and AI tools are reshaping recruitment, one factor remains constant: students ultimately choose institutions where they feel a sense of connection and trust. AI can efficiently handle tasks such as answering FAQs or sorting inquiries, but it cannot replicate the empathy and guidance provided by a knowledgeable admissions professional. After positioning their programs to ensure discovery, recruiters should offer webinars, open days or online consultation sessions. This can attract prospective students to engage with them and find out more about their programs. In fact, as AI-generated content becomes more common, prospective students increasingly value authentic interactions with real people who can explain program details, discuss career trajectories, and share honest insights into the academic experience. The most effective recruiters therefore use technology strategically—automating administrative tasks while dedicating more time to high-value conversations with prospective students. Turning Recruitment Challenges into Strategic Advantage The student recruitment landscape of 2026 is undeniably complex. Yet institutions that adapt quickly can turn these changes into meaningful opportunities. Success increasingly depends on four interconnected strategies: Visibility in AI-driven discovery environments Transparent communication of career outcomes Presence within specialized academic communities on the web and in social media Clear ways for prospective students to benefit from human guidance from the admissions team or current students Platforms like INOMICS help bridge these priorities by connecting universities with highly motivated students already exploring advanced education in economics, finance, and data science. For recruiters navigating today’s evolving landscape, the key is not simply reaching more students—it is reaching the right students where they are already searching. Sources: https://www.deloitte.com/us/en/insights/industry/articles-on-higher-education/2026-higher-education-trends.html https://tytonpartners.com/higher-education-trends-in-2026/ https://www.encoura.org/action-plan/digital-marketing-trends-for-higher-education-full/ https://www.oho.com/blog/8-digital-marketing-trends-shaping-higher-ed-2026 https://www.engineerica.com/academic-centers/post/higher-education-marketing-strategies/ https://eab.com/resources/blog/adult-education-blog/headwinds-shaping-graduate-adult-enrollment-2026/ https://ambioedu.com/the-2026-student-mindset-whats-changed-and-why-it-matters/ https://www.insidetrack.org/blog/10-higher-education-trends-to-watch-in-2026 https://www.qs.com/insights/global-student-flows-united-states https://upcea.edu/upcea-releases-2026-predictions-for-higher-education/ https://egem.charlotte.edu/wp-content/uploads/2021/07/Effective-Strategies-for-Recruiting-and-Engaging-Adult-Learners.pdf https://elearningindustry.com/advertise/elearning-marketing-resources/blog/higher-education-marketing-trends https://hubbublabs.com/learning/10-trends-in-higher-education-marketing-for-2026/ https://www.caylor-solutions.com/marketing-trends-in-higher-education-2026/ https://monitor.icef.com/2026/03/ai-is-changing-how-universities-recruit-readiness-is-now-the-competitive-edge/ https://www.hanoverresearch.com/reports-and-briefs/higher-education/2026-trends-in-higher-education/ https://www.d2l.com/en-eu/blog/five-higher-education-trends-to-plan-for-in-2026/ https://www.nafsa.org/ie-magazine/2024/9/11/navigating-enrollment-decline-hinges-student-success https://www.nafsa.org/ie-magazine/2024/9/11/combating-enrollment-cliff https://24880982.fs1.hubspotusercontent-eu1.net/hubfs/24880982/Genio%20Assets/New%20Majority%20Learner%20Assets/GENIO%20New%20Majority%20Learner%20Report%202025%20WEB.pdf Image credit: TrueCreatives via Canva [licensed under Canva pro licence]
Higher education recruitment is entering a period of profound transformation. Across Europe and globally, universities are facing shrinking domestic student pools, rising cost concerns, and increasingly skeptical prospective students. At the same time, the digital discovery process has fundamentally changed. Students no longer simply search Google for programs—they ask AI assistants, browse professional communities, and gather insights across multiple platforms before ever contacting an admissions office.
Summer Recruitment and Student Clearing - Last Minute Candidate Matching That Still Makes an Impact
While many students have a job or university course lined up for September, others do not, and are frantically seeking an opening for a master’s program, MBA program, bachelor’s program, or even a PhD opportunity. For many graduates, the race is on to avoid a return back to their parent’s spare room, and they are actively looking for a postgraduate job, traineeship or internship. On the other side of the equation, student recruiters may still be sweating about whether they can fill all the seats for their university programs. And employers face a unique opportunity to recruit fresh graduates. Given the pressure, real or perceived, for graduates to land a job quickly, the summer offers recruiters a pool of highly motivated and qualified, yet unusually flexible candidates who are anxious to find meaningful employment after years of study. How this “scramble” between candidates and recruiters plays out can vary, depending on whether the opportunities in question are undergraduate (bachelor) programs, postgraduate (master’s or PhD) positions. In online platforms like INOMICS, we notice a surge of interest in graduate positions over the summer, as well as extended campaigns from recruiters for those study programs that still have capacity. In some countries there are even structures in place to handle the need to urgently place candidates. An example is the “Clearing” process for school leavers, i.e. prospective undergraduate students, who have not yet secured a place in the UK university system. Clearing - A Case-Study in last-minute recruitment Between July and early October, universities and colleges across the UK (and increasingly across Europe) engage in UCAS (the Universities and Colleges Admissions Service) Clearing - a critical second wave of student decision-making. Typically over 30,000 courses still have places to fill at the start of July each year, and hundreds of thousands of students will be looking for the right fit. But this isn’t just a student-facing phenomenon—it’s a key recruitment window for academic institutions, departments, and program managers. What Is Clearing, and Why Should Recruiters Care? Clearing is how universities and colleges in the UK fill any remaining places on their courses. Students use it when: - They apply after 30 June - They didn't receive or accept any offers - They didn’t meet their offer conditions - They changed their mind and released themselves from a firm place This means: many of the students entering Clearing are high-intent, active decision-makers, still looking for quality academic opportunities, and fast. For Recruiters: A Strategic Recruitment Window and a Time-Sensitive Audience If you’re a recruiter, department head, or admissions manager looking to fill last-minute roles, program spots, or academic opportunities, this is your moment: - Students are scanning job boards, university websites, and academic platforms like INOMICS. - Timing matters: As students receive school or university results, typically in August, there is a spike in traffic. In other European countries, results for school leavers or university graduates are often known already in July. - Visibility is everything: Students need to discover your opportunity, understand its benefits, and act quickly. How INOMICS Can Help Recruiters during Student Clearing, and last-minute Summer Recruitment INOMICS supports universities, research institutions, and graduate programs across Europe and beyond. We help connect motivated students with relevant academic and professional opportunities—especially when time is short and visibility is critical. Here’s how we can help you during the Summer: - Last-minute job or program listings – Get your offer in front of a global, high-intent student audience - Social media promotion – Boost your visibility exactly when students are searching, on the platforms they spend their time on - Reposting, reminders & urgency banners – Use countdowns and time-sensitive framing to speak to the sense of urgency for your audience, and so increase click-throughs - Data insights – Understand which student regions or fields are seeing the highest activity The summer recruitment window may be late in the academic cycle—but for recruiters, it’s a golden opportunity to connect with active, motivated students looking for their next step. Let INOMICS help you make the most of it. Contact our team for advice, or publish your job openings, traineeships, internships or study programs online today.
The academic year has finished, the weather is good, half the department is on holiday, and the next academic year seems an age away. But the summer is a deceptively important period, both for recruiters on the one hand, and candidates on the other.
Recruiting Economists for Your Professional Training Courses
Economics is a large field with many sub-disciplines, and it’s impossible to master the whole lot from just one Master’s degree or even a PhD. A single economist doesn’t have to master the entire field, but taking time to deepen important skills can be very helpful for an economist’s career. So, proactive economists will seek opportunities to further their skills beyond graduation, especially as they encounter situations in the workplace that demand more technical or subject-specific skills. Professional development courses or skills training are one great method for them to do so, and institutions can develop and advertise them with this in mind. Who, what, and where: the basics of skills trainings for economists Professional training courses for economists may be offered by universities or by other organizations, including private companies and even multinational organizations like the IMF. Usually for a modest tuition fee, applicants can take a class that lasts anywhere from a single day to a few weeks. Some of these economics trainings are only offered in person and on-site, but many course providers are increasingly offering online courses so that anyone around the world can join in. These training courses are usually focused around a particular topic, and are designed to give either an introduction to a specific area of economics (for example, macroeconomic forecasting), a useful tool for economists (such as R or Python), or a related field (like data science). Economists looking to develop their skills will often search the Internet to look at online courses offered by their alma mater, another school they know of, or a reputable international organization. Online course platforms like Coursera are also a common place to search, but economists will typically still want to know which university is actually behind the course. And of course, to develop or host such a course, one must have an appropriate expert to help develop and deliver the course. This is one of the main reasons why universities and well-known international organizations tend to be the ones hosting economics trainings – they already have access to experienced economists willing to teach, as well as access to a community of (young) economists who might be interested in taking them. Common topic areas of professional development for economists There are a number of in-demand areas in which economists (particularly fresh Master’s or PhD graduates) seek to further hone their skillset. Below we list major topic areas institutions should consider promoting specifically to economics graduates and professionals: Econometrics and statistics: This is an important area containing many critical skills for economists, and as such these courses tend to be very popular – but that doesn’t necessarily mean they’re the easiest to recruit for, since there’s also lots of competition for these courses. Additional coursework in econometrics or statistics can be massively helpful in a young economist’s career, offering a deeper understanding of the math and methods that power economic analysis. This can include topics on statistics, time series analysis, managing panel data, niche or advanced regression models (like gravity models), etc. Courses on quantitative topics such as these are both difficult to learn and widely applicable across a variety of economics subfields, which lends to their popularity. It’s usually necessary for professional economists to develop their skills in a few useful quantitative methods at some point in their careers. If your institution is attempting to design and launch more professional training courses for economists, consider starting with courses in these areas first. Software tools: R, Stata, Python, SAS, SPSS, Eviews and dozens more: the statistical software tool options for economists are as myriad as they are complex. It’s likely that economists will need to learn at least one of these tools well in order to conduct data analysis. While many institutions offer introductory courses on these tools during economics degrees, professional economists often need a deeper expertise that schools usually cannot provide during the already-demanding economics degree program. So, many economists find themselves lacking advanced proficiency with software tools that they’ll need in the workplace. Courses in this area can help patch up those deficiencies. Data Science topics: Data science is a distinct field from economics or the econometric software that they use. Nevertheless, economists increasingly find many topics in data science interesting and helpful for their research and career. That’s because understanding data science can help economists work more effectively and conscientiously with their large economic datasets. Data science courses can also help prepare economists for the cutting-edge technology and research methods that will impact how economics is researched in the future. For example, economists and data scientists are already using machine learning algorithms to make forecasts, and may increasingly be using large-language models (LLMs) to analyze economic data. Other elements of data science (such as bootstrapping and decision tree models) have already made their way into the field of economics, so it can be helpful for economists to become familiar with these tools. Advanced micro- or macroeconomics: Although every economics degree comes with micro- and macroeconomics coursework, advanced topics within these broad categories may need refreshing after a graduate has taken the first steps into their economics career. Advanced microeconomic or macroeconomic courses help take the fundamentals closer to real-world application, and can even inspire research by reminding graduates how macroeconomists (for example) tackle some problems that microeconomics-focused specialists don’t think about as often. Niche topics within these categories may be helpful for economists in a new role, too; perhaps a labor economist could benefit from reviewing the latest behavioral economics models, for example. And finally, some courses could delve deep into newly emerging research methods, or explain niche economic models that semester courses didn’t have time to introduce. Advertising your course When advertising your training courses, it’s important to emphasize the specific professional development skills that each course aims to provide, and offer a clear look at the course curriculum. These factors are usually the bare minimum for an economist to consider the course. For example, if they want to develop their Stata skills, they’ll look for a course that is all about Stata and contains specific topics they’re struggling with. Therefore, in your communications about the course – via advertisements, emails, or other messaging – be sure to clearly state the course’s topic areas of focus. Any accolades earned by the economics department or professor overseeing the course should be mentioned as well. Similarly, It’s also important to design an informative title for the training course. This involves understanding the reasons why an economist might search for the course. Designing the name of the course to clearly communicate the skills economists will learn is key to driving recruitment and engagement. For example, “Advanced Macroeconomic Analysis” is a fine name for a required course during a degree program. But for a professional training course, it falls flat. That’s because it’s unclear what the course is actually about, other than ‘macroeconomics’. A better title clearly lists the specifics, so that a prospective learner can quickly determine if the course will help them with what they need. For example, titles like “DSGE Models for Macroeconomic Analysis”, “Advanced Stata Tools for Time Series Analysis”, and “Analyzing Business Cycle Theory with Panel Data Tools” are much more eye catching to students looking to develop in those areas, and help a prospective student get excited about the course content before they even click on the link. Announce your course on INOMICS For most economists, the first place to search for professional development training courses is online. Therefore, finding a useful hub for economists where your course can be listed is very helpful. Generic course-catalog sites like Coursera can serve this purpose, for a fee to the institution. Other options include economics-specific sites where you’re likely to find a very high concentration of your target audience, like INOMICS. INOMICS helps put your Professional Training Announcement in front of potential candidates in economics across the web, email and social media, increasing your chances of reaching interested candidates and making your course a success. To really expand the number of candidates seeing your announcement, we have advanced promotion options and tools like Multi-Channel Promotion to try. This gives recruiters a tailor-made blend of content marketing, social media and email advertising to target the listing among our audience of economics professionals and students. Be sure to speak to our Sales Team at info@inomics.com to customize the right package for your institution, or check out our publish page for our latest pricing. INOMICS’ mission is to help institutions raise their profile and reputation and effectively recruit the best candidates in economics. Whether you are promoting a study program, postdoc, professor job, industry position, economics conference, scholarship, professional training course, or institution, our packages can be tailored to your needs to produce the best results. Header Image Credit: Robert Kneschke via Shutterstock (Licensed image - copyright)
This article overviews different types of economics skills training courses and discusses how course organizers and recruiters can make sure their programs get seen and attract the right talent. If you’re looking to better serve the economics alumni from your degree programs, build a pipeline of potential PhD candidates, or just attract more attention to the professional training courses you offer, keep reading for more.
How to Recruit Economics Students Over Christmas
Because many department budgets are cut off at the end of the year, there is also additional pressure to spend all of your allotted funds while maintaining value for money. When you consider that eight in ten people are influenced by web content before making a purchase over the holiday season, it's clear that keeping up your marketing in December is vital. What lessons can we learn from adopting festive marketing approaches in other fields to recruiting economics students - be it for full study programs or online courses or professional training for those about to leap into the job market? To help you in your quest for increased engagement, here we explore the tips, tactics and strategies to help increase your presence over the holidays. Move Your Promotion Forward Don’t hold off advertising your program, course, scholarship, or whatever opportunity you want to promote. If you are not visible online, how do you expect people to find you? With students starting earlier and earlier each year to find their next step, posting during the holidays is vital. Especially as the winter break often gives people enough time and mental energy to research future opportunities. TIP: Sign up for our Customer Newsletter and get sent our exclusive December Offer with significant discounts on a post on INOMICS. Create engaging Christmas content Without a doubt, by creating engaging, inspiring and valuable content aimed at a specific target audience, you stand to increase student engagement exponentially. Through researching current seasonal trends, exploring your data, developing student personas and developing content ideas in a collaborative environment, you’ll create the kind of festive content that will drive students to your university’s website and offerings. Creating informational blog posts, infographics, or whitepapers and humorous, inspirational or nostalgic video content (and sharing it at optimum times during the holiday season) will help spark the interest of potential students and increase your levels of Christmas engagement. Here are some Christmas content ideas for your inspiration: The modern student’s 2023 survival guide. A glimpse behind the scenes of various departments within your university. A year in review: the highlights of your university throughout the year. A festive wish video featuring current content and faculty including a ‘join the family’ call to action. Host an event At this point in the game, it may be too late to host a physical event, but you could create a webinar and schedule it to take place between Christmas and New Year. Think about what your prospective students might be interested in or want to know, conduct extensive research, and develop a theme that you feel will drive engagement. You could incentivize people to join the webinar and ask live questions through social media by offering festive prizes for attendance and referrals and create a supporting blog post to help promote the event. Launch a Competition A swift, simple and effective means of expanding your reach, boosting institutional awareness, and driving masses of engagement, a fully-fledged festive competition is a powerful promotional force. By running a competition, you will grab the attention of your prospective students, build a buzz and encourage virality. But, to gain maximum traction and engagement, you should encourage all potential entrants to answer a question, join a conversation, or share a piece of themed content. In doing so, you’ll be able to expand your reach organically, encouraging people to follow the competition from start to finish and in turn, increasing the likelihood of your competition content being shared amongst wider audiences. Students love an incentive, especially around Christmas - and by offering one in a fun, entertaining and actionable way, you stand an excellent chance of growing your audience. We hope these student engagement tips will help you to connect with a valuable new audience over the holiday season. This article is based on a guest post for INOMICS by Dan Hughes on "How to Increase Student Engagement to Your University Over Christmas", first published in December 2019. The INOMICS Team updated the article in December 2022 to include fresh information such that the current text differs significantly from the original. However, we still want to credit Dan for authoring parts of this article.
While there is a slight slowdown in the immediate period surrounding Christmas and New Year, December is still prime recruitment season and it would be a mistake to wind down your campaigns too early
Each Announcement level includes different levels of promotion that alters how it is listed on the website, included in emails to our subscribers and on our social media channels. Higher Announcement levels also offer more media options (videos, images) as well as improved appearance and layout. Which Announcement level should I book? Basic A Basic Level Announcement is for recruiters, administrators or faculty with limited budgets who just need to get an upcoming job, conference, workshop, or scholarship online. The listing will include your logo, be searchable on our website and feature in one Email Alert (sent to over 70,000 economists) and one automated post on Facebook and Twitter. But the clue is in the name, this is our Basic tier. Your Announcement will include no additional images and it will typically appear below Standard, Featured and Premium Announcements. It will also drop in visibility more quickly than the higher options. We therefore recommend that all customers consider one of the higher levels. Standard We would encourage all job, conference, workshop, or scholarship posters in particular to take the step up and pick the Standard Level Announcement. On top of your logo inclusion, email alert and social media posts, you can also include an image gallery which significantly increases engagement and search-engine visibility. Additionally, your listing will be seen across our website in our Mini (sidebar) Banners and users can enable Deadline Reminders for your opportunity, giving a visibility boost on the website and in the email alert in the final week before your deadline. On average, a Standard Announcement generates three times more views than a Basic Announcement. However, if you are posting a study program or professional training course where branding and media is important in your communication, or if you have a position that is difficult to fill and need a wider reach, then our Featured and Premium Levels help your Announcement reach as many economists and economics students as possible. Featured If you are promoting a study program, be it a Master’s, PhD or Online Course, Featured is the minimum Announcement suggested for you. For all other customers meanwhile, it’s a great way to get seen ahead of your competitors. Featured Announcements allow an image gallery, a header image and video that really makes your Announcement stand out. Your level of promotion on the website is also greatly increased with your Announcement visible on our homepage and in featured boxes around the site. Your Announcement will get a boost in search-results half-way through the campaign, and will also be promoted one more time in our Email Alert to subscribers and once more on Facebook and Twitter. In addition, Featured and Premium levels include Reposts. With a Repost, your Announcement will be refreshed and brought back to the top of search results. On average your Announcement will generate five times more views than just a Basic Announcement. However, if you want our total package, you should look at our Premium option. Premium Premium is our top tier and will receive the most promotion, including with geo-targeting. With Premium, you can choose up to 10 priority countries to increase the visibility of your Announcement. With Geo-Targeting, your Announcement receives better visibility in your selected countries' website search results, home pages and email alerts. Additionally, the Announcement is positioned more aggressively on the INOMICS homepage and in search results. Finally, it is boosted twice more during the campaign, which means that if you want your Announcement to stay at or near the top of search-results on INOMICS, this is the option for you. How long do my Announcements stay online? When you book a Single Announcement or a Pack, Announcements are designed to stay online and promoted until the application deadline (max. 90 days from posting/ online date). If you post a study program, the announcement stays online and is searchable but not promoted after the application deadline. Exceptions apply depending on the campaign booked and can be extended upon request. Extensions prices vary according to the Announcement level you booked. For more information, please contact info@inomics.com. What will my Announcement look like? Images and video massively increase engagement with your Announcement. While all Announcement levels from Basic up include your logo, Standard additionally allows an image gallery, and Featured/Premium Announcements are displayed with a header image behind the logo on the page, and in search results. This really helps your Announcement to stand out and means that your institution’s branding is communicated too. Learn more about how to publish an Announcement on INOMICS. Can I add specific add-ons to increase exposure? If you know a certain type of promotion will work for your Announcement, we can work with you to build a custom campaign with additional visibility. For example you can add banners to appear on the INOMICS website, book additional email alert inclusions or custom emails that we send on your behalf to a section of our audience. We can level up your social media exposure with targeted mentions on Facebook, Twitter or LinkedIn, or a mixture via our Multi-Channel Promotion. Read more on whether a multi-channel marketing approach is right for you. Who can I contact if I need help or have a question? If you have any questions or need assistance posting your announcement, please feel free to contact us at info@inomics.com. We'd be happy to chat with you and assist you in choosing the best online Announcement or campaign setup based on your budget and marketing goals and needs. Publish an Announcement
On inomics.com, we offer 4 different Announcement levels to suit your goals and budget: Basic, Standard, Featured and Premium. What should you expect from each Announcement Level?
Optimise your Recruitment Strategy for Economics PhD Positions
Candidates can find more information in our guide on how to successfully apply to a PhD in Economics. For institutions aiming to find the best international talent for their PhD positions, the most important question is how to reach the right audience, primarily current master’s students. You don’t want to waste all your budget chasing after the wrong candidates. Unlike bachelor or master’s level, the pool of potential PhD candidates is much smaller and they will already know which discipline or disciplines their interests align with. Therefore, it's best to target your recruitment efforts and be as specific as possible. With a strong user base of current students, INOMICS is an excellent platform to publish your PhD position in economics (or a PhD position in another discipline that is open to current economics students). Additionally our active blog and advice articles, not to mention our resources for economics students means that more students find INOMICS every day. To achieve the best results from your Announcement, be sure to consider the following recommendations. Program vs Job Opening One of the main questions faced by people publicizing their PhDs on INOMICS, is whether their advert should be advertised as a program, a scholarship or a job opening. The difference is important as many candidates restrict their search by the type of offer. Programs Students who want to transfer into PhD positions straight from their Master or Diploma degree tend to look first at the program section on INOMICS, being in a “campus mentality”, and aiming to find a structured program. PhD Candidates looking for programs make up the largest audience and generate the most searches. On INOMICS, student recruiters will get the best response by promoting their program through this section. Scholarship Students primarily looking for research funding, so that they can conduct research in pursuit of a PhD at their current university, or at a research institute where they are currently working, often look first at the scholarships section on INOMICS. This section is therefore best suited for PhD funding that is independent of location or institution. Job Opening Students who have either already obtained practical experiences or see their PhD positions as a launch for their academic careers, are more likely to start searching in the jobs section on INOMICS. These candidates are most likely to be interested in paid positions, and consider their PhD to be first and foremost a job with a qualification in parallel. Advertising PhD positions in this way may have the advantage that it attracts the attention of candidates who are not certain whether to continue their studies or apply for a job, and so might decide in favor of a PhD position rather than applying for a job in a different organization. Of course, this option is only possible (and desirable) for those positions with secured funding. If you want to advertise your PhD position for both categories, then please contact our team at info@inomics.com, and we will work out something that meets your needs. Add Keywords to Your Title A generic title like “PhD Program” or “PhD position in the Department of Economics” are too vague. Your title should include key information, like if the PhD position is in a certain subdiscipline (eg. Labor Economics), if there is funding (“Funded” or “Scholarships Available”) and what university is offering the position (eg. London School of Economics). This will make your posting stand out to visitors to INOMICS and more likely to appear in search engine result pages. Use heading to break up information People like to skim web pages. This is true even for information as important as a PhD position they want to apply to. Adding headings between your paragraphs such as “program description”, “funding” and “requirements” makes it easier for candidates to find the information they are looking for. Many candidates want to check they are eligible to apply for a PhD position first before reading the long description. Help people quickly filter out the right opportunities for them by adding headings and making it more likely the right candidates read on. Promote Your Listings Posting your position on your institution’s website and external hubs like INOMICS is only the first step. Remember to share your Announcement on social media via your faculty account and be sure to get your colleagues to post as well. This is a great way to increase the reach of your announcement. INOMICS helps put your Announcement in-front of potential candidates in economics across the web, email and social media, increasing your chances of success. To really increase the number of candidates seeing your announcement, use one of our more advanced promotion options or try our Multi-Channel Promotion. This offers recruiters a blend of content marketing, social media and email advertising to increase the reach of the listing. Be sure to speak to our Sales Team at info@inomics.com to customise the right package for your institution's position, or check out our publish page for our latest pricing. Find Economics PhD Candidates
Every year, October is the peak time for future PhD candidates in economics to start applying for their first-choice positions. For those students who want to stay in their current institutions, the process may be fairly straightforward. However, for candidates seeking opportunities internationally or simply at a different university, the prospect and the process may be somewhat more daunting.
Summer Schools and Courses – Top Searched Terms on Google
The increase in interest is clearly seen around the internet. Google searches for the phrase "Summer School" follow a similar trend to that on INOMICS, with the number of searches in April-June around three times higher than the monthly average in the winter months. The growth trend is almost identical for the search phrase "Economics Summer School". Interestingly, according to Google the countries in which this latter search term is most entered are Italy, India, the UK, the USA and Germany. The visitor stats on the INOMICS website are similar, although Turkey, Belgium, France, Russia, China and the Netherlands also represent important traffic sources for Summer School seekers. In order to reach the maximum possible candidates for your Summer School, we recommend the following top tips when uploading your course to INOMICS: Use a Concise Title – Use "Summer School" plus the main focus of your program for the title. If possible a key subject area can help attract interest, for example "Summer School on Health Economics". Add a logo – This highlights the announcement on INOMICS, and increases the likelihood of prominence on Google results. It also helps to hold the attention of page visitors. Get the timing right – As described above, March, April and May are the most popular times to look and apply for Summer Schools on INOMICS. Announcements should go online from late February, and ideally be placed six to eight weeks before the deadline (the maximum allowed on INOMICS is twelve). If your Announcement is online for two months or more, you may also consider booking a repost shortly before the deadline. Include application details – Add clear instructions how applicants can apply, as well as a concise program description. Presenting your program and the application process as well organized and straightforward can give your Summer School the edge over others. Include keywords – Using relevant popular search terms in the main body of your INOMICS announcement has a doubly positive effect. First, it increases the chance of an INOMICS user finding your Summer School using the website search. Second, it increases the chance that it will show up also in Google results. INOMICS is indexed daily by Google, and Announcements with a good range of keywords often appear very prominently.
How to Optimize Your Summer School Promotion on INOMICS With the festive period over, now is the season to find Summer Schools on INOMICS. Each year we see a marked increase between January and May in the number of visitors navigating on the INOMICS site to the "Summer Schools" sub-category.
Improving Fundamentals of Econometrics with Online Practice Tests
Getting to grips with the fundamentals of econometrics – where the field of economics meets and overlaps with the field of statistics – is often a daunting prospect. The age-old maxim that practice makes perfect is at least as applicable to econometrics as to any other skill. Reaching a useful level of proficiency requires a good deal, and likely several years, of hard graft and persistent learning. Indeed, students need to get their heads around the basics of data analysis and core statistical methods, as well as gain confidence in the use of more advanced panel data and regression models. For those teaching econometrics at university, the challenge often lies, like in many subjects, in helping students grasp the basics of the discipline. This has traditionally been achieved through the classic mixture of textbooks, set journal articles, seminars and lectures. But in a reality consisting of large class sizes and limited contact time between tutors and students, the extent to which a professor of econometrics can effectively monitor and support the progress of each student is often very restricted. And that is before even considering the added challenge presented by the 2020/21 (22,23...) global pandemic and the accompanying social and academic distancing. One professor at Hamburg University and Universität Potsdam, Thomas Siedler, has developed a new online resource to help econometrics lecturers and students alike tackle the challenge of practicing and gauging students’ progress in the fundamentals of econometrics. As an experienced economics lecturer with a focus on microeconometrics, Prof. Siedler initially developed mcEmpirics for students on his own econometrics courses at Hamburg University. After excellent feedback, in early 2020 he opened it up to anyone with access to the internet. As with most good ideas, the principle of mcEmpirics is simple. It offers a quiz-based format for students, with each test compiled from a pool of over 800 questions. These cover core econometrics topics, including questions about the statistics software package STATA, and questions based on key econometrics textbooks, with a focus on applied econometrics. Some of the undergraduate favourites covered include publications by Joshua Angrist & Jörn-Steffen Pischke, Jeffrey M Wooldridge, and James Stock & Mark Watson, names most econometrics teachers are familiar with. Recognition of the value of mcEmpirics for economics students came quickly, with funding being pledged in April 2020 by the Claussen-Simon Stiftung. This is a charitable funding body that supports creative and innovative projects in the areas of digitization, networking, and coaching. The aim of the funding is to help further quick and effective solutions for education, especially for remote learning and digital teaching, given the context of the Covid-19 pandemic. The foundation clearly saw mcEmpirics as a major and valuable contribution to this goal in the field of econometrics. Individual users can access all quizzes for a small fee (€2 to €3, approx. $2.50 - $3.50) per month, specifying which topic, keyword, or book chapter they would like to focus on. The site then generates a multiple-choice quiz. After attempting the quiz, users see explanations and suggestions for further reading so they can dig deeper and revise econometrics topics they struggled with. As it has gained popularity, mcEmpirics has expanded beyond its low-cost individual subscription model for students (although this is still available), offering an additional option for university economics departments. The new campus licences allow department heads or individual lecturers to integrate the practice tests on mcEmpirics into their own courses. It also enables econometrics tutors to develop customized tests based on their own curricula, using both the library of questions included, as well as adding their own. Additionally, the tool enables tutors to set deadlines and collect results centrally, download results and view the progress of individual students as the course proceeds. In this way, mcEmpirics is helping economics departments and professors of econometrics set their students meaningful tasks in the context of the difficult teaching landscape of a worldwide pandemic. Furthermore, the possibility to track progress through regular semi-formal assessments helps tutors gain an overview of how well their students are absorbing the material. Given the challenges for university departments and tutors in every subject, economics included, the prospect of a simple and accessible tool that can effectively support student learning is an appealing one indeed. As a final note, here at INOMICS we have had some fun playing with mcEmpirics over the past few weeks and comparing our results within the team. With a free-trial available (three free quizzes) it is certainly worth taking a few minutes to check it out.
A new initiative from Hamburg University, Universität Potsdam, and the Berlin School of Economics is helping economics students get ahead in the fundamentals of econometrics. The online tool mcEmpirics offers econometrics practice tests for students and is now being rolled out for whole economics departments with new campus-licenses. Especially with the challenges of remote teaching resulting from the ongoing global pandemic, mcEmpirics is gaining notice as a digital solution for economics students and teachers worldwide.
Econometrics, Statistics and Quantitative Methods (JEL C)
Why you should be using a multi-channel marketing approach
Multi-channel marketing campaigns allow institutions to increase conversion rates by interacting with potential candidates (students, professors and researchers) at different stages of their decision process, using the best channel for that stage. For example, a candidate who has already visited your institution website is more likely to respond positively to a direct email campaign, while a young candidate who has not yet heard of your university/centre/company is more responsive to meeting representatives at a recruitment fair. Additionally, the investment in a multi-channel campaign is more controlled and reduces the risk of overspending on one channel. To be effective with a multi-channel campaign, it is necessary to set up goals, have a consistent message across the channels and implement a detailed system of analysis to be able to measure the return on investment from each channel in terms of quality of candidates, lead management and enrolments. Benefits of Multi-Channel Campaigns Better understanding of potential candidates thanks to better feedback: By using different channels, your organization can collect feedback and experience from different types of candidates. Additionally, platforms like social media are more likely to incentivize prospective candidates to communicate directly with your team, ask questions and contribute with ideas that will increase the value of your institution. Higher brand exposure: Looking for a new job or enrolling in a study program is a decision that is not taken overnight; on the contrary, it requires time and deep thinking. By advertising your opportunity directly on job boards or study program aggregators you will be targeting candidates who have taken a decision to make a change in their life or career. However, you are missing out on the opportunity to make an impression on passive candidates, not yet actively looking for your opportunity. Social media, blogs, apps, etc. can give you access to these passive candidates who will turn back to your institution once they feel ready to enrol. As a side effect you may also get an ambassador for your institution who will tell friends and colleagues about your opportunities. You can check here additional 10 tips to build a University brand online. Better budget distribution: A prospective student/employee who uses social media as their main job/program finding tool will not have the same profile as somebody who prefers online listings or email newsletters. Once your organization can identify the most effective channels to attract the most suitable candidates, you can then optimize your campaigns. Challenges of Multi-Channel Campaigns Effectiveness of your message: In a multi-channel campaign you do not only need consistency in your message but also to keep it effective. Regardless of the channel you use, the message should inspire people to take action and apply to your position, study program or conference. Detailed planned campaigns: The responsibilities with a multi-channel campaign do not stop once the message is out in different channels. Upon launching the campaigns, touch points with your prospective candidates need to be coordinated along with the setting-up of mini reminder campaigns per channel. Remember that the decision of enrolling in a new course or applying for a new job requires more than a one-time communication with the candidate. Results attribution: Previously we mentioned the need to have a detailed analysis system to measure the return on investment from each channel. It seems straight-forward to set up goals and a couple of key metrics per channel, however in realilty, to know what really triggers each enrolment can take time or need a personal follow-up. Depending on your budget, you may need to decide on approximate KPIs or to invest real time and effort knowing which channels brought your students, professors and researchers. Recommendation to Start Your Multi-Channel Recruitment Campaign Consolidate your database of leads: In order to manage your leads properly, it is important to have a single database of prospective candidates with the same information filled-in in their profiles. You could also add the source of the leads, in order to manage the conversion rates per source. There are multiple CRM systems available in the recruitment market; you just need to choose the right one according to your budget and expectations. Choose the marketing channels that you would like to use: The best way to choose the right marketing channels for your campaign starts with segmenting your market. By analyzing the profile of the ideal student for your program or ideal candidate for your position, and disclosing all touching points where your target audience interacts and consumes information, will help you to deliver your message effectively. Take into account lifestyles, hobbies, work routine of your target group. In this way you will find channels that offer a higher impact than traditional media. To explore more effective ways to target millennials, feel free to read further on how to market universities to a digital generation. Create consistency of messages and experience across all channels: The consistency of your message is highly important. Remember that regardless of the channel (social media, online catalogues, and email marketing, traditional media) you are competing for space in the mind of your target audience. Identify which are the selling points of your institution/program/job and which are the must-have attributes expected by your candidates. Be careful measuring results of your campaign: We have talked about the importance of measuring results and the challenge that this presents. The trick is to decide in advance the must-have and nice-to-have metrics. Decide which are the mandatory KPIs for decision-making and organize your team to collect them. For those metrics that are not listed in your mandatory KPIs, prepare yourself to step back in case they demand a lot of time and resources from your team Designing and implementing a multi-channel campaign can be a project that demands time and effort from you and your recruitment team. It may also seem to be expensive and it often requires resources that are not easily available at your institution. At INOMICS we have designed a special promotion to help your institution implement a successful multi-channel campaign. Thanks to our experience from last spring with the summer schools, we decided to implement our knowledge in content marketing, social media promotion and online listing to promote masters, PhDs, courses and online learning offers. From past campaigns, our customers attributed around 10% of the campaign results to our multichannel offer. If you are interested in booking a multichannel campaign for your program, you can contact us at info@inomics.com. Check INOMICS Multi-channel Offer
Multi-channel marketing is the practice of interacting with customers by using a combination of direct and indirect communication channels such as websites, online and offline catalogues, email, direct mail, mobile, messaging apps, social media, etc. Multi-channel marketing has been heavily used mostly in the retail industry by enabling customers to buy a product or service by using the communication channel of their preference. However this approach can also be very effective in the recruitment industry.
Event management and organization during the coronavirus outbreak
Virtual options such as GoToMeeting and Zoom are viable solutions which allow conference organizers to host their events safely, in spite of the pandemic. Virtual broadcasting may also allow you to expand the options available to participants. Here’s how: Pre-recorded sessions: Allow each speaker to submit a recording of their presentation along with corresponding written materials. This will enable you to offer your participants access to all materials, or only to those materials which are most relevant to them. This will allow you to structure your pricing in the most effective way, enabling you to offer a more personalized experience and ensuring participants get the best value for their money. If you want to learn more about the risks and challenges for conference organization and recruitment during the 2020 pandemic, download our e-guide resource about recruitment during Covid-19. ➲ Download our e-guide "Recruitment during Covid-19" here Live webinar packages: Live webinars are the best option if you want to give participants a more hands-on and interactive experience. To this end, you can provide a link to all prospective participants asking them to join in at the appropriate time on the scheduled date, allowing them to be part of the active discussion and to ask questions. If you haven’t gotten the message out yet, be sure to take the opportunity to remarket and rebrand your conference or event as an entirely online experience. Social media live events: Going Live on Facebook or Instagram, or using other tools such as YouTube, LinkedIn or Twitter is an excellent way to broadcast your event while growing your social media presence. Social media is a handy tool since users will most likely already have the apps installed or can use it via their browsers; it eliminates the need for any links to be shared or for any type of prior coordination. Users can just click on your social media profile and join in on the conversation. Being honest and clear will get you far and help you establish a good working relationship with your participants. Engage with them every step of the way and make sure they know what’s happening. Communicate concisely and promise only what you can deliver. During the upcoming months, we are releasing a series of articles on recruitment tips and advice during Covid-19. If you are interested in following this series, subscribe to our Newsletter. As a welcome gift you will receive our recruitment e-guide as well as exclusive access to special promotions for our subscribers. If you are interested in promoting events offered by your institution, please contact us at info@inomics.com. We will be happy to boost and support your recruitment strategy during these tough times, help you plan and optimize your strategy for 2021, and support you in reaching your last attendee quotas in 2020 and beyond.
One of the areas of recruitment most adversely affected by COVID-19 is that of conferences and events, which until 2020 had been almost totally based on on-site attendance. With long-term health and safety measures in place affecting and restricting public gatherings, it is now time to rethink budget allocations and put them towards online broadcasting facilities as well as equipping your conference environment with the tools to continue, remotely.
Adding a new recruit to your team during the COVID-19 pandemic
In light of this, we’ve created a to-do list with pointers and tips, to help you welcome and acclimatize your newest team members while the pandemic is still ongoing. Publish and make employees aware of health and safety guidelines Should employees need to go into the office, whether regularly or sporadically, they ought to be familiar with the health and safety guidelines of the office. Hold a virtual meeting to bring new team members up to speed with the policies of your office. Send out periodic emails and post signs on the noticeboards and in thoroughfares in the office with the necessary information on the coronavirus pandemic and how employees can work along with each other and their employer, to reduce the risk of spreading the virus. Information on local testing centers should also be provided; if employees are deemed at risk, they should easily know where they can be tested. Newly recruited team members may be coming from different regions or countries and so preparing a small virtual welcome packet with the regional and/or country rules on COVID-19, will certainly streamline the adjustment process for employees. This will protect team members as well as your institution or company by ensuring the people who make your entity successful, are as healthy, comfortable, happy and productive as can be. Facilitate virtual social events Colleagues connecting with one an another has never been more important. Social distancing rules and remote working have created barriers to normal human interaction and has negatively impacted regular socializing amongst colleagues. The need to find creative ways for team members to bond and feel a sense of togetherness is now more crucial than ever. To this end, we recommend organizing or otherwise facilitating designated hours at the end of the workday for team members to virtually mingle, share a drink or a meal or, to just unwind after a day’s work. A good idea is to designate the last hour of the last workday of the week to a social activity. If you want to learn more about the risks and challenges for job recruitment during the 2020 pandemic, download our e-guide resource about recruitment during Covid-19. ➲ Download our e-guide "Recruitment during Covid-19" here Furthermore, social and cultural differences between a team consisting of members from different backgrounds also need to be bridged. A great way of doing this is through socializing events. Organizing these types of events will not only score you points as an employer but also build team spirit and can increase productivity. Progress tracking facilities Invest in good task management or project tracking tools. These tools allow employees to keep abreast of the periodic tasks ahead of them while enabling them to effectively manage their goals. Task management tools are essential in a remote working setup since the usual in-person updates, reminders and meetings are now no longer feasible or as routine as they used to be. Task management tools allows you as an employer to measure productivity, understand employee performance and prevent micromanagement. This is also a great way for everyone to know what each of their team members is working on since the tasks and to whom they’re assigned is visible by anyone with access to your company’s dashboard. Quick, periodic updates When planning meetings, establish clear times and lengths so everyone knows how long they have to dedicate to them. This will prevent meetings running way over the time needed for their purpose. Have fixed rules which allow for personal updates during daily meetings to be no longer than 60 seconds. This enables persons to streamline their thought process and focus on the essentials when giving their updates. Also, it prevents people from going into too much detail which is often irrelevant for most other team members. Doing this will allow employees to better plan their days and manage their time, boosting productivity. During the upcoming months, we are releasing a series of articles on recruitment tips and advice during Covid-19. If you are interested in following this series, subscribe to our Newsletter. As a welcome gift you will receive our recruitment e-guide as well as exclusive access to special promotions for our subscribers. If you are interested in promoting jobs offered by your institution, please contact us at info@inomics.com. We will be happy to boost and support your job recruitment strategy during these tough times, plan and optimize your strategy for 2021, or support you filling in the last applicant quotas in 2020.
Although recruiting efforts were initially slowed due to the coronavirus pandemic, things are picking up again. Companies, organizations and academic institutions all seem to be getting back into the swing of things.
Best practices for every stage in the job recruitment process during Covid-19
Here we’ve compiled a list of tips and solutions to help make your recruitment plans more befitting. Job Advertising: Communication is key! Being as clear as possible in the job description in terms of the role, expectations and tasks to be performed, will help build a good rapport and trust with job applicants. Include flexible working hours, childcare, health insurance and the possibility to work remotely to incentivize applicants. Consistency and clarity in your recruitment offer should be achieved through cooperation between the HR, PR and marketing departments. Processing Applications: A clear application process should be defined by the HR department to ensure the timely and efficient processing of incoming applications. Information should also be communicated to applicants promptly and succinctly and updates should be given regularly. These will help boost your status as an employer and score you points in the minds of prospective employees, building overall positive associations with your institution and brand. Current employees should also be kept in the loop when recruiting new candidates; don’t forget to update team members and let them know who will be joining them and when. Rakuna is a great one-stop shop for optimizing your recruiting needs. From automating interview scheduling, to digitizing the entire application process, Rakuna can help you to centralize your recruitment activities, boost candidate experience and build employer branding. If you want to learn more about the risks and challenges for job recruitment during the 2020 pandemic, download our e-guide resource about recruitment during Covid-19. ➲ Download our e-guide "Recruitment during Covid-19" here Candidate pre-selection: If your vacancy requires a pre-assessment of skills, ensure the test or interview can be done remotely. The software and hardware needs and constraints of the candidate also need to be taken into account; if your assessment requires a certain browser, speed of internet connection or other particular requirement, be sure to communicate this well in advance to the candidate so that they are adequately prepared. Interviews: The technological and software requirements of the interview and communication process should be factored into your budget. Investing in reliable technology and communications services will make the interview process hurdle-free, putting you and your candidate at ease and ensuring the efficiency of the process. Be empathetic to the needs and questions of your candidate during this process. Remember, remote communication can be somewhat alienating so try to bridge the gap by being understanding and taking time to address the candidate’s queries. Hiring Process: Confirming and cross-checking references can be challenging; getting a hold of the referees via online communication requires planning and patience. Be sure to set up meeting times for video calls well in advance so everyone can be properly organized. Also, the process should be able to be done entirely online. Not only is this solution safer, but it is cheaper and less time consuming for all parties involved. Onboarding: Despite the working from home set-up, the company culture should still remain. Efficient messaging, task management and communication systems are essential. Google Hangouts and Slack are great messaging tools while Kronos, Oracle or Asana are excellent project and task management solutions. Making use of these are sure to enhance the communication and management experience for your team. Remember to always include virus safety information to ensure the maintenance of good health of everyone. During the upcoming months, we are releasing a series of articles on recruitment tips and advice during Covid-19. If you are interested in following this series, subscribe to our Newsletter. As a welcome gift you will receive our recruitment e-guide as well as exclusive access to special promotions for our subscribers. If you are interested in promoting jobs offered by your institution, please contact us at info@inomics.com. We will be happy to boost and support your job recruitment strategy during these tough times, plan and optimize your strategy for 2021, or support you filling in the last applicant quotas in 2020.
COVID-19 has undoubtedly brought about fundamental changes in the ways in which we have traditionally approached recruiting. Job recruiting strategies have to be flexible and dynamic to ensure they fit with the current climate.
Tips for recruiting students during Covid-19
Among the most common challenges faced by Universities we find the need to deliver course curriculum adaptable for e-learning experiences; the need to provide a solution to the current dilemma of international students, start their studies online, delay the start of their studies or turn to local institutions to start their studies; the demand for hosting virtual campus tours, virtual Q&A sessions, among others. If you want to learn more about the risks and challenges for student recruitment during the 2020 pandemic, download our e-guide resource about recruitment during Covid-19. ➲ Download our e-guide "Recruitment during Covid-19" here Tips for recruiting students during Covid-19 times Covid-19 has brought changes and limitations due to mobility restrictions, a changing economic environment, and a shift of priorities among students and their families. The first step towards maintaining a healthy recruitment strategy includes revising the education offer of universities and adapting to the current needs of students. Making clear in the offer, the possibility to start the studies online and then transfer remaining classes on campus, the possibility of virtual onboarding sessions, online courses to collect degree credits, online pre-masters and pre-bachelor’s with easy-track to a on campus degree, and cultural immersion experiences to complement online classes once the pandemic ceases, can make a big difference in the attractiveness of your offer. At the end, the effort of bringing leads to your institution is reduced to 0 if the offer is unattractive to the students. Below we have listed some tips for you to shape your student recruitment strategy during Covid-19 times. Analyze and modify your goals: Key performance indicators and recruitment targets were based on a normal scenario. Now it is time to reassess those numbers and bring them back to reality. Only with realistic goals one can then map out a plan to achieve them. Revise and re-arrange your target market regions: It makes sense to decrease the marketing activities and spending in regions which are highly-affected by Covid-19. If the recovery forecast of these regions is rather pessimistic or takes longer than the average, there is very little chance that students from these countries will have mobility and study abroad as their priority or even possibility in the short-term. Adjust your marketing budget to support more online activities: With most of the study fairs, college visits and offline marketing activities being cancelled, a wise step to take is to allocate the unspent budget to online activities that can build on long-term assets for the University. Students may not be actively applying for a degree abroad, but they are using the time to explore more about Universities and their academic and extracurricular offers. Using your time to create content online, build fruitful cooperations with aggregators and bloggers and get the word about your institution out on the internet is a very good investment for the future. Additionally if the recruitment and enrollment process continues as planned for 2020 and 2021, the best channels to use in the current conjuncture are online based channels. If you are interested in more information about the activities you can implement at your University, we suggest to download our e-guide "Recruitment during Covid-19" here. Leverage virtual experiences and gatherings: Since students cannot visit your campus and engage with the student life in person, it is your responsibility to create virtual spaces that promote these experiences. Virtual campus tours, webinars, virtual student gatherings, an online tandem partner program that pairs new/prospective students with students/alumni, Facebook and Instagram Q&A live sessions, etc. will help keep the positive attitude up and display an excellent brand image amongst students and their families. Invest in technology: With the boom of e-learning and e-teaching, it is wise to invest budget in tools that will soften the transition from on-campus teaching to online classes. These tools are an investment that will benefit different areas: they will help you keep the education promise to current students, help deliver class samples to prospective students and, make video communication channels more efficient, among others. Finally, besides investing in technology tools, it is also important to invest time and effort in developing new marketing channels. The use of social media, video marketing and the application of remarketing techniques regardless of the chosen channel, in order to differentiate between students who are warm leads, students who are applicants, and students who were admitted to your University. During the upcoming months, we are releasing a series of articles on recruitment tips and advice during Covid-19. If you are interested in following this series, subscribe to our Newsletter. As a welcome gift you will receive our recruitment e-guide as well as exclusive access to special promotions for our subscribers. ➲ Get our e-guide "Recruitment during Covid-19" here If you are interested in promoting the programs, courses, scholarships, professional training on campus, online or blended offered by your institution, please contact us at info@inomics.com. We will be happy to boost and support your student recruitment strategy during these tough times, plan and optimize your recruitment strategy for 2021, or support you filling in the last seats in your 2020 programs.
With the coronavirus turning the education scene into an online-dominated service, universities and other higher education providers are starting to wonder how to adapt their recruitment strategies to the current scenario. Without a doubt, Covid-19 has transformed and will continue to transform the education scene on one hand making it more affordable for more people, but on the other hand demanding a new set of tools and delivery methods.
Top Recruiting Trends You Need to Know in 2020
But, before you go about implementing your recruitment strategy, there are certain trends, approaches and developments you should consider to ensure maximum success. The way recruitment works has changed significantly in recent years. In fact, research suggests that in today's world, the recruitment process is 90% candidate-driven. That said, to reach out and connect with the right talent, evolving your approach to recruitment is essential. Apart from providing niche career hubs to recruit the best researchers, professionals and students, at 11 Academia Networks (particularly INOMICS as our flagship brand), we think about helping universities, research centers, private companies and think tanks design their recruitment strategies. To help you get 2020 off to the best possible start, here are the recruitment trends you should know. Recruitment marketing By focusing on your recruitment marketing and inbound recruiting, you’ll be able to promote your brand values, services, offerings and USPs to a targeting segment of prospective employees, attracting them to your institution. Investing in this area will not only help bring the right talent to you but it will ensure a steady flow of engaged candidates on an ongoing basis. Employer branding 86% of HR professionals feel that recruitment is becoming more like marketing. Expanding on our previous point, to entice the right candidates to your organization and showcase your value, focusing on your employer branding efforts will be essential to success in 2020. Additionally, to prioritise candidate experience will help you create a good image as company as well as attract the best talent. According to Talent Board, during the last 9 year over 1,000 organisations have worked harder to define clear processes to improve the candidate experience. According to Deloitte, 87% of candidates say that a great recruitment experience can change their mind about a company they have once doubted. If you want to learn more about candidate experience and journey, check here the complete report of Deloitte. Moreover, if you are ready to start boosting your employer branding activities, here we share with you digital tools that you could use to optimize the process. We offer multiple online products to help you boost your employer branding strategy and build reputation among the best academics and professionals online. If you are interested in more information, please contact us at info@11academianetworks.com. If you are a INOMICS Customer, please contact us at info@inomics.com. Talent pools As the digital world continues to evolve, active talent pools will become all the more valuable. Essentially, a talent pool is a platform or database where recruiters and HR Managers store all of the details of their top-performing candidates. By adopting this approach in an intuitive, organized an accessible way, when you need a specific type of talent to complete a project or fill a vacancy, you can filter through your talent pool and pick the best person for the job with ease, enjoying the results you deserve in the process. Social recruiting Studies suggest that, in the near future, 94% of recruiters plan to use social media for recruitment. Moreover, of the current businesses using social media for recruitment, 49% confirm that they've seen an increase in candidate compatibility. While job seekers use internet and social media as a marketing medium, it allows companies and recruiters to view candidates, their portfolios, microsites and encourage the best to apply to open positions. By using social media to proactively search for candidates that match your needs and sparking up meaningful dialogues with them, you will boost your chances of finding the right candidate for the job significantly. If you are looking to connect to top economists worldwide, INOMICS has more than 90,000 fans in social media ready to explore job opportunities at your institution. If you want to access our pool of economists, please contact us at info@inomics.com and ask for our social media campaign options. Diversity Recruitment According to our previous article about diversity recruitment and multicultural talent, diversity is one of the best ways to ensure the success of an institution. "With today’s globalized markets, it is necessary to understand a different set of cultures, and their associated behaviors, 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." Additionally, the report created by McKinsey & Company in 2015 revealed that institutions with a greater diversity were 35% more likely to have a better return on investment than their peers in the same industry with lower diversity quotas. Collaborative hiring/ Employee referrals According to Careerbuilder Ebook on Referral Madness, 82% of employers have rated employee referrals as the best recruitment channels based on return on investment metrics. Your own employees are the best proof and advocates of your employer brand. Collaborative hiring is a recruitment method in which both HR teams and those from other departments work in unison to source, screen and hire talent. Collaborative hiring is significant as it improves the quality of new hires by addressing the broader needs of the business and those working within it. As a result of this more panoramic approach to hiring, turnover rates tend to drop down which, in turn, positively affects the overall recruitment and hiring strategy. And if you’re looking to source new a host of new candidates in 2020, this is certainly a method you should explore. and last but not least Soft Skills: Looking beyond the traditional set of skills Nowadays it is a big challenge to find candidates who fit culturally and skill-wise to the institutions. Hence more and more organisations are looking beyond the traditional standards of their industry and hiring candidates who are more than eager to learn. According to Cubiks, a 2016 survey revealed that 9 in 10 recruiters have rejected candidates due to their lack of cultural fit. Cubiks explains in their report that the "cultural fit is formed from the values, vision, norms, working language, symbols, belief systems and habits of staff along with their tacit agreement to a set of acceptable behaviours". The New Year is just around the corner, but by taking these essential recruitment trends on board, success will be yours for the taking in 2020, and beyond - best of luck. Do you have any recruitment tips or trends that you’d like to share? Please feel free to do so by leaving a comment. If you are interested in knowing more about our products and services, drop us an email to info@11academianetworks.com . We will be happy to consult you on the best ways to approach your target audience and get the best candidates for your institution. Join our community of recruiters! Subscribe to our newsletter to get news in the education and recruitment industry, as well as offers from our company Subscribe now
With a fresh year fast approaching, you might be thinking about recruiting new members of staff - forward-thinking talent that will drive your institution forward and take its offerings to the next level.
Your Guide to Student Recruitment Tools & Trends in 2020
But, of course, if your prospects aren’t privy to what you have to offer, you’d may as well not exist. It’s harsh, but in many ways, it’s true. And, in the age of digital transformation, reaching out to the right students though the touchpoints that they’re most likely to engage with is essential to success. No longer is demonstrating your values, telling your story and showcasing your offerings online optional - these days, if you want to get budding higher academics excited about your institution, you have to get digital. To help you enhance your student recruitment efforts in 2020, we’ve put together a guide that outlines current student recruitment trends, in addition to a rundown of the tools that will help you connect with your audience in the most valuable way possible. Student recruitment trends A UCAS report revealed that in the UK alone, student applications for higher education dropped by 5% in 2017, with a 7% drop in the EU. But, while this may be the case, understanding your audience while remaining abreast of the latest recruitment trends will help you boost your enrollment rates this year, and beyond. To help you steer your student recruitment efforts in the right direction this year, here are the three latest recruitment trends that you should know: Emerging technology continues to evolve: In recent times, recruitment and technology have become almost synonymous, with artificial intelligence (AI) and machine learning (ML) tools and platforms becoming increasingly sophisticated, and tailored, to specific goals, needs and preferences. With such platforms, potential candidates are presented to the user based on their skills, background, personal goals and personality type. By using tech-driven recruitment platforms, you’ll be able to understand your target demographic on a deeper level, while sourcing potential candidates that you can potentially reach out to and engage. Data-driven recruitment equals success: You might use digital data for a number of reasons within your organization: measure student engagement, internal efficiencies, financial fluency, and more. But have you ever considered using demographic data to understand your target audience on a deeper level? Harness the power of analytics platforms such as Google Analytics to gain tangible insights that will help you tailor your communications, campaigns and recruitment processes to the needs, wants desires and interests of your prospects, and you will start to see positive results. Data-driven recruitment is set to be a big deal this year, and beyond, so ride the crest of this valuable wave now, before it’s too late. Recruitment marketing is now essential: Expanding on our previous point, creating cohesive recruitment student marketing strategies is now essential, with today’s student spending large proportions of their time on various digital touchpoints, most of which are mobile. That said, to help inspire your intuition’s recruitment marketing efforts, explore our 10 top tips to build your university brand online Modern day students: the hard facts As mentioned, understanding the students of today holds the key to recruitment success. To give you a headstart, here are the essential facts you need to know about today’s ambitious academics: Campus visits are critical to the decision-making process: 46.7% of students consider a campus visit a significant factor in selecting a college or university. Social media usage is at an all-time high: Social media usage has peaked among all demographics - and various studies suggest that more students now use social media platforms on a daily basis than ever before. Get social and engage your prospects where they feel the most comfortable. More students are consuming online content all year around: Recruitment is not a seasonal activity anymore. The modern students are looking to engage to Universities even during festive seasons. Even more the social networks have made more accesible and easy to consume content of Universities during holidays. Take advantage of these dates and create campaigns that are driven to generate brand awareness for your Institution. As an inspiration we share here ideas on how to increase student engagement to your University over Christmas. Offline or online is not enough: with the boom is new online technologies, apps, influencers, social media channels, etc. multi-channel campaigns are the only way to keep your brand relevant to digital-geeky generations who handle communicationand take decisions in channels such as websites, online and offline catalogues, email, direct mail, mobile, messaging apps, social media, etc. Multi-channel marketing has been heavily used mostly in the retail industry by enabling customers to buy a product or service by using the communication channel of their preference. However this approach can also be very effective in the recruitment industry. Designing and implementing a multi-channel campaign can be a project that demands time and effort from you and your recruitment team. It may also seem to be expensive and it often requires resources that are not easily available at your institution. At 11 Academia Networks this month we have designed a special promotion package to help your institution implement a successful multi-channel campaign. Thanks to our experience with the summer schools, we decided to implement our knowledge in content marketing, social media promotion and online listing to promote masters and PhDs. From past campaigns, our customers attributed around 10% of the campaign results to our multichannel offer. If you are interested in booking a multichannel campaign for your program, you can contact us at info@11academianetworks.com. If you are already an INOMICS customer, please contact your account manager or send us an email to info@inomics.com to get more information about this offer. Student recruitment tools Now that you’re up to data with the student recruitment trends, let’s explore the tools you can use for ultimate success: Applicant tracking systems (ATS): An ATS will empower you to make your application experience more cohesive, allowing you to monitor applications across a multitude of digital channels, in turn, offering a more personalized level of support to those interested in your organization. In doing so, you’re likely to earn a higher recruitment conversion rate and more quality enrollments as a result. Internet sourcing tools: Fundamentally, internet sourcing is using the right tools to source the right prospective candidates for your institution and reaching out to them on a personal level. By leveraging services such as LinkedIn for Students, XING, social media forums, and connecting with the right people, you’ll be able to demonstrate your unique value and encourage more enrollments. YouTube: With 1.8 billion users every month, YouTube boasts a great deal of opportunity for Institutions looking to entice prospective students. By offering virtual tours as well as mix of engaging, inspirational content that answers your prospects’ most burning questions and delivering said content at an optimal time via the right online channel, you stand to drive more students to your application pages and onto your campus. We hope these student recruitment trends and tips help you with your initiatives in 2020 and while it may be challenging out there on the digital battlefield, we know you have what it takes to boost your enrollment in 2020, and for many years to come. Stay tuned this coming month for our PhD and academia recruitment and employer branding mini series where we will share invaluable tips and actionable advice on sourcing the best students and talent for your institution. Do you have any of your own student recruitment tips? Share them with us by leaving a comment. Join our community of recruiters! Subscribe to our newsletter to get news in the education and recruitment industry, as well as offers from our company Subscribe now
With a fresh year in full swing, it’s time to start thinking about fresh blood, or in other words: attracting new, prosperous students to your institution. You know that you’re worthy; you know that you have something unique to offer, and you know that you have the faculty, as well as the facilities, to provide an exciting, inspirational academic experience.
How to post an Announcement with us To post your announcement, please follow the steps below: Create a free account. You can find the "Create Account" on the top right corner of our websites Login to your account Click on “Publish” on the top right hand corner of the website Choose the Announcement level and promotion type that you want Enter all the Announcement details. We recommend that you have all the details ready beforehand, in a word document. Preview and publish your announcement. See tips and tricks below Confirm your details and your Announcement will go online shortly after NOTE: New user accounts are subject to a quality check for the first post - this is typically completed within one working day. Top Tips & Tricks for Posting an Announcement 1) Schedule your announcement to be published in the future As general rule, in the posting form once you press the “Save” button your announcement will go live on the website. If you would like to have a little extra time to edit your announcement and get it approved by your team, we recommend scheduling it to go online at a convenient time in the future. While uploading the content of your announcement, your will find a field which allows you to choose the publishing date of your announcement, where you can set it to go live in a couple of days or even hours. 2) Classify your announcement using the best matching disciplines and type of opportunity On INOMICS we have 5 main categories of opportunities that you can promote: jobs, courses, study programs, funding options and events. Additionally, you can choose between 19 disciplines (JEL codes) in economics and social sciences. Our users are profiled according to their discipline and career stage. Therefore, the reach of your announcement depends on how well you classify it. For example, if you are offering a summer school in digital business and economics, the classification under courses (summer school) and disciplines (Business Economics - JEL M, Innovation & Growth - JEL O) will guarantee exposure correctly on INOMICS. 3) Upload an effective description of your offer The description of your offer should be concise and clear. In the description, you have a space in which to explain your job, study, event or funding offer or opportunity at your institution, or, you can explicitly invite readers to participate in your upcoming event. It is important to deliver enough information to our users so that there is just enough to catch their attention and motivate them, but not to overwhelm them with an unnecessarily long text. Further details can always be found on your website by clicking through, if our users are interested. Focus on what you are offering, important dates like the application deadlines and start dates, why they should apply, and what you expect in applicants. 4) Add a header image If you book a featured or premium announcement, you have the possibility to upload a header image. Header images are very prominent on your announcement page and in the listing/search result pages, so they offer an excellent space to include an eye-catching campus picture which leaves our users with a positive impression of your institution. Other customers use the header images to include branding information such as a slogan of the institution or mission of the program they are promoting. 5) Upload a quality logo The logo uploaded in your announcement is later used in the listing and search result pages, for the creation of mini banners, listing in our email alert and display in social media. In order to appear styled and visible, we recommend that you upload square logos with a minimum width of 300 pixels. In this way you ensure that the brand of your institution is carried neatly and legibly. 6) Use the image gallery If you book a standard, featured or premium announcement, you have the possibility to build a carousel of images into your page. This is an opportunity to display your campus, research and study facilities, team pictures and events, and other marketing pictures that you have available. Depending on the level of announcement, up to 10 pictures are allowed on the page. The maximum size of the pictures should be 2MB. Best performing pictures are rectangular, with a size of a 2:1 ratio. 7) Keep the title of your announcement short and relevant The title of your announcement will be displayed in different places on the website, therefore its relevance and length will help you to attract more users to your announcement. Long titles are cut after 80 characters in our search results, as well as in additional advertisements such as those in email alerts and mini-banners on the website. A maximum length of 80 characters including spaces is recommended to avoid distortions in the title of the announcement. 8) Include tracking links to better measure the results from your campaign The results of your campaign can be measured in terms of brand exposure, traffic delivered to your site and number of applicants. In order to make life easier and measure the effectiveness of your campaign quickly and easily, we recommend that you include tracking links. With a tracking link you can find the traffic delivered by INOMICS directly in your Google Analytics report. You can set up a campaign name, medium and source for us, so that you can easily track the number of sessions, users, and behaviour directly on your website. On the following link you can create a tracking URL to be used on your announcements: Campaign URL Builder 9) Include concrete calls to action (CTAs) in your announcement As we mentioned before, the main goal of your announcement is to motivate our users to enquire more about your opportunity and ultimately, apply. By suggesting concrete actions in the description of your announcement you will help catch readers' attention and drive them to your website or specific landing page. Each Announcement includes by default the possibility to include an "Apply Now" button and a “Visit Website" link, however you can add more actions in the description of your announcement. Suggested CTAs include: download a brochure, send an email to admissions, call a telephone number, visit the website, etc. 10) Add relevant tags to your announcement On INOMICS each piece of content includes tags. Tags are used to recommend relevant content to users and to identify content with a specific topic. Including accurate and concise tags will help you to make your announcement more relevant and visible to the right audience. Include tags related to the topics and disciplines of your offer, or add tags related to locations, relevant research areas or requirements for your desired applicants. 11) Use the Direct Applications / Apply Now Function By activating the field "Receive Direct Applications", an Apply Now button will be shown on your Announcement page. Interested candidates can submit their documents and a cover note directly on INOMICS. The applications and documents are saved conveniently in your INOMICS user account. You will be notified when their are new applications (maximum one notification per day) by email. If you need assistance posting your announcement, please feel free to contact us at info@inomics.com. We are also happy to set up, format and post your page online for you as part of our posting assistance service - you just need to provide us with a URL, a word or PDF document with the content of your announcement and we will create a preview announcement for you. This posting assistance costs an additional €75+vat per announcement.
Read our tips and tricks on how to maximise your announcement listings with us. We hope that this helps you to boost your recruitment and advertising campaigns on inomics.com and receive the best possible results. In this article we'll share with you, the Announcement publication process and our top 10 tips and tricks for posting an announcement.
Digital Tools to Enhance Your Institution's Employer Branding Activities
In our ever-evolving digital age, the role of the HR department has broadened, meaning that providing a seamless employee experience and successful recruitment strategy often falls under the umbrella of human resources. And an integral part of recruitment and employee or candidate experience depends on employer branding. What is employer branding? It's possible to define employer branding as the package of functional, economic and psychological benefits offered to a potential employee by a brand, business or institution. Akin to conventional branding, employer branding focuses on the benefits of working for the business while communicating its USPs, values, mission, development opportunities and perks to potential candidates by using modern digital marketing principles. 86% of HR professionals agree that recruitment is becoming more like marketing. And by adopting this mindset, you will be able to set yourself apart from the competition, attracting and engaging the kind of talent that will propel your institution to new heights. Tools for employer branding in the educational sector To help you enhance and enrich your institution’s employer branding efforts, there are a wealth of digital tools available at your fingertips that will no doubt prove invaluable. This hand-picked rundown of tools will help you showcase your unique value to the people that count, resulting in improved student engagement, productivity and brand authority. Social media branding Hootsuite: HootSuite allows institutions to schedule, manage and report on all of their most valuable social media content, which in turn, will help you to improve your communications, keep your posts consistent and help you make more informed strategic decisions. Buffer: A little like Hootsuite, this social media management development tool is trusted by businesses across the globe as it helps you showcase a brand's individuality and deliver quality content to their target audience. Content creation Skill Scout: An innovative DIY video-based content creation tool, the ever-accessible Skill Scout makes it easy to create employer branding videos on your own with an easy to follow step-by-step guide. Papirfly: A cutting-edge piece of employer brand automation software, this incredible tool helps companies create dazzling flyers, animated banners, social media posts, engaging copy, and a whole host more. Candidate experience Olivia: A mind-blowing AI-powered assistant that focuses on candidate capture, screening, scheduling, communication and engagement. An incredible way to enhance your overall candidate experience autonomously, leaving you to focus on strategy and personalised candidate liaisons. PathMotion: Another artificial intelligence-driven candidate experience platform, this innovative development enables your employees to share personal stories and engage directly with candidates online - a real engagement booster. Candidate relationship management Workable: A popular online recruitment platform with an attractive, easy to use interface which is trusted by over 6,000 companies. Bullhorn: A platform designed explicitly for streamlining candidate management by strengthening relationships with clients and prospects, this is one tool you need in your employer branding arsenal. We hope that this curated selection on employer branding tools help you to strengthen your strategy and entice the best talent for your institution - and by choosing the right mix for you and your recruitment goals, we’re sure that you will start to see a notable improvement in a relatively short length of time. Join the community of successful recruiters! Leave your email below to get news in the education and recruitment industry, as well as offers from INOMICS Subscribe now By subscribing you confirm that you read and agree with Terms & Conditions and Privacy Policy of 11 Academia Networks GmbH.
While your educational institution may thrive on young, ambitious learners, it's also your workforce that will ultimately steer its long-term success. That said, from the lecturers and researchers to the campus ambassadors and customer service operatives, selecting the right talent is essential
Top 10 Tips to Build a University Brand Online
Presently, branding runs far deeper than a logo and a slogan alone: in the digital age people are looking for value, trust and meaning from those they’re looking to invest in - universities are no exception. Despite the inherent power of digital branding, 49% of organizations do not have a clearly defined digital marketing strategy. Now, to make sure you're not one of them, here are 10 top tips for building your university’s brand online. Social media Studies suggest that 41% of university officials believe they can directly attribute a rise in enrollments to their social media efforts - in short, getting social and tapping into the zeitgeist will significantly boost your brand awareness. A wealth of platforms including YouTube, SnapChat, Pinterest, Facebook, Twitter, and Instagram offer priceless opportunities to share your brand values with prospective students and reach them on a personal level - so don't miss out on this opportunity. Baylor University (Pinterest), Imperial College London (YouTube), and The University of Nevada at Reno are all shining examples of how educators can use social media for branding success - so be sure to explore their efforts. Digestible branding A recent Google study discovered that opinions on a website are formed in a mere 17 milliseconds. That said, to keep your prospective students engaged, your university branding needs to be digestible. Not only does your content need to be inspiring, engaging and simple to absorb, but your logo and imagery need to represent your institution with a single glance - so make sure you don't make your assets too convoluted or complex. Data, data, data We are living in an age rife with digital data and insights. By harnessing this data to your advantage - insights such as demographic information, where students interact online, engagement rates for your current content and landing pages, etc. - you will be able to make informed, accurate branding decisions that will strike a chord with prospective students and increase your enrollment rates, significantly. Guest Content By selecting educational thought-leaders or current students to write guest blog posts or take over one of your social media platforms for the day, not only will you prove to today’s budding students that you fully embrace the digital age, but you will also offer your target audience a fresh tone of voice - one that will ultimately boost brand awareness and speak to prospective students on a personal level. Merchandising While offering merch is an old analog means of branding, people still love a freebie and if it’s something they can wear or use in a practical sense, you will literally get people to walk around acting as brand ambassadors for your university. If you really want to squeeze the promotional juice out of your merch, you can even offer a free giveaway online, boosting your web authority as well as your physical presence. VR Tours Virtual reality (VR) and augmented reality (AR) are fast becoming an everyday part of our society - so why not leverage this most disruptive of technologies to your advantage? With Google Earth VR and Google Expeditions becoming a tangible part of the public consciousness, more institutions are using these platforms to deepen their educational offerings - and you can take this notion one step further while boosting your brand awareness by offering a fully immersive VR campus tour, like Princeton University: Webinars Webinars are particularly powerful tools as they offer an incredible level of value while offering the mobile convenience that most of today’s students or general consumers crave. By hosting a webinar on a particular subject related to your institution and inviting prospective students to tune in you can share your brand story, your values, your USPs and really reach out to people in a way that means something to them - instant brand points. Podcasts Akin to webinars, podcasts are also a very powerful branding tool for universities in the digital age. With so much rich content to explore, unis can really make a mark with a podcast series and as they’re relevant cost-effective to produce, creating a regular series is completely feasible. The University of California and Stanford University offer two excellent examples of podcasting for educational branding - tune in for inspiration when you get the opportunity. Competitor research Look at the various campaigns, efforts, and activities of your direct competitors and you’ll quickly see marketing gaps that you can leverage or areas that you can expand and improve on. Look at areas including enrollment levels, social media interaction, the engagement of particular posts or campaigns and the overall approach each institution takes to their content and communications - and use these insights to stand out from the crowd. Evolve and improve The future of your university and the success of your brand depends on your ability to adapt, adopt emerging digital technologies and evolve with the student base you’re looking to target. Keep on upskilling your marketing department, remain abreast of industry trends, continue to analyze and advance your efforts and long-term university branding success will be yours for the taking. University branding in the digital age is certainly challenging, but with more promotional channels and touchpoints available than ever before, if you get it right, the rewards will be endless. We wish you the best of luck. How we can help On INOMICS 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 analyze your recruitment strategy and discover how we can help you, please contact us at info@inomics.com or info@11academianetworks.com if you want to explore promotion outside the discipline of economics and finance. Join the community of successful recruiters! Leave your email below to get news in the education and recruitment industry, as well as offers from INOMICS and 11 Academia Networks Subscribe now By subscribing you confirm that you read and agree with Terms & Conditions and Privacy Policy of 11 Academia Networks GmbH.
As you may well know, the digital world has changed the face of the educational sector exponentially. While once upon a time, colleges and universities used tactics including print, radio and television advertising as well as word of mouth to attract budding students - nowadays there is a wealth of channels on which to connect with tomorrow’s alumni.
The Role of INOMICS and Conference Monkey in the Success of esd Conferences
One year ago, 11 Academia Networks and esd Conferences started a cooperative partnership. So far, the partnership has brought copious benefits to both organisations that have contributed to their growth. Esd Conferences benefits from visibility to our audiences on INOMICS and Conference Monkey, as well as visibility in the midst of high quality information such as salary reports. At the same time, the cooperation has greatly helped 11 Academia Networks to expand our user network and build trust in our services. We asked Domagoj Cingula, the esd Conference Organizing Committee President, about his experience being an INOMICS and Conference Monkey Partner as well as about the success of his conferences. We have shared his thoughts below: About esd Conferences “esd Conferences” was the product of the idea of gathering scientists from all over the world to share their thoughts on economic and social developments, from different perspectives. Since then, the conferences have been a great opportunity for younger people for networking and improving their status in their professional lives. After their first conference in Frankfurt, the Varazdin Development and Entrepreneurship Agency, organiser of esd Conferences, set up more events worldwide (Paris, Belgrade, Vienna, Zagreb, Istanbul, New York, Miami, Bangkok, Barcelona, Varazdin, Split, Warsaw, Melbourne etc.) with more scientific institutions as partners and co-organizers. Now, there are more institutions and individuals who want to be included in the organizing committees, and more cities wanting to host the events, not only academic institutions. The Role of the 11 Academia Networks - esd Conferences Partnerships “It is not the same if you are doing something in the academic world “all by yourself” or if you have a strong partner standing behind you. Our partners often provide crucial resources to help us bring the quality of our conferences and publications to a higher level,” affirms Domagoj. The esd partners provide not only technical assistance with venues and catering of the events, but partners such as INOMICS and Conference Monkey have helped them collect high quality papers, build up their review system and helped them connect with more partner institutions. In addition to11 Academia Networks, esd Conferences are proud to partner with the City of Prague, University North from Croatia, the Faculty of Management at the University of Warsaw, John Naisbitt University from Belgrade, the Faculty of Law of the University of Split and, Victoria University, Melbourne, to name a few. The Contribution of INOMICS and Conference Monkey to the Success of esd Conferences At the start, esd Conferences started announcing their events by themselves. Due to the amount of work and lack of support, they started to use conference website support, among them INOMICS and Conference Monkey. “We find INOMICS and Conference Monkey to be the most complete platforms,” says Domagoj. According to his words, both websites offer a wide selection of services, they are both very easy to use and they register an increasing growth trend every month. “What can be better than having someone else finding your clients too? What I would also like to emphasize is that correspondence with their team is always quick, professional and of course, fruitful,” adds Domagoj. After starting the promotion on INOMICS and Conference Monkey, esd Conferences has received more and more inquiries. Moreover, after extra months of visibility, the conference organizers often began receiving some papers even during the “extended deadline” period. “One thing I like the most – the initiative of our partners (INOMICS and Conference Monkey) - was the idea to organize a small contest giving away a free ticket to our conferences. We hosted the winner of that contest at our conference in Prague; the young student was able to attend an international scientific even, which was a great experience both for the winner and for us as organizers. I realized that other delegates liked that and were very supportive to our winner”, explains Domagoj. Future of the Cooperation Thanks to the fruitful year of cooperation, esd Conferences will be happy to maintain this kind of partnership, even moreso to develop the cooperation towards contests. “Contests can be another opportunity for someone to attend our events more easily; mutual advertising is something we also love to support”, confirms the esd Conference committee president. “I have to say that we were very proud after our conference became a Gold Partner with INOMICS and Conference Monkey, and after we saw our name among other distinguished entities, like the American Economic Association for example. Now after our past publications (Books of Proceedings) are indexed in Web of Science (CPCI), EconLit (AEA), ABI Inform (ProQuest) and EconBIZ, we hope we have justified and surpassed the expectations of our delegates and partners”, concludes Domagoj. The expansion of INOMICS into new disciplines and the launch of 10 more niche platforms satisfying the needs of specific audiences opens the door to new institutions to become a 11 Academia Networks Partner. If you are interested in supporting the academic community and helping us grow together we invite you to send an email to info@11academianetworks.com and mention your idea for a partnership, we will evaluate your proposal and confirm the available options for your institution.
Since our inception in 1998, our mission has been to help students, researchers and academics advance in their careers while at the same time, helping institutions to improve their profiles, reputations and, recruit the best candidates for their offers. As part of our actions to fulfil our mission, we have initiated cooperative partnerships with universities, research centres and conference organizers with the aim of promoting research and knowledge exchange at the highest level.