HR SEO : Online Candidate Attraction Specialists

Looking for a new job is never easy. It seems that some people fall with their fortunate derrieres in the butter when they land their dream jobs with apparent ease. But you can be reasonably sure that a fair amount of work went into carefully crafting their CVs and writing intelligent, well-rounded cover letters or letters of motivation.

The job market is competitive and difficult enough without compounding the odds stacked against you by using a vague, ill-defined and poorly punctuated motivating letter. A letter of motivation is an opportunity to showcase yourself without any pretence at humility or false modesty. It’s a glowing recommendation of your skills and talents written by the one person perfectly suited to view them in complete and abject subjectivity: you.

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It’s reasonable to believe that 80% of all Internet traffic starts with a search engine. The online marketing environment has become centrally located around the concept of ‘search’, with both organic and PPC strategies being utilised to reach different traffic or ROI goals. Neither of these methods (organic being SEO and PPC being pay per click) can be considered a once - off investment which won’t require long-term attention and maintenance.

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Web 2.0 technologies have impacted the way information is absorbed on the internet. People can now view other people’s videos and photos, read blogs and reviews, as well as get RSS feeds for their favourite blogs, podcasts and video blogs. All these new technologies can also be applied to HR and recruitment.

This is part two of my series, whereby I delve into some more unconventional social media tactics and how they can be used effectively and efficiently in the recruitment process.

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I’ve noticed a number of posts up about ad networks mentioning the words “dying breeds” in conjunction with the phenomenon. I just thought it interesting to draw attention to the figures being reported when it comes to UK media spend on ad networks and the growth of the industry in general.

“Online ad networks operate in one of the most competitive spaces in the digital sector, and often one of the most controversial. But, in spite of their challenges, networks continue to benefit as marketers raise their digital budgets, and recognise the economies of scale networks bring to campaigns.” Linus Gregoriadis, head of research at E-consultancy.

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Everyone I know is involved in some social network in one way or another, whether it is blogging, YouTube, Facebook, Myspace or LinkedIN. Social Media is reaching gigantic proportions and its high time companies jump on the bandwagon because if you don’t, you will be left behind.

Any industry can benefit from the social media revolution and recruitment is no exception.

Society as we know it is changing rapidly and recruiter’s behavior are changing with it. The latest trends in online social networking are not a fad, they are here to stay, all the more reason to watch your step as it’s a tricky territory, and reputation is everything.

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Quality staffing shortages are affecting organisations on a global scale. No one can afford to sit back merely administrating the ebb & flow of employees joining / leaving a company with no regard to what’s going on in between.

Keeping the staff you’ve successfully attracted employed & performing well, should be a priority agenda for both the HR & Marketing departments - with an overflow onto the commercial consumer facing (product or service) brand as well.

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A lot has been said lately about the Disability Discrimination Act and whether or not your website is illegal. What does this mean to your business, how can you find out, what are the implications if your jobsite isn’t compliant and what can you do to fix it? These are questions all business owners with an online recruitment strategy should be asking themselves. More importantly, if your jobsite is non-compliant, that means it is effectively straight employer discrimination, which is even more serious. Would you ever consider adding a “blind people need not apply” to your job ad?

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I suppose I am breaking the first rule of blogging, never blog when youre angry but in my humble opinion people are far too trusting of “studies” and when one this weak gets released it should be commented on.

Taleo, a leading HR software provider, recently published this survey on onrec and quite simply made my blood boil.

Their study was to determine application methods in the UK primarily citing the “fact” that only 43% of jobseekers applied for a job online or through email. I honestly had to check the date but it was the third and not the first of April.

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Are the newspaper and magazine industries reaching their final hour? This question has been raised more and more frequently during recent weeks.

We all know that the trend of a lot more young people using the internet to communicate, meet friends and find jobs is already highly evident and on the rise. Accompanying this is the consequential rise of young people discarding magazines and newspapers as sources for information or jobseeking solutions.

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As someone who works in an online environment, I have this habit of relating a large portion of my ‘in real life’ experiences (what online chatters refer to as irl) to online phenomena or occurrences.

I recently watched a movie called Factory Girl, which rekindled an old interest in the roots of pop art and everything Warhol, so to speak. As a result I’ve been finding some startling similarities between Andy Warhol and some recent views on online vs. traditional print recruitment methods.

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