Nov 13
Social Recruiting is evolving faster than nanotechnology (that’s pretty fast). Here’s a great article written by Fred Wilson, he will be the keynote speaker at Monday’s Social Recruiting Summit in New York City. You can see the original article here.
Ad Club, a full-service leader in recruitment advertising since 1987 – Our Motto, “No Fee’s, No Contracts, No Kidding”. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
The Wall Street Journal estimates that there will be about 600,000 people hired for seasonal retail positions this year. That’s good news. If all 15 million unemployed people apply for those jobs, though, that will be bad news. Read the full story here
The vital signs for the online recruitment industry are mixed at best. Monster.com is the only large job site that maintained it’s previous level of visits and paid users. In a recession, stability is the goal and Monster shares reflected the news with a 3.4% rise in stock prices ($16.41 per share on 8/28). The recruitment advertising that is taking place is being done on niche sites and job aggregators like Indeed.com and Simplyhired.com.
The other two big players, Careerbuilder and Hotjobs, saw a drop in page views 20% and 60% respectively. In response both sites are offering great posting specials. The forecast for September – November should see an increase in postings and traffic due to seasonal hiring.
For more information about current recruitment ad specials (including great deals from Careerbuilder and HotJobs.com) contact us.
Job Board Sales are Down
Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
Aug 12
Saving You Money
There are some fantastic savings going around – all you need is a little guidance to find them. Several clients have taken advantage of the following offers:
Contact us for more information or if you need a specific quote.
Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
The list of successful online recruiting campaigns is growing daily. As the Wall Street Journal pointed out this week, companies are having great success recruiting off their own website. In the month of May, there were 22.9 million unique job seekers visiting job boards, a 37% increase compared to the previous year. Companies with a properly optimized career page are seeing a 30% surge in applicants. The goal of any recruiting department should be getting qualified applicants to their career page while lowering the price-per-hire. Social Networking and optimization are two techniques that will make that happen.
Social site presence is critical, companies need to capture the vast hiring pool that utilizes sites like Facebook, LinkedIn and Twitter daily. Also, more and more applicants are searching within social site databases for leads and company information. From the job-seekers point of view, they can quickly find information about a company’s culture, possible employee connections and if they’re lucky ask the hiring recruiter questions. These are all options traditional job boards don’t offer – a big plus for social recruiting.
Optimization is another great traffic generating technique that a company’s career site needs. A properly optimized site allows the search engines to include your company in the organic results listing. If a job-seeker searches for “accounting jobs Houston, Tx” – all properly optimized sites for that search term will come up in the results field. Most ATS systems don’t account for optimization, this can be overcome by enlisting the help of an SEO (search engine optimization) firm or a full-service recruitment advertising agency. Some tips for getting your site optimized were previously mentioned here.
Cutting job board costs and reaching applicants directly will save employers hundreds of thousand of dollars a year. Proper online presence will also increase brand awareness and protect a company’s reputation. As online recruiting continues to evolve one thing is certain, it’s here to stay; those who capture it effectively will have the advantage.
Ad Club, a full-service leader in social recruiting and traditional recruitment advertising since 1987. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
Hotjobs announced a big change to their pricing format for job postings. They now function on a pay-per-performance model. Yahoo calls it the “first performance-based online recruitment product.” HotJobs is the first of the big 3 job boards to use this model. With smaller recruiting budgets and falling job board revenues this seems like a smart alternative.
Job Aggregators such as simplyhired and indeed.com also operate on a similar pay-per-click model that has propelled their usage and profits. Yahoo’s has studied the PPC models and pinpointed a competitive area to exploit…..unwanted applicants. A job posting under the normal PPC method still has to deal with the problem of unwanted clicks. Yahoo’s “performance” posting allows the hiring company to filter applicants, which will eliminate the unqualified. The number of remaining “qualified” applicants is what you pay for. The entire online recruiting genre is in flux, we’ll see if this new “performance” posting gains traction.
Ad Club, a leader in social recruiting and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
I attended Monster’s webinar about their new Social Network Package, interesting offer but there’s a catch. The package includes public profiles on Facebook and Twitter, a Monster job feed to both sites and social media ads. Anytime you have a monster posting, it will show up on your profile page automatically. If you don’t have a monster posting, there will be no job feed. The profile pages can be customized with a company logo, passwords and an admin interface will be provided to each client.
The “social media ads” apply to Facebook. There’s a guaranteed 2 million impressions to help drive “fans” to your page with the use of a small banner ad. The ad can be targeted by location, keywords, age, sex, education, work experience, etc.. This concept is similar to Google Adwords, anytime a Fan’s search matches your ads parameters, the ad appears. This feature if very common today, but as the statistics show most people have “banner block”. Only approx. 15% of searchers click on banner ads.
The odd thing about this Social Recruiting offer is the fact that Monster doesn’t have a page on Facebook or Twitter? Strange to push a product when the hosting company doesn’t have an active page (possibly a rush offer to keep up with the competition).
Pricing for the Monster Social Recruiting Solution: $12,000.00 for set-up. If you just want the Monster job feed – $1500.00 per site. Additional social media ads can be purchased for $650.00 per 1 million impressions.
As mentioned above there are a few companies already offering similar packages. Ad Club Advertising has a Social Recruiting Package that also includes LinkedIn. You receive all 3 sites, custom profile pages, job feed that includes all your open positions and an optimized job blog so your positions can be found by the search engines. See Ad Club’s custom Twitter profile page.
Ad Club’s Social Recruiting Package price: No Set-up charge – $399 per month. A-La-Carte pricing is available if you want 1 site or service.
The recruitment industry will see more and more social networking packages as this genre matures. Recruiters can be discerning consumers, using price and results to find their perfect match.
A leader in online and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
Jun 3
Posting a job on Twitter is an interesting proposal – if anything the idea a job posting will be under 140 characters is appealing. As any recruiter knows the whole job board industry expanded much like sub-prime housing loans; a similar demise for the boards is well underway. However, in relation to Twitter, this social site has a large upside. A few reasons why your company should post job openings on Twitter:
These are exciting and scary times for recruiting – we’re in between the newspaper collapse and over-saturation of job boards. Twitter offers a refreshing change and a great way to reach targeted applicants while keeping budgets low.
To your recruiting success,
Rick Walsh
follow me on Twitter
For all your social recruiting needs contact Ad Club Advertising – a leader in online and traditional recruitment advertising since 1987. Clients receive full agency services without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
Apr 1
Job Boards are about as rare as cell phones – there are just too many. Over the past 3 years, the number of “minor” job sites has skyrocketed. The reason so many job boards exist is because they’re cheap to operate, provide a great means to collect emails, on-page ads and traffic generation.
So what’s the drawback of using one of the many “free” job sites? Will they hurt or help my company? It depends…
We place our client’s ads on many job boards, big and small. We avoid posting on free sites outside of Craigslist, Indeed & Simplyhired. The aforementioned sites are well established and have stop-gaps for quality control. As our parents told us growing up, there’s always a price (especially when something is “free”).
Over 20 years of industry experience has made us cautious for the following reasons:
Reputation Management – A growing concern because your web fingerprint doesn’t disappear, your whole online history is logged in some form or another. If you’re associated with a site that has several complaints about fraudulent postings, you could experience “guilt-by-association”.
Phishing - The act of illegally gathering information while posing to be reputable. Free sites rarely have any quality control practices for their postings, which makes them a perfect vehicle for phishing.
Posting Scams – There’s been a huge surge in fraudulent postings, mostly associated with work-at-home positions. Some current statistics indicate nearly 85% of work-at-home postings are misleading and only exist to collect a “registration fee” from the job seeker.
Brand Management – Goes hand in hand with reputation management; is this site worthy of your company’s name. Check out who has current postings on the site and see the quality of the postings (i.e. how well they’re written, type of contact info, do any postings say you’ll make 15K the first month etc..).
There are cost saving options to be found just be cautious when you receive a solicitation from a free jobsite.
-Rick Walsh has worked for Ad Club since 2000. Ad Club Advertising has been the vendor of choice to place recruitment ads since 1987. Clients nationwide receive full agency services and great customer service without paying added fee’s. Please contact Rick with questions or for business inquiries: rwalsh@adclub.com
(Note- I will only recite 3 or 4 reasons – due to time constraints and my attention span : )
The world of recruiting and SEO (search engine optimization) have collided. When you think how often we all use Google for anything and everything, it only makes sense that your job openings are also “in the mix”. There are nearly 200 Million job related searches on Google each month – an astounding figure when you compare that audience with your local newspaper (if they’re still open) and the average Job Board.
With these figures in mind, what is the search ability of your career page? Can your job opening be found on Google right now?
Most likely, if you search for RN positions in Des Moines, your competitors job opening appears at the top. Fortunately, the science behind SEO technology isn’t all that difficult. However, don’t trust any SEO provider that guarantees a #1 listing on the search engines. Even the best SEO companies only have 60% of the algorithm to achieve top rankings, Google keeps the other 40% hidden and to show you they have a sense of humor – the parameters to achieve top rankings are rearranged often (keeps everyone honest).
What kind of SEO options are available for you?
1) ApplicantBooster.com – Offers a service that takes all jobs listed on a company’s career page and makes each one search friendly. Jobs are scraped daily to keep content fresh. This service is well suited for a company that has several openings (10+). Cost is $895 per month, no set-up charge and you can cancel anytime.
2) Optimized Career Page – An entry-level product that places job openings on a “landing page” designed to look exactly like a company’s website. This landing page is optimized for your most important job openings and applicants are directed to either a contact page or into the company’s applicant tracking system. This option is best suited for a company that has a recurring need for 3 or 4 targeted positions. Price is $199 per month with a $499 set-up fee (1st month is free - cancel anytime). Here’s a description and example: Optimized Career Page
3) Entire Site Optimization – A definite commitment by a company to optimize their whole site. Price range can be from $2500 – 10K (depending on # of pages and site design). Here’s a good top ten list for picking an SEO firm.
As newspaper advertising comes to a close and job boards are in excess, the most targeted tool for finding candidates is the search engine – maybe these Google guys know what they’re doing after all.
Questions or Comments – Rick Walsh (rwalsh@adclub.com)