Previously we covered 3 No-Nonsense Ways to Improve Your SEO, and we’re following that up with three common SEO problems and how to tackle them.
Author: Maddy
Honesty in Employer Branding and Attracting Candidates
You’re hiring! That means finding and attracting candidates who you then need to evaluate for the position. But it’s not that simple, is it?
Let’s define what it is you or your company wants when you’re looking to hire. Bottom line? You need somebody who can do the work you need done.
But typically, most employers also want that someone to:
- Do the work really well
- Have the traits and interpersonal skills that enable them to work with others in the workplace as necessary
- Help strengthen their organization through their efforts
We’ve seen a shift in how we talk about recruiting and hiring, and the idea has emerged that employers need to market themselves to candidates as great places to work/people to work for, similarly to how a company markets to customers. Over the past two decades, we’ve seen the Internet multiply and diversify–no matter what it is you’re looking for, you will find it in abundance, and easily. A little too easily, sometimes.
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Demystifying Mobile Recruiting
“What’s your mobile recruitment strategy?!?”
If you spend any time in the recruiting, hiring, or HR space online, “mobile recruiting” is catchphrase you’ve seen and skimmed across hundreds or thousands of times by now. I’m sure it’s sometimes tempting to brush it off as just part of a series of buzzwords designed to sell newfangled software, marketing, and recruiting services.
Much like Search Engine Optimization, the idea of mobile recruiting is frequently talked about without really establishing what it means and how you can start to do it. So let’s get back to basics!
What is mobile recruiting?
3 No-Nonsense Ways to Improve Your SEO
There is so much about Search Engine Optimization out there and everybody has an opinion. It’s difficult to sift through what’s true, what’s outdated, and what’s just smoke and mirrors sold at a high price. So we put together three sensible, but maybe not-so-obvious, ways to improve your SEO:
Stepping Up Your Game to Compete with the Big Guys
On Halloween we blogged about how the greatly exaggerated death of job boards may in fact be a kind of renaissance (or Zombiepocalypse), given how many not-a-job-boards are out there expanding their services into the very much job board-like territory. (Again, it’s not what you call it that’s important, it’s the service of publishing and selling job ads and candidate/resume database access, among other things.)
And with that, there is the worry that smaller job boards, such as niche, regional, or even internal or company-specific career sites may find themselves outmatched by the Big Guys. It is a real concern not just for recruiters and hiring managers, but for those who provide services in the online recruitment and job search space, and it’s not one to be laughed at.
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![Anatomy of a Job Post [Infographic]](https://www.careerleaf.com/wp-content/uploads/2014/11/Anatomy-of-a-Job-Post.png)
Anatomy of a Job Post [Infographic]
Sometimes the actual composition of a job post gets neglected, which can wind up harming your chances of engaging with a great candidate. The job post is often your first point of contact with a candidate, and you should consider putting in the effort of marketing to them as you would a customer.
Below is a breakdown of the parts of a job post and tips on small tweaks in content you can make to better attract the candidates you want to hire.
Q & A With Careerleaf CEO Afifa Siddiqui
How did Careerleaf get started?
The idea we had was to help the average job seeker find their place in the world of work. At the time, I was running my company, TeamCronos, a niche recruiting firm, where we place specialized engineers at the top of their fields. While working with the top 5% of my industry, folks who didn’t necessarily need help finding work, I was also seeing most job seekers we came in contact with struggle to do a job search. The majority of the population doesn’t get much help with landing their ideal careers. And interestingly, many job seekers are doing things that are not necessarily in their best interests. I saw a problem to solve.
Job Boards Aren’t Dead, They’re Getting Better
There’s an ongoing narrative that crops up in the recruiting space that goes something like this: Job Boards are dying! Social media recruiting, that’s the way of the future! Indeed is taking over the world, no room for others! LinkedIn is everything! Job boards are dead, dead, DEAD! (Anyone else get that scene from Monty Python’s Holy Grail running through their head when they hear this? ”Bring out yer dead! Bring out yer dead!”)
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How to Turn One-Time Job Applicants into Returning Users
We’re living in a world of plurality. Never before have there been so many ways to find information, entertainment, and distraction in the form of social media, videos, articles, animated gifs of cats, you name it. There is the same level of “noise” out there for the job seeker, and it affects how they search and apply for opportunities that interest them.
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5 Tips for the Future of Your Job Board
Many job boards today are challenged by the prospect of integrating and keeping up with new technologies. Things change so quickly, and the next generation of job candidates won’t even know what to do with old tech. Recruiters and employers go where the candidates are, and candidates already have enough difficulty finding jobs and connecting with employers.
So, here are 5 tips to give your job board a tune-up: