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What are you doing?
If you want quality improvement in your online recruitment.
Of course this topic is about Recruitment, I will just be highlighting some marketing aspects of this profession, discussing Web Analytics and how Recruiters can benefit.
Web Analytics is the study of online behavior in order to improve it.
(More here http://en.wikipedia.org/wiki/Web_analytics)
Using Web Analytics we create awareness for ourselves on how candidates surf our site.
Web Analytics software is able to tell us where candidates come from, how they navigate through out site before applying for the job. Also Web Analytics software is telling us where candidates exit our site… that of course we don’t like.
How can we apply this Web Analytics knowledge to our Recruitment strategy?
Check this: Accountability and Create checkpoints
E.g. What money did I spend on traffic generation? And what is the ROI in: number of visitors, most valuable channel, conversion in applications.
If you already use an Applicant track and trace system, integrate your Web Analytics software with your ATS, this way you’ll get the best picture of your efforts out there. Note, be sure you use same Web Analytics software on your career site as you use on your company site.
Since we get a clearer picture of what we do and what they, the candidates, are doing with our online presence, we are able to move forward.
Now that we know what we spend, what quality and in what quantity each channel is able to bring us. We can build a roadmap for each and every job.
We are able to improve quality of our online recruitment.
Want to learn more on this topic?
URLs are nowadays crucial for Recruitment.
The URL is the place where you offer your Apply NOW button, where you tell your audience how good and successful you already are, and will become better if YOU join us…
All the activities online are to create the best traffic to your URL, your site, your landing page.
So why take the chance people don’t get the message?
Often the message you like to leave in Forums or Blog comments or other types of Social networking sites is too long….
Long URL often break in e-mails and than this happens:
- I know the most wonderful place to work, if your want to check it out http://www.mysite.com/who-we-are/something-to-do/
your-next-step/index.php?1234&ID=6789
You can create shorter URLs that do not break in e-mails and are short enough to use in web 2.0 platforms via these tools:
http://shorturl.com since 1999
http://tinyurl.com
http://kurl.nl
http://zi.ma
http://cli.gs
http://tiny.cc
http://bit.ly
http://tubeurl.com
http://fff.to
http://courl.net
Even some of these tools, do come with free statistics of the usage of the URL you created… Why bother? This way you can use different short URLs in different comments and check what comment brought you the most.
Well if you want to know more about analytics and how to use them in recruitment check out: http://cli.gs/n6MdE6.
Enjoy your traffic!
To get insight in what you are doing online in these days, there is a lot of metrics you’re able to get. The question is what info is important for which level in the organization.
The master class I organized together with Nedstat, PeopleXS and Webster University and will offer an out-of-the-box view on how to plan your strategy and get an in-depth insight into your online activities. The master class will provide you with a clear view of what online channels are most effective for your organization.
More info you’ll find here: online recruitment and analytics
You like this masterclass but want it to be presented in company?
Let me know +31 6 421 21 451
Today Peer Goudsmit and I gave a workshop at the 2nd Annual Recruiting Excellence in Brussels.
Title of the workshop:
E-Recruiting: Bring your OFFline strategy ONline
In this workshop there were Recruitment Managers from a.o. Saudi Arabia, Azerbaijan, South Africa, Turkey, Serbia, Greece to name a few countries.
We discussed the simple use of a firm offline strategy for your recruitment needs. The challenges which are there with Generation X and Y. That you either make, buy or steal your new hires. We also gave an overview on how manage the expectation of the hiring managers in terms of time, quality and money. Done all this we applied this in an online strategy.
During the workshop of course the use of internet worldwide became point of discussion:
click for internet usage per region
But still… Knowing the internet has over 8 billion pages, something useful is out there for every recruitment manager, whether they are looking for drilling engineers for oil platforms in Saudi Arabia or Telco specialists in Serbia.
And of course the need of web analytics was hot topic. Using Twitter to show you can create direct traffic and show the source.
And explaining what else could be possible, like: what channel is cost effective, where is my audience coming from, what are the doing before or after visiting my vacancy. In order to be able to fine tune your online activities.
Done all this it was time for lunch. A walk through Brussels to see
Buy some chocolates for the loved ones back home and relax.
Today I gave a preso on W3recruitment at the versbloed08 conference, about labourmarketcommunication in Health, which was chaired by Jan Bonjer, AD. There were about a 100 managers from the healthsector in Holland. I spoke Recruitment from a.o. UMC, Zuwe and a few others during lunch.
Also I met Ilja from Steam, it was fun to meet her again, it had been like 10 years since we worked together at SWH.
If you are wondering what the title Swoooooooosh means; it is like the sound of you blood running through your vains, but also it could be explained as… swoooooooosh… what was that!?
Main issue during my presentation was, don’t research no more, there is a lot to be found online, it’s time to act, get online~!
And YES of course I mentioned the Masterclass about Disruptive Talent Acquisition Strategies which is on October 24th in Leiden, when I discussed the analytics part.
Thank you Bert van Trirum for inviting me.
