Copy content, copy blog .. OAO!

This post is about a wonderful new Recruiting Buzzword, The Online Audience Optimization (OAO)

I don’t tend to do this very often, but sometimes, I
Copy the complete content, creating one copy blog.
You might have gotten this content already via the newsletter HireDaily has sent.
If not, check it out, originally all the way from the Unites States of America, written by Ryan Stene, The Arland Group Here we go:

One of the biggest recruiting buzzwords that has dominated our space for the last decade has been a three letter word—search engine optimization (SEO).

[Are you a little bit behind the times? SEO was the art and science of creating web pages that generated traffic and high rankings in the search engines. It relied heavily on links, keywords and site structure.]

If you were a recruiting leader and didn’t have a SEO strategy you were considered behind the times. If you were an earlier adopter, you maybe purchased tools that optimized your job postings or indexed thousands and millions of pages for you to build your own search rankings. Or maybe you stuffed your postings with keywords. It also was something that the job boards lacked, thus resulting in other emerging players to dominate the space.

But then Google and other search engines changed the game by altering the search algorithms and moved to a secure search—meaning that you can no longer obtain keyword data on how people came to your site. So what does that mean? It means SEO is more dead than my Michigan Wolverines’ chances of making it to the Rose Bowl. (I won’t get started on that rant.)

So, who is the next big player to make an appearance? Online Audience Optimization (OAO).

OAO simply is content distribution. It allows companies to leverage their greatest assets—the wealth of high-quality content to create a steady web-wide presence—and to generate consistent new and repeat visitors. OAO uses the best practices of SEO, along with social media, content sharing and branding, to build and elevate loyal and targeted audiences.

I have to give credit to some of the leaders at The Arland Group who have used their crystal ball to see this coming for several years and thus kept TAG in a position to be a leader in this space. On an hourly, daily and weekly basis we are curating high-quality and meaningful content. We then help our employers distribute that content to their audiences through various mediums such as social media, blogs, eNewsletters and building that within the current career site structure. This resulted in more engaged candidates, faster connections and decreasing the time to fill roles.

Thinking about getting started with this strategy?
Here are some things to get you started:

  • Brand Focus – Leverage your brand and existing company tag lines and phases to build meaningful content or themes. Involve other departments to share in the messaging and give it a dual purpose. For example: candidate engagement and driving sales.
  • Be Precise and Have a Plan – Creating a plan and having a content calendar will keep you on track but also can help you leverage internal themes that occur during that time.
  • Cast a Wide Net – Know where you are going to distribute this content. Send it to candidates who have already applied to previous roles, give them option to sign up for the newsletter and use social media. Right now, social media provides one of the clearest connections with high search engine rankings. Build out your presence on social media and content sharing sites, but focus especially on the big five: Facebook, Twitter, YouTube, Google+ and Pinterest.
  • Encourage Audience Participation – Use polls, sharing, comments, reader-submitted content and contests to increase interaction. You can measure this by time on your site and bounce rate.
  • Integrate Your Mobile Strategy – It is important to optimize your experience to be both mobile and desktop friendly. Mobile content consumption is the highest platform for consuming content.

FUN FACT: 70 percent of desktop interactions lead to an action within one month and 70 percent of mobile (including tablets) interactions lead to an action within one hour. Source: Modern Marketer Universe

At the end of the day just have fun and learn from your experiences. Every company is different on how audiences engage and interact. The key is to make an effort. The effort will enable to you to reduce costs and rely on vendors to drive and engage your candidates. <<

Well was I right, wasn't this useful content to copy from TAG?

Sourcing the next evolution in your Recruitment department?

I already told you about SourceCon in the United States, a few years back,
Also Australia has got it’s Sourcing sorted out, where as #SOSU (Sourcing Summit) started in Sydney in 2011. The aim of the event is to highlight the growing importance of talent sourcing, promote and spread new trends and thinking, and bring together practitioners to network and learn from each other.

But this year another big part of the world, Europe, is spreading the love for sourcing: SOSU EUROPE! Sourcing Summit Europe..#SOSUEU
#SOSUEU will focus on hands-on learning. Speakers from different backgrounds will share their insights in presentation, workshop, unconference and panel discussion format. #SOSUEU offers two days of intense discovery, learning and networking.

Order your SOSU Europe tickets NOW!

Speakers from all over Europe will share their knowledge and get you miles ahead of where others think they are…

Sourcing explained:
when Recruiters start talking about sourcing:

“we mean people sourcing”

when Sourcers start talking about sourcing:

“how to think in a different way about what recruiters need to fill their vacancies and than just find that for them”…

Add some serious sourcing knowledge to your recruitment department and you will see things start changing… If you don’t believe me, come and experience the “sourcing love” at at #SOSUEU

#SOSUEU will be held at the Randstad HQ in Diemen, Amsterdam

Linkedin Contacts Cool Feature

Reading booleanstrings.com, one great blog about sourcing, curated by Irina Shamaeva

Okay, so Linkedin came up with a renewed feature including app, in US store only btw, so that is annoying. Linkedin Contacts
Also to get your linkedin contacts synced with the new feature you have to refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh, refresh and at some point you think everything is synced.

No, it says all your contacts are now synced, but the actual contact list is not.. not yet.

Linkedin contacts sync.jpg

So if you go back to contacts, only a few are in there..
To solve that you have click connections in the side menu: again and again and again and again and again and again and again and again at some point it will only add another 40 per refresh. Funny thing is during this process of synchronizing you’ll see next to “all contacts a different number presented that on top of the contact list… usually a difference between 10-14 connections… Btw if you just wait the machine keeps on running his sync, it is just not as quick as me hitting the refresh button, expecting to get it all at once.

And in the end, when you think it’s done and the numbers are right, I still notice my Linkedin homepage tells me I have even more connections than added to the Linkedin contacts feature…

In other words Irina you wrote this: (albeit still very buggy) between brackets, but you can leave the brackets for now :)
Having all this said. Now exploring the feature: big plus, Tagging possible per group of people, finding people in your network based on email addresses, like e.g. give me all that has listed ebuddy.com email or have a hotmail account etc.

The nicest thing about this, I can finally work through my 30K contacts again in a quick and efficient way.

Thank you Linkedin :)

I wrote this long comment btw on booleanstrings.com..  that is why I thought I could also repost this on my blog :)

Where People Sourcing stops and Candidate Curation begins

Often I got the questions, what is sourcing, what is people sourcing.

Well here is your answer:
Sourcing, people sourcing is about finding people that match the profile you are looking for.

People sourcing is about creating a list of names, matching interests to what you are looking for in a person and a way to connect with the person.
Often starts with gathering intell about the profile in general, find out what the keywords are to be able to refine your results and get the best results. After these steps you go online and decide what to look for e.g. a resume, a social network profile, or a blog where these people gather etc. Collect the names and contact details matching the profile. Than you find. Full Stop. People Sourcing part has ended.

Candidate Curation begins
In my opinion, you are curating candidates from the moment you are in touch with a person to find out whether they qualify for pre selection, from the moment they answer you question “are you interested in more details about this role” with a yes.

A yes means you can put them in your ATS for further processing the candidate till you hire or decide not to hire the person.
Once you have decided, your company is going to pay for the mortgage of this person, the label candidate drops and Employee Relationship starts.

If you decide to stop the application / hiring process with the candidate, candidate curation is still very important, talking about Employer branding here. The rejected candidate could still become you brand advocate. WOOOOT!

Candidate Curation is a very important thing
… You need to be able to cope with.
Remember, if you start advertising your candidate profile, “job ad”, you might find people in your mailbox, dm, whatsapp, linkedin, Facebook, etc that show interest in your advertised profile.
By putting your job out there, you actually are asking the question: “are you interested in more details about this role” by showing interest, the person answers with “yes”.

Please do get back to them. candidate curation

Good candidate curation gets you further in your sourcing activities, the candidates most of the time get you new sources to explore, bring in new profiles and more useful keywords. So stay connected with your sourcers if you do the candidate curation.
People sourcing and candidate curation is like … “01010000 01100101 01101111 01110000 01101100 01100101 00100000 01110011 01101111 01110101 01110010 01100011 01101001 01101110 01100111 00100000 01100001 01101110 01100100 00100000 01100011 01100001 01101110 01100100 01101001 01100100 01100001 01110100 01100101 00100000 01100011 01110101 01110010 01100001 01110100 01101001 01101111 01101110″ … without it doesn’t work….