Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it is about publishing vacancies on your corporate websites, in social media and/or in job boards.
The challenge is to increase your traffic to and to improve conversions at the central hub (corporate recruitment site).
The real strength and power of online recruitment lie in harnessing internet technology to not just attract candidates but to deal with them too. In this sense it is also about streamlining the recruitment process
This presentation addresses the genertion of traffic through the means on SEO and Social Media.
In the Pan-European Online Recruitment Seminar IBB organized in-depth interactive sessions and workshops of companies like L’Oréal, SEAT, CERN, Sonru, Recruit2, <a>WebBoomm</a> and more.
Unblocking The Main Thread Solving ANRs and Frozen Frames
Online recruitment seminar 2011 seo social media herwin wevers
1. Seminar European Online Recruitment
Barcelona 23-24 Nov 2011
Social Media Marketing
Herwin Wevers
Facebook.com/WebBoomm
Linkedin.com/in/WebBoomm
WebBoomm.com/nl
Twitter.com/HerwinWevers
4. Organizations should use social media because...
2/3 of the world population visits social networks
5. Organizations should use social media because...
time spent on social networks is growing 3x the overal
internet rate, accounting for 10% of all internet time
6. Organizations should use social media because...
online (+social media) has become the most
influential source in "helping" customers make
purchase decisions
7. Organizations should use social media because...
millions of people create content for the social web
8. Organizations should use social media because...
By 2015 mobile payments for physical goods to exceed
$170bn globally
9. Organizations should use social media because...
..in the future (says Zuckerberg), every application would
be "social" and entangled to Facebook's platform.
10. Organizations should use social media because...
..Twitter says it will have 1 billions users by 2012
11.
12. Top 3 networks by membership
62%
96%
16%
80%
12%
19%
North
69%
97%
18%
38%
10%
80%
West East
58% 57%
95% 94%
14% 39%
82% 55%
12% 12%
36% 72%
South
72%
98%
24%
85%
■ Membership
15%
■ Awareness 41%
N Europe = 7446 / F = None
Source: Social Media around the World 2011, Insides Consulting
13. Future usage versus network penetration
40% EUROPE
LinkedIn
High
35%
Twitter
30%
Facebook
25% Vkontakte
Increase
Netlog
20% Tagged
Orkut
Xing
Ning Hyves
Badoo
15%
QZone
Hi5
Bebo
MySpace
10% Friendster Big networks will get bigger and
small networks will get smaller.
5%
Low
0%
0% 10% 20% 30% 40% 50% 60%
Low Penetration High
N Europe = Min 43 – Max 4968 / F = If member of social network
Source: Social Media around the World 2011, Insides Consulting
19. Oh, maar wij doen al aan Social Media
“Onze Twitter account heeft al 1032
Media…
volgers, waarvan de helft spam is, maar
het gaat toch om het totale aantal.”
“Social media gaat toch over communicatie
en engagement, toch? Maar we tweeten
al, da´s dan toch OK?”
“Tien mensen vonden onze Facebook
post “leuk”. Ja klopt, dat waren
allemaal medewerkers. Maar ach, de
teamleider merkt dat toch niet. Hij
snapt niets van Facebook. Hij heeft
“Onze CEO verveelt toch geen account.”
iedereen met saaie “Onze blog heeft 10 super interessante posts
YouTube filmpjes. Dus die onze klanten wel even tevreden zullen
onze social media video houden. Onze website wordt maar kort
strategie zit wel snor.” bezocht. Jammer voor ze want de content is
echt goed.”
34. Social is on the Rise Like Never Before
http://searchengineland.com/top-internet-activities-search-email-once-again-88964
35. In Social, Fragmentation Appears Certain
Users: 50mm 750mm 200mm 120mm 10mm
Users: 14mm Millions 14mm 6.5mm
http://www.seomoz.org/blog/everyone-should-hire-social-media-expert
36.
37. Company career site
Job Board
Job Board
>50% of
Google Job Job Board
Related
Searches
Include JOB Company career site
TITLE
Job Board
Classifieds
Aggregator
Company career site
38. How A Career Site Can Perform Better
Than A Job Board
• Google loves original content and hates aggregated content
• Why Google wants to love your career website, but often can’t
– an aggregator job board’s content is made up of adverts and syndicated
content from other job boards and recruitment websites
– a job board’s content consists of duplicated agency and corporate
vacancy adverts – The multi-posting services make it so easy to advertise
the same jobs on different websites
– a corporate career website consists of original relevant content
– vacancies are pages of fresh content (but they are often hidden in the
ATS on a different domain)
– 13-15 million people are searching for jobs each month: 50% type job
titles into Google (again your vacancies are effectively hidden in the ATS)
39. How A Career Site Can Perform Better
Than A Job Board
• Google loves original content and hates aggregated content
• Why Google wants to love your career website, but often can’t
– an aggregator job board’s content is made up of adverts and syndicated
content from other job boards and recruitment websites
– a job board’s content consists of duplicated agency and corporate
vacancy adverts – The multi-posting services make it so easy to advertise
the same jobs on different websites
– a corporate career website consists of original relevant content
– vacancies are pages of fresh content (but they are often hidden in the
ATS on a different domain)
– 13-15 million people are searching for jobs each month: 50% type job
titles into Google (again your vacancies are effectively hidden in the ATS)
40. The Issues Why They Are Not Ranked
• Google can’t easily find the vacancies
• These vacancies need related content
(testimonials, the employee videos, the blogs and
news)
• Often buried deep in the site, without linking it
together or in the case of the vacancies on the
ATS supplier’s domain.
• visitor (and Google) has to search for the
content, difficult for the visitor and Google
also doesn’t like that.
41. Think Amazon – Google does
• provide the user with a clear easy to use
navigation structure,
• alongside the main product, you have related
product (also bought, reviews, related
products, accessories - which also link back to
original content
• This all states authority (lots of interlinked
relevant content)
42. Why Landing Pages are Important?
• group content together, typically by job families and locations
• creates a hub of interest for visitors
• dynamically link relevant content into these landing pages
– specific calls to action
– relevant jobs
– news, articles
– employee videos and
– Blogs
– Info that goes beyond vacancies
• Reason 1:
– 1. to engage the visitor
– 2. keep their interest and
– 3. ultimately convert them into an applicant.
• Reason 2: relevant content which Google views as a higher
authority than job boards.
43. Online Recruitment Has Evolved
• Data, not design, is leading
• Publish vacancies via ATS on Corporate career site
– allows publication on job-portals and Social Media
– cut down time/cost required hiring new recruits
– screens and short-lists applicants
– Quick posting of job vacancies on the portals
• BUT for PRESENCE AND the ABILITY FOR YOUR
JOB TO BE FOUND, MAKE THE CAREER SITE AND
JOBS ARE AVAILABLE ON YOUR SERVER
44. Tips & Tricks To Maximize Benefits of SEO
• Make sure the job title is the anchor text of the link (not ‘click here‘ or ‘more info‘)
• Just make sure there is one page per job!
• Have a category page and a job page ../sales-jobs/account-manager-retail-
amsterdam/
• Don´t be too generic on your keyword “sales manager fmcg”, better “sales manager
amsterdam fmcg”
• Repeat search keywords (1-2% and relevant). Think applicant (and Google )
• Your Keyword Rich areas should be:
– Meta Title Tag
– Meta Description
– Job Title (that people would search for)
• Tagging
– Place the Job Title in <h1> tags
– Place the Location and Category in <h2> tags
– Place the job description in <h3> tags
• Avoid ‘non-search’ terminology like “Opportunity”, “My client needs…” in those
areas
• Apply synonyms — e.g. “team leader” as well as “project manager” or “sales
manager” as well as “business development manager”
53. What didn’t work
• Tweeting since 29.3.2008
• General corporate twitter account
• No interaction
• Follower/Following ratio shows
broadcasting tool.
54. What didn’t work
• Specific recruiting focused twitter account
• Follower/Following ratio shows interaction, yet
• The stream shows broadcasting tool.
56. What DID work?
• 12,000 tuned-in
professional
community
• Targeted
advertising
• Reason to
choose @
CH2M Hill as an
employer
57. Why DID it work? ATTRACTING EMPLOYEES
Customised header
Comfort in numbers
Company overview
Careers snapshot Call to action
Projects overview Employee video
testimonial
Employee benefits
58. Why DID it work? ATTRACTING EMPLOYEES
100% complete
personal profile
Company
advertising
on every
employee’s
profile page
Free job posting!
Using LinkedIn apps
59. Why DID it work? ATTRACTING EMPLOYEES
Using LinkedIn groups for employee retention AND acquisition.
60. Why DID it work? TARGETING EMPLOYEES
• Ever evolving 100,000,000
CV’s database
• 50 direct emails to best
matching potential
employees
• Elimination process, before
the candidates are aware
of the position
• Posting jobs to targeted
individuals (not “post &
Pray” strategy)
61. The Bottom line
• 98% of all US recruits where directly
approached and sourced.
• 95% of all global recruitment were also a
result of direct recruitment activities
• As a result, significant saving on recruitment
agency fees
• Awarded the only Construction company in
the 100 top companies to work for (Fortune
magazine)
62.
63. Objectives
Case Deloitte
1) target of 1.000 new hires in 2010/2011
2) Develop a strong employer brand for “right”
candidates
3) Drive traffic to their career website to create
a funnel of candidates and supports the
employer brand
http://www.slideshare.net/enroc/social-recruiting-deloitte
64. Solid Online Recruiting Strategy Starts With A
Great Career Website
• Categorization
– Students, Young professional and Professional
• Dynamic…many pictures and videos
• Design is NOT leading (actually distractive)
• Lots of testimonials from current employees.
• Sense of human feeling: in touch with the recruiters! (profile, chat, email, direct phone)
• Content and contact are king
– The content is either produced by the team or by employees from Deloitte
– Always recruiter contact icon
– Geolocation map
– Good for SEO, comments and Social Interaction
• Interaction
– Blogs with content on what employees work on and how they feel about this.
– Commenting and reacting
– Twitter flow of Deloitte employees on career website
– Foto contest with the employees, most funny Deloitte branded fotos
• Traffic generation through Linkedin, Facebook, Twitter…….
http://www.slideshare.net/enroc/social-recruiting-deloitte