1. Read your job board contract again
Are there things in the contract such as traffic drivers or CV database access that you don't use? Do one of two things: either start using them or get them taken out of the contract and the cost reduced.
Also prioritise your use of media ñ get your job board and search engine activity sorted before you start thinking about a company profile on Facebook or a YouTube video.
2. Get better results from the things youíve already bought.
Could your current response from online advertising be improved?
Ask yourself the following questions:
Are your job adverts being seen by candidates? Where do your vacancies currently appear in the search results? Page seven? If so this can be easily improvedÖ
Are candidates viewing your adverts but choosing not to apply? Would you apply if you read your advert copy? Make sure your copy is online friendly and sells the benefits of working for your organisation.
3. Review your application process
Are you allowing candidates to apply easily or are you making them search again on your website? Best practice is to deep-link the advert to the individual vacancy on your site. Do you have a high drop off rate and are your recruitment processes aligned to ensure you respond promptly and professionally to online applications? Are you losing quality response as it passes through this process?
4. Prioritise direct applications over those via third parties
If you are using recruitment consultancies, are your direct applications being given priority? If you are managing to generate cost-effective applications then make sure you are highlighting them in order to significantly reduce your cost-per-hire.
5. Track everything
Online activity is fully accountable so treat it as such. Ensure that there is a constant evaluation of all the job boards you use. Typical measurable criteria are cost per application, cost per first interview and cost per hire. Make sure you know how your various candidate sources compare. If there are no e-systems in place, this measurement can even start with a simple spreadsheet.
6. Do five seconds of Google research
Type ìjobs at
7. Then do another five seconds of Google research
Type in one of your companyís typical job titles and the word ìjobsî into Google and see what you get. Approximately 60 percent of job searches start from a search engine, are other companies accessing these candidates before they even have a chance to get to a job board? If so, you should start setting up small targeted PPC campaigns to access these relevant potential applicants.
8. Harness the power of email
Email marketing is an incredibly powerful way to generate applications and traffic and achieves much higher click-throughs than banners and buttons. Instead of getting some funky banners designed, try an email campaign.
9. Create a talent pool
You will have collated responses from previous campaigns, so make sure you store this information and communicate with this database on a regular basis. Produce quarterly recruitment newsletters: itís a very cost-effective way to build your recruiter brand and attract passive candidates.
10. Donít live in the past
Itís a common misconception that certain kinds of candidates arenít online - I don't think these type of people use the internet to look for jobs. What evidence brought you to this conclusion? The latest industry statistics indicate that UK citizens are now online regardless of age, social demographic, educational qualifications and geography. Itís just a case of knowing where your target audience is and what they do online.
So these are the ten things we at OnlineMediaExperts think could transform your online recruitment - today.
Most importantly, weíd say itís vital to get on with recruiting rather than reviewing and getting bogged down with the many options that are out there.Test new initiatives in a small but controlled way, identify what works and expand and grow your activity from there.
OnlineMediaExperts is the UKís leading, specialist online recruitment ad agency, we are totally focussed on making online recruitment work. We are committed to maximising the value our clients get from their recruitment spend, and minimising their cost per hire. And weíre passionate about ensuring our clients donít get involved with anyone who over-complicates the process or doesnít deliver excellent value.
If this sounds like a service youíd benefit from, call Dominic Sumners or Sean Paterson on 020 7288 6583 or email dominic@omexperts.co.uk
Online Recruitment: Ten things you could benefit from doing today
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