When Kesha Owens meets with hiring managers about a req, she goes in armed.
Her weapon of choice? Data.
Data showing the comp for the job locally and nationally. Data showing the number of available candidates and where the supply is greatest and who else is looking for the same candidates. And that’s just part of the ammunition she has these days when she explains to hiring managers why relocation needs to be included or why the comp is too low or … You get the idea.
“Without that data you go into meetings with managers and you are rambling,” says Owens, manager of recruiting and training at Lincoln Electric, a global provider of welding equipment and cutting tools with one of the most studied of business models, including multiple articles published by the Harvard Business School. keep reading…
Years ago, when the technology of the day extracted all the gold it was capable of extracting from the tons of earth dug by miners, the remainder was dumped as tailings.
Today, new technology and a historic gold price has made it profitable — immensely so for some operators — to sift through those tailings for the leftover mineral. Reprocessing of a tailings heap in Australia has already yielded $1 billion in gold.
There’s a lesson here for recruiters. Your ATS — or whatever you use — is a gold mine, even though so many treat the resumes of candidates they promised “to keep on file” the way miners once treated tailings. New technology and a tightening demand for skilled workers is now making it more attractive than ever to sift through your candidate database to find the workers with the skills and background you need. keep reading…
Hiring is a complex process, but optimizing it is surprisingly simple. Before posting your job listings online, consider asking yourself “Is this job ad grabbing the attention of applicants?” as well as “Is this job ad gaining the right exposure online?”
Placement is crucial to finding the right candidates, and using the right actions words will drive response. Ad development requires diligent keyword research and an understanding of your competition.
Here are some things you need to know about hiring optimization for job boards.
Understanding Your Competition
Take the time to research your competition. Find out what they are doing to generate attention with their job listings. Read over their job listings to identify the terms they are using — including the job titles. Compelling information for a job listing is found within the first sentence or two. Target those keywords and start naturally integrating them into your job listings to see an improvement in the visibility of your ads.
To create an ad that clearly targets the right market, you need to know the research keywords associated with your target pool. Active job seekers will use search engines to find jobs. Search engines work primarily through keywords. To have effective advertising you need to first have effective keywords. Choose keywords related to the job description and title, as well as the city and state in which the company is located. Including location is particularly important because it allows individuals searching locally to be funneled to your ad, as well as people from out of state hoping to find employment in your specific area. keep reading…
Although it’s much too early yet for Monster’s ambitious “three pillars” strategy to become the transformative force executives are predicting, the financial markets were hoping the company did a little better in the second quarter of the year than in the first quarter.
After Monster reported earning 8 cents a share on revenue of $194.4 million, and lowering its financial outlook for the current quarter, investors sold off shares of the struggling company at twice the normal volume, pushing down its price almost 13 percent by early afternoon. Monster stock closed Monday at $6.62 a share. Not long before the market’s close, the stock was off 15.6 percent to $5.59. keep reading…
Doubters may be questioning the strength of the U.S. jobs recovery after Wednesday’s announcement by ADP that 218,000 private sector jobs were created in July — lower than expected — but the job boards aren’t.
Two of the three publicly held careers publishers have so far reported their second-quarter results, and in both cases they’ve wowed Wall Street.
LinkedIn this afternoon announced it grew revenue by 47 percent, crossing over into billion-dollar territory halfway through the year. The company earned 51 cents a share (after adjusting for one-time expenses) versus the 39 cents predicted by analysts. keep reading…
Employee referrals waned again in 2013 as a source of hire, as talent acquisition leaders increasingly leaned on other recruiting methods to fill their external hires.
The just released CareerXroads source of hire survey — its 13th — found the 50 participating employers, some with more than 200,000 workers, relied more heavily on direct sourcing and help from third party recruiters in 2013 than at any time in the previous decade.
They also accelerated their temp conversions, which, at 4.4 percent of the full-time hires, was nearly three times the rate in 2012.
In fact, except for print, every sourcing method tracked by the recruiting consultancy CareerXroads showed an increase in hiring activity. keep reading…
Monster’s new approach to recruiting goes commercial today with the launch of two new services and a self-service CRM incorporating the search power of its 6Sense technology with a messaging and advertising capability.
The various pieces have been in testing and beta use for weeks, but were first announced on May 14 when Monster unveiled a sweeping overhaul of the pay to post recruitment advertising model it pioneered two decades ago. That strategy not only includes new tools and approaches to candidate sourcing, but a wholly new approach to job posting, adopting the aggregation model of Indeed and SimplyHired. keep reading…
The arms race among job boards and job aggregators continues today, as Indeed buys MoBolt to try and make it easier for employers to accept job applications from smart phones. keep reading…
The oil and natural gas industry has a new, visual, simple, site for people to “find their calling.” keep reading…
I am seeing a revolution happening in recruitment. keep reading…
With the announcement this morning that it would begin to aggregate jobs from U.S. employers, LinkedIn took a big step to building its Economic Graph, and realizing its plan to provide all the world’s open jobs to all the world’s workers.
Beginning June 2, LinkedIn will offer hundreds of thousands of jobs aggregated from the career sites and ATS’s of U.S. employers who don’t prohibit it. These listings will supplement a nearly similar number of listings employers pay for, but they’ll be made available only to LinkedIn members who actively search for them.
Called “Limited Listings,” these aggregated jobs will be cleaned of an employer’s paid listings to avoid duplication. The differentiation between this new program and LinkedIn’s paid Job Slots and Job Posts is based on active and passive seekers. The paid program places job posts before suitable (matching) candidates and delivers job suggestions to specific types of candidates based on their profiles and employer criteria. keep reading…
“Network Your Way to a New Job With Social Recruiting.”
That tagline may sound like it’s straight out of the last decade, but it’s from a newly launching job site out of Malaysia.
Actually, JobTact.com may be a little rough around the edges, but it’s on to something.
You can not only search jobs, but you can easily share them.
Job seekers create profiles instead of uploading resumes, and can show off their expertise in talent communities, which have “leaderboards” rewarding top contributors.
Employers build branding pages and companies build “followers.”
Careers publisher Monster Worldwide this morning outlined a sweeping new strategy that vastly expands its job offerings and the universe of candidates — by aggregating them from social sites and the Internet generally — and introduces new pricing models that will allow it to attract the smallest employer.
Monster’s Strategy Briefing conducted for investors, analysts, and others at company headquarters in Weston, Massachusetts, is bold and, in the words of Chairman, President and CEO Sal Iannuzzi, “This is disruptive to everyone of our competitors.”
It puts the company in head-to-head competition with Indeed and other job aggregators, changes the game for job boards with the traditional pay to post pricing model, challenges LinkedIn, and even takes on low-priced, entry-level oriented Craigslist. keep reading…
You know Indeed, I know Indeed, but considering how just big Indeed is, it’s not the household word you’d expect.
So, the company is launching a big, multimillion dollar branding campaign. keep reading…
By any measure, the first quarter was a mixed bag for the employment advertising business. The three public companies — Monster, Dice, and LinkedIn — all reported numbers that in some way didn’t hit what Wall Street investors were expecting or wanted.
CareerBuilder, privately held by a group of publishing companies lead by Gannett, its biggest shareholder, said it had North American revenue of $167 million, barely a 1 percent increase from Q1 last year. It provides no other numbers.
LinkedIn Keeps Growing
Last among the companies to report was LinkedIn, which this afternoon said it earned 38 cents a share (not including one-time expenses) versus the 34 cents analysts were expecting. Overall revenue grew by 46 percent to $473.2 million, with recruiting revenue powering the growth. The company took in $275.9 million in recruitment income, an almost 50 percent increase over the same quarter last year. Wall Street forecast the company would bring in $466.57 million. keep reading…
CareerBuilder is buying a key recruiting-technology company you may not know well, part of CareerBuilder’s goal of moving from a job board to a more sweeping software provider. keep reading…
Being Kelly Blazek has got to be so hard these days. When other Kelly Blazeks have to change their LinkedIn profiles to say they aren’t that Kelly Blazek, you just know things must be nasty for the Kelly who is that Kelly.
The Kelly who is that Kelly and the self-proclaimed “House Mother” of the Cleveland Job Bank became the target of international scorn after her nasty response to a 26-year-old marketing communications hopeful went viral. Besides denying Diana Mekota access to the popular local job bank, Blazek fired off a drippingly sarcastic email calling her “a total stranger who has nothing to offer me.” keep reading…
I know half the money I spend on advertising is wasted. I just don’t know which half.
For many marketers — and recruiters — that famous statement attributed to 19th century department store merchant John Wanamaker is still true, even with all the technology and measurement tools available in the early 21st century. How many recruiters can say they are getting the most out of the opportunities to drive new efficiencies through technology available today?
It is never easy to change old methodologies. However, recruiters have a significant opportunity to adopt best practices from another function that was forced to reinvent its core strategies in the face of technology disruption and changing consumer behavior: marketing. keep reading…
All but given up for dead when it failed to sell itself, Monster today showed there’s life yet in the venerable job board.
The company announced it bought recruiting startups TalentBin and Gozaik. The terms were not disclosed, but whatever the deal, it isn’t large enough to trigger a disclosure filing with the Securities and Exchange Commission.
Nor did Monster say how it intends to integrate the companies.
“The acquisition of TalentBin and Gozaik completes one key component of a larger strategy designed to help our business grow,” said Sal Iannuzzi, chairman, president and chief executive officer of Monster Worldwide. “We look forward to sharing more details about these plans at our investor briefing event later this year.” keep reading…
You read about the site whose niche is IT jobs for veterans.
Now, there’s one across the Pond.
Armed for I.T. has information for veterans, employers, colleges, and training programs.
CompTIA, representing the technology industry, is behind the site; part of its goal is to have veterans go through its certification process to get trained in topics like networking and security.