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It’s no secret that recruitment has changed substantially in recent years. Thanks to advances in technology and the rise of social media, it’s no longer enough to post an opening on a jobboard and wait for the applications to roll in.
SEO: First, it’s important that every page on your Career Site includes relevant keywords, SEO friendly URL’s as well as appropriate meta tags and links. Every job should have it’s own page that is SEO optimized. This should happen automatically and be created when you begin recruiting for a job in your ATS (i.e.
But check out the next 9 top traffic referrals — all 9 of them are external web sites (jobboards, Google and Facebook) and their combined traffic adds up to more traffic than the 122,253 visits coming through this career site. And they need to be on-call regularly because ATS’s, mobile and SEO change all the time.
Optimize Job Descriptions: Well-crafted job descriptions are pivotal in attracting suitable candidates from the outset. You reduce the volume of unqualified applicants by clearly stating job requirements, responsibilities, and qualifications.
They also care about what a candidate sees when they come through a jobboard like Indeed, Glassdoor or LinkedIn. The best TA leaders are talking to me about mobility/internal candidate experience. Posting jobs on diversity-oriented jobboards. And candidate experience is not limited to external candidates.
And those employers that have taken the time to improve theirs are starting to reap the benefits from mobilerecruiting, SEO, employer branding, candidate experience, and more. This also happens to benefit your site from a search engine optimization, or SEO, standpoint. How can my career site beat jobboards in SEO?
45% of 2016 budget was allocated to jobboards, advertising and recruitment agency costs— only 8% was allocated to employer branding. There remains to be too much emphasis on transactional recruiting strategies. 80% of talent leaders agree that employer brand has a significant impact on their ability to hire great talent.
The Top of the Inbound Recruiting Funnel. Recruiting teams have traditionally been heavily invested in transactional, outbound top of the funnel recruiting strategies like leveraging jobboards or outsourced recruiting teams—paying to get in front of the eyes of candidates.
A content-sharing plan addresses all the ways you can get your content in front of your target audiences, and it can include email, SEO, social media, pay-per-click advertising, and leveraging influencers. Create video job ads that you sponsor to reach specific target audiences. Share job posts in relevant Facebook groups.
The concept of candidate experience has become so ubiquitous to the recruiting conversation it’s become something of a cliché, a commoditized, catch all catch-phrase that’s grist for the content marketing and consulting mill. Which means it’s a lot like “mobilerecruiting,” that other obnoxiously omnipresent talent technology trending topic.
The concept of candidate experience has become so ubiquitous to the recruiting conversation it’s become something of a cliché, a commoditized, catch all catch-phrase that’s grist for the content marketing and consulting mill. Which means it’s a lot like “mobilerecruiting,” that other obnoxiously omnipresent talent technology trending topic.
The traditional methods can limit the number of channels you can reach, but with digital recruiting, you can cross-post job descriptions and make it simple to share. Digital recruiting helps organizations remove geographic boundaries because candidates don’t have to look at a jobboard or local newspaper.
The tough part is if you are like most organizations, you have a very diverse recruitment strategy and this data is often all over the place. You are posting to jobboards (and niche sites). Doing a little social recruiting. Have SEO initiatives through your Career Site. Go to Career Fairs and recruit on Campus.
Google is creating a single destination for job seekers to explore opportunities by pulling content from both websites and jobboards. With Vizi, you can optimize your job post content without compromising your job description to show up more frequently in Google searches. Be selective with jobboard posting.
JobBoards. Job Posting. Rethinking job descriptions: How impact descriptions can attract better candidates [Free Templates]. July 12, 2019, Recruitment. You can use free SEO tools such as Google Keyword Planner or Moz to help with this. Recruitment Analytics. MobileRecruitment.
Know your EVP (employee value proposition) – Trying to reach high-caliber, high-demand candidates via jobboard postings is wasted money; they won’t respond, according to Lockheed Martin’s Marvin Smith. For instance, @NPR uses hashtags across Twitter, Instagram and Facebook to enable their employees to share company culture.
JobBoards. Job Posting. Your LinkedIn profile: The ultimate guide for recruiters. July 19, 2019, Recruitment, How to. Recruitment Analytics. MobileRecruitment. Job Requisitions. Job Posting Software. HR & Recruitment Glossary. JobBoards. Case Studies.
Creating a quality job posting is more than a list of required skills and competencies. Consider the following when writing your job post: Be SEO friendly. In order for a job seeker to apply for your opening, they actually need to see the posting! Optimize your postings so they rank highly in job search engines.
The short answer is that the stakes have never been higher for recruiters vying for talent and, according to a recent CareerBuilder survey, it looks like most of the market out there still has no idea where to start when it comes to fixing the most persistent problems plaguing our industry.
This includes general HR blogs, recruiting blogs, talent acquisition blogs, employer branding blogs and more. We ran them through an SEO (search engine optimization) tool called ahrefs to give us an “Organic Traffic” score. Top 3 HR/Recruitment Blog Posts. The Top 20 JobBoards for Diversity Hiring.
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