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Key Takeaways: Programmatic jobadvertising has revolutionized the recruitment process by harnessing data-driven insights to optimize job ad placement. Programmatic advertising ensures jobdescriptions align with potential candidates' search queries, maximizing visibility and engagement.
Used strategically, a jobdescription can be much more than a list of duties and qualifications. With some small but significant changes to your template, you can use jobdescriptions to attract higher quality and more diverse applicants. So, what does this mean for your jobdescriptions? The solution?
They amplify your employer brand, drive traffic to your careers site and job postings and foster genuine engagement with your talent audience. Heres why organic Recruitment Marketing is your go-to approach: Cost-Effectiveness : Reduces the need for hefty advertising budgets, making it a savvy choice when funds are limited.
Jobdescriptions are often the first stop in a candidate’s journey. Before a candidate lands on the beautiful careers site you’ve built out, they’re interacting with a jobdescription first. To address this, forward-thinking Recruitment Marketing teams are creating enhanced jobdescriptions.
Artificial intelligence (AI) and machine learning (ML) technologies are rapidly changing the way many recruit and hire talent. Read Dice's first-ever Recruitment Automation Report to discover how you can employ new, cutting-edge technologies to source and hire tech talent faster.
Writing a jobdescription is perhaps the single most important piece of copy that a recruiter or hiring manager has control over. In reality, however, many jobdescriptions fall far short of this ideal, particularly when it comes to inclusivity. Words matter.
All the posts had links that went back to the participants’ careers site or in some cases a jobdescription. Here’s the result: Social Recruiting Rally participants’ content drove 42-1101% more candidates to view their jobs and careers — 42% more clicks on LinkedIn and 1100% more clicks on Facebook, wow!
Its a “must” anytime you work on strategic projects such as your EVP, plan a new jobadvertising campaign or enter a new talent market. By examining careers pages, jobdescriptions, social media channels and employee reviews, AI can give you a comprehensive picture of their tactics and messaging.
A jobdescription is often the first step in the application process, giving potential candidates their first impression of your company. But its more than just a list of requirements or job dutiesa great jobdescription helps attract the right people, supports inclusive hiring, and strengthens your companys culture.
Read the post below for a good discussion about writing effective remote jobdescriptions. Most hiring processes start by creating a jobdescription you hope will catch candidates’ attention. Without conferences or networking opportunities to source talent in-person, what you say in your job posts matters more then ever.
If you’ve spent any time looking for jobs, you’ll probably have encountered the advice that you should tailor your CV to the jobdescription of each individual role you apply for. Employers want to see how your skills and experience match the specific role they’ve advertised. New data from job search engine Adzuna.co.uk
Before you set about writing the most amazing jobadvertisement that was ever written you must take some time to consider what you applicants actually want. Some may never have even heard of your company when they see your job ad. When job applicants were asked “What is the most valuable job-related content to you?”
HospitalRecruiting has been in the business of candidate sourcing and jobadvertising since 2012. We’ve worked with hospitals, health systems, private practice, recruiting firms, advertising agencies, you name it. ’ Unique job titles and descriptions are the solution.
Nancy Cochran is a Director at Appcast, the global leader in programmatic recruitment advertising technology and services. Appcast manages $600 million in advertising spend annually, places 610 million job ads and has produced 1.2 Make your job titles and descriptions relevant and easy to find.
If you haven’t yet dipped your toes into the world of programmatic recruitment advertising, you’re likely losing talent to organizations that are using such technology. . This is because the old way of human-driven jobadvertising requires recruiters to manually manage too much at once. monthly or seasonal).
But we all know social media advertising can be super challenging! There are a lot of barriers that can get in the way of launching a recruitment advertising campaign successfully and seeing the results you need to support your recruiting plan. Challenge #2: Managing ad hoc urgent requests to advertise a job.
Over 500 practitioners responded to our latest Recruitment Marketing Job & Salary Survey , sharing their budget details in these categories: Recruitment Marketing salaries in-house. Recruitment advertising, including job boards, social and digital ads, and events. Jobdescriptions (“Why work here”).
Age bias in the workplace can start with your jobdescriptions/job postings. That’s often your first communication with a candidate — a person who can later turn into a plaintiff if your jobdescriptions include age bias. Here are 6 ways to avoid age bias in your jobdescriptions: 1.
Programmatic JobAdvertising. Programmatic is the latest frontier in job boards and jobadvertising. Programmatic jobadvertising automates and optimizes the placement of job postings across a network of job boards. Dynamic jobdescriptions, like Vizi.
In order to fill a job opening you’ll need to have jobdescription. A well written jobdescription that is SEO optimized will help attract the best available applicants online. A jobdescription comes down to keywords and searchable terms that impact a candidate’s decision to apply for your opening.
When advertising manually, it takes time to constantly find new talent sources, monitor how each one is performing and fine-tune your strategy based on what you’re seeing. While this may not fill roles immediately, like a job ad, employer branding is effective in establishing you as a go-to employer in the long term.
The best recruiters treat job seekers like their customers. Jobdescriptions are often the only advertising space you get for your position. Write a requisition that is too long, full of irrelevant information, or uninteresting and your potential candidates will move on.
Clients frequently come to my team frustrated because their traditional job postings are drawing low-quality applicants who seem like they didnt even read the jobdescription. In a market where mass-posting openings to job boards is the norm, you have to do more if you want to connect with high-quality candidates.
Where else should we be advertising? A frustrating and drawn out search can often turn into an efficient one simply by digging in and creating a better, more concise jobdescription. Why Are JobDescriptions So Important? Hire Someone Tips for Creating Great Job Postings 1. It’s a common story.
Email Marketing Content Marketing Job Boards Company Job Pages Employer Review Sites Google Adwords (Search Network) Google Analytics Social Media Advertising Recruiting Microsites 1. In that blog post, we suggest adding an email opt-in on every jobdescription. Let’s get to it!
JobDescriptions: Attract the right talent to apply. Regardless of your size or resources, one thing that you can do right now is to update your jobdescriptions. WIIFM) information, there are certain pieces of information that candidates want to see in your descriptions, including: Compensation.
Wow, are you are seeing how fast jobdescriptions are changing these days? You can create jobdescriptions like the ones below through Ongig’s Candidate Experience Software and Text Analyzer. For tips on writing jobdescriptions, check out How to Write a JobDescription — Best Practices & Examples.
Here are a few examples of hard marketing activities in the Recruitment Marketing space: Advertising your open requisitions on job boards. Leveraging programmatic job ads. Something our team knew we needed to do from a strategic perspective was weave more Employer Brand content into our jobdescriptions.
Writing attention-grabbing copy is an essential skill set for Recruitment Marketers – and tapping into the power of your candidates’ emotions can be an effective way to make your jobdescriptions, careers site content, jobadvertisements and social media posts stand out from all the noise.
Masculine vs. feminine jobdescriptions remains a hot topic these days. Last week I shared The Top 10 Masculine Biased Words Used in JobDescriptions. If you’re trying to gender-neutralize your job ads, eliminating those top 10 masculine-biased words is a good start. based companies of all sizes.
What are the top masculine biased words used in jobdescriptions? Knowing if you have masculine vs. feminine jobdescriptions is a hot topic these days. This week, I used Ongig’s Text Analyzer software (the tool for gender bias in jobdescriptions) to find out. Most companies want to hire more women.
Most hiring processes start by creating a jobdescription you hope will catch candidates' attention. Often a job post is a candidate's first interaction with a company and many decide whether or not to apply to a role based purely on the ad. So what can you do to update your jobdescriptions for a virtual world?
But when the new coronavirus became a pandemic and millions of businesses closed in March, recruiting costs began an upward trajectory that reached a CPA of $19 in June—a 60% increase, according to recruiting benchmark data from programmatic recruitment advertising provider, Appcast. Can you remove the friction to make the process easier?
Yet, an organization cannot achieve diversity if its jobdescriptions don’t set them up for success. Language significantly impacts whether or not a job seeker identifies with a role, which influences whether or not they apply — particularly for female job seekers. Gender-biased vs. gender-neutral jobdescriptions.
Throw out the corporate jargon: We’ve realized that by getting rid of overly technical lingo in our content and jobdescriptions, we’re able to bring that humanization factor more to the forefront. We never stop learning and evolving, and neither should our messages around the honest opportunities at play.
Crafting a compelling Advertising Specialist jobdescription? Explore our template for insights into roles, responsibilities, and qualifications to attract top talent.
Supplement your traditional job board posts with these creative ways to advertisejob openings. Why Creative JobAdvertising Can Be Beneficial Broaden your talent pool If traditional jobadvertising methods are bringing you a great pool of candidates, by all means, continue using those methods.
Liz: How we can leverage AI when it comes to advertising, jobdescriptions, and tools like LinkedIn. Have them amplify your success. Rally: In your opinion, what is the area that deserves the most focus from Recruitment Marketers right now? We are in a very unique time where innovation and AI is moving at the speed of light.
If you want to get a hiring manager’s attention and convince them you’re the right candidate for the job, it’s a best practice to pepper your resume and cover letter with keywords from the jobdescription. What Is A Keyword In A JobDescription? Why Use Keywords From The JobDescription?
Programmatic JobAdvertising. Programmatic is the latest frontier in job boards and jobadvertising. Programmatic jobadvertising automates and optimizes the placement of job postings across a network of job boards. Dynamic jobdescriptions, like VIZI.
Key Elements of a Positive Candidate Experience Clear JobDescription Technical recruitment differs from regular recruitment. Small things like putting up appropriate jobdescriptions matter. A lot hangs on jobdescriptions, as it is your first point of contact with prospective candidates.
As someone with experience as a payments executive and currently as a fintech recruiter, I can affirm that job postings and jobdescriptions have distinct purposes. A job posting acts as an advertisement, highlighting the benefits of the company and the role to entice the reader.
A great job advert is more than a jobdescription, information about salary and a start date. The job of the job advert is to engage with, appeal to and attract that perfect candidate. Let’s explore how to write a top-tier job advert for a top tier company. Sell the job. Avoid common mistakes.
The JobDescription and Apply Process. As with any job you might advertise online, you’ll want to put yourself in your ideal candidate’s shoes. Job seekers today leverage a wide variety of channels to find and apply for jobs, but their number one source continues to overwhelmingly be job search engines like Indeed.
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