by Larry Engel
We’ve all seen it—a Google search results page that is dominated by one brand. For example, a search for “Starbucks” yields a search engine results page (SERP) that looks like this:
In this Google SERP for Starbucks, you’ll see they have the top organic result, six “sitelinks” (direct links to the site’s most popular pages), retail store locations, a Google Map displaying locations, and updates from the Starbucks Google+ social page.
While your brand may not be as popular as Starbucks, you can still build some website authority, which will influence how the search engines rank and display your webpages. Establishing this website authority may not give you Starbucks-like results, but it will give your site much better visibility in the SERPs when users search for your brand. (more…)
by Brian Kirby
You already have a career site that’s perfectly optimized for search engines like Google. You might expect that this is all you need to do—that job seekers will find you easily. The truth is, even if your site’s SEO lands you in the number-one position on the search results page, you are missing out on the majority of traffic if you’re not running a paid search campaign.
First, you’re more likely to notice the paid search ads. After all, they’re at the top of the page in a yellow box. They’re branded. They offer exactly what you’re looking for. You can’t miss them. WordStream research shows that almost half of searchers still can’t differentiate between the top paid and organic search results. Second, if one of your competitors is running a paid search campaign and you’re not, they may be appearing above your organic search results.
Paid search allows you to capture traffic, own the first search results page,
control your messaging, and protect your employment brand. (more…)
by Teresa Fausey
According to NACE’s Class of 2012 Student Survey Report, the employer/job characteristic most important to last year’s grads was finding an interesting, satisfying, and meaningful job. They also wanted (in descending order of importance) a good compensation package, friendly coworkers, a positive company reputation, a right-fit workplace culture, and stability.
And, as might be expected, most of the soon-to-be grads surveyed said that if they were to consider a specific position, the opportunity for personal growth would be the most important factor. Job security, friendly coworkers, good benefits, and recognition made up the rest of their top five “extremely important” considerations. (more…)
by Kevin Hawkins
Your career site—it’s the digital hub of your HR messaging. Yes, you post jobs in the most appropriate venues, you have strong social media channels, you address candidates’ mobile habits, and you practice ongoing search engine optimization. (You DO, right?)
Regardless of your other online activities, your career site is the key to your recruiting success. After all, 77% of candidates use employer career sites as their primary source of company and career information. Career sites are so important that, in CareerXroads 2013 Source of Hire report, 23.4% of surveyed employers identified their career site as a key source of external hires.
With so many candidates using your career site to educate themselves about your company and to apply for jobs, you want everything on your site to help provide the best possible candidate experience. Make sure these three mistakes aren’t driving candidates away from your site: (more…)
by Cynthia Trivella
Christopher de Mers is also an extraordinary person. Not only does he stay very busy at work, he is also an avid volunteer and a supporter of many community groups and events. One of his favorite pastimes is reading—for personal pleasure and to less fortunate children who do not have easy access to books. What most interests me about Christopher is his approach to work and life—he is someone who believes in always applying the KISS principle.
Recently, I had the privilege of sitting down with Christopher de Mers and getting his views about some key HR issues: (more…)
by LeAnne Miller
Planning on blowing them away during your next campus recruiting visit? Extraordinary swag—although lots of fun and totally necessary—is probably not the element that will ultimately drive students to your career site to apply. If students are seriously looking for a job, their first priority will be to get an idea of how they’d feel sitting at a desk and working with a team at your company.
If they’re just collecting swag…
When Kate R., a current college student, was a freshman, she went to a career fair just for the swag. In her MIT Admissions blog post, “Swag…I mean Career Fair,” she explains that she didn’t even take a resume to that event. But here’s what she ended up collecting: (more…)