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You need to prove to candidates that your company is THE company to work for and that your employerbrand, your benefits and your growth opportunities are better than those of your competitors. And the only way you’re going to convince them of all that, is with recruitment marketing. It’s not enough to offer good jobs anymore.
That’s where recruitment marketing becomes the priority. Recruitment marketing is a huge piece of your current and future workforce. As hiring demands increase, what is your organization’s most limited recruitment resource? What is your organization’s biggest recruitment challenge? That’s the million dollar question.
That’s where recruitment marketing becomes the priority. Recruitment marketing is a huge piece of your current and future workforce. As hiring demands increase, what is your organization’s most limited recruitment resource? What is your organization’s biggest recruitment challenge? That’s the million dollar question.
Additionally, incorporating SEO strategies into your job postings can improve visibility, drawing in a larger pool of qualified candidates more quickly. Enhance Your EmployerBranding: A strong employerbrand attracts more candidates and speeds up the hiring process by increasing job offer acceptance rates.
2) EmployerBranding. The #2 most popular topic of pain among TA leaders is employerbranding. In short, they want their employmentbrand to stand out among all the noise. GDPR compliance (every overseas employer I talk to asks me about this). TA folks want to: Tell their story better.
SEO Job Pages created on Career Site for every new open job requisition in ATS. Mobile Responsive Career Site for candidate visitors. Modern recruiting is focused on conversion of candidates not just as applicants but as contacts to begin a relationship with. Customized Email Engagement based on Candidate Actions.
What does that do for your employerbrand? And they need to be on-call regularly because ATS’s, mobile and SEO change all the time. Again, make sure they understand ATS’s, mobile and SEO. Relief is Here for this Candidate Experience “Drop-Off” But don’t fret.
And those employers that have taken the time to improve theirs are starting to reap the benefits from mobilerecruiting, SEO, employerbranding, candidate experience, and more. This also happens to benefit your site from a search engine optimization, or SEO, standpoint.
80% of talent leaders agree that employerbrand has a significant impact on their ability to hire great talent. 45% of 2016 budget was allocated to job boards, advertising and recruitment agency costs— only 8% was allocated to employerbranding. 2017 budgets are likely being finalized as we write this.
Inbound recruiting is a methodology that uses digital marketing strategies to engage targeted groups of passive and active job seekers at different phases of the recruiting funnel. It combines elements of both employerbranding and recruitment marketing to attract, nurture and convert candidates as well as to retain current employees.
People use mobile for convenience, but for some reason, even in 2015, it’s often still a big pain in the ass, particularly since a surprising amount of sites seem to think “responsive design” means creating such a poor user experience that you can’t help but respond by being pretty pissed off and frustrated.
Candidate Experience Career Site Optimization Content Marketing Digital RecruitingEmployerBrand HR Tech Inbound Recruitment Job Distribution mobilerecruitingRecruitment Analytics Recruitment CRM recruitment marketing Recruitment Marketing Platform SEO social recruiting content marketing employerbrandingRecruitmentSEO'
If a large portion of that time was freed up, you could focus on higher-return tasks such as building genuine relationships with candidates, preparing for interviews, and building your employerbrand! Ensure your entire website (especially your careers page) is optimized for mobile use. So, how can you adapt?
Highlight the people that candidates would be working with and bring their stories and the employerbrand to life. Social Media Marketing – Social can be a powerful Recruitment Marketing channel for your voice, not just through your own social networks, but also in industry forums. Key takeaway: What’s your perspective?
If a site is not optimized to auto-adjust to mobile device formats, its ranking can drop from one position to the next or from one page of search results to another – potentially leading to a major loss of web traffic. Conversely, those sites that are already mobile may see a nice bump in rankings while the others try to catch up.
Doing a little social recruiting. Have SEO initiatives through your Career Site. Conduct separate employerbranding campaigns for Military and Veterans. Go to Career Fairs and recruit on Campus. Are experimenting with mobilerecruiting. You are posting to job boards (and niche sites).
Consider the following when writing your job post: Be SEO friendly. Manage Your EmployerBrand. Your employerbrand can be one of your most powerful recruiting tools. If you’re not already doing so, now is a great time to start actively managing your employerbrand. Measure, Measure, Measure.
Telling stories forces you out of the SEO-keyword-stuffing model. Luckily, they align with a lot of the things you’ve been thinking about lately ( employerbrand , using content to differentiate , answering questions, etc.). Usually they are your job title or career area with some geographic information thrown in.
Keywords are equally important in your job listing – you want SEO to help boost your open position – but the language you use impacts whether a candidate will click to apply. Candidates apply to jobs on-the-go more than ever, which is why mobilerecruiting is on the rise. Step 3: Use the right language. Requirements.
This includes general HR blogs, recruiting blogs, talent acquisition blogs, employerbranding blogs and more. We ran them through an SEO (search engine optimization) tool called ahrefs to give us an “Organic Traffic” score. Recruiting Blog. Recruiting Trends and Tips. EmployerBranding.
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