Creating Google Ads That Score with Job Seekers

Topics: recruiting with Google, Google Ads

Posted by Karl Schneider on Aug 18, 2016 9:00:00 AM

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Google now processes over 40,000 searches every second, which equals 3.5 billion searches per day. Industry experts believe there are 3-4 million businesses using Google AdWords. Are you one of them?

In a prior post, I outline the many great reasons for using a Google AdWords campaign for recruiting. Basically, our clients employ Google AdWords for positions where they know they will have an ongoing need (restaurant, call center) or positions that can be hard to fill (nursing, IT). The goal is to drive traffic on a consistent basis to the relevant page, creating a cost-effective way to keep candidates flowing and to build a pipeline of talent.

The way it works is that Google serves up appropriate ads to viewers based on the keywords they type into the engine. If a nurse types “nursing jobs in Dallas” into Google and your ad is relevant, your ad will be served up to her. However, it’s a little trickier than that, as Google has a complicated way to decide what “relevant” means to seekers, based on several factors.

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The 2 most important analytics for HR professionals

Topics: recruitment analytics, analytics

Posted by Brenda Silver on Aug 11, 2016 9:00:00 AM

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One of the hot-button topics in talent acquisition is the desire for analytics. HR leaders know that real data can help them make informed decisions, and that it will give them the support they need when building a budget, justifying their spend and determining how to create content for their site. There are two basic types of analytics that every HR professional needs to consider:

1. Tracking candidates from source to hire

Imagine being able to understand where the individuals who actually get hired by your organization are coming from. It’s the only way to really know what media is performing and where you should put your dollars. This is, by far, the most powerful metric available to you. When we bring up this topic, these are the responses we often hear:

“We don’t track this information at all.”

Then, you have no idea, aside from anecdotal evidence, where to spend your budget to get the best results. You are essentially making your media selection in a vacuum. Often, what you think is working the best is not. Analytics will open your eyes and allow you to make the right decisions. You might end up saving money that you can reallocate to other important efforts.

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Get the message: it’s a new age of candidate recruiting

Topics: mobile recruiting, text message recruiting

Posted by Laura Turlington on Aug 4, 2016 9:00:00 AM

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In a recent Deloitte study, 78% of mobile users reported that they check their phones within the first hour of waking up, with most claiming to look at their phones within five minutes. And what are they most likely to check first? Text messages. Of course it follows that text message campaigns are now becoming a powerful recruiting option. 

The numbers are impressive.

According to Beyond.com, text message recruiting reports an astounding 97% average open rate and 30% average response rate within the first hour. In a recent campaign, an NAS client, needing to hire for many openings at a Call Center, logged 300 responses in just three hours.

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How to close the deal with great Open House events

Topics: hiring events, open house for recruiting

Posted by Nancy Caputo on Jul 28, 2016 9:00:00 AM

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Open House hiring events have long proven to be an effective option for recruiting. The goal of an Open House is to provide a memorable, productive candidate experience. They allow you to tell your story in person and make a real connection with candidates. It all begins with strategy. What are your goals? What is your budget? Which marketing channels are you using to promote the event?

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NAHCR: HR Professionals Are Feeling the Pain

Topics: NAHCR, RN recruiting

Posted by Jason Rellick on Jul 21, 2016 9:26:26 AM

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I met with dozens of HR professionals at the recent NAHCR conference in Las Vegas, and the message was consistent: “I’m worried about nurse recruiting.” As our conversations continued, I found that these individuals have serious concerns, but are also committed to finding proactive solutions to attract, hire and retain the best talent for their organizations.

What keeps them awake

In a word: nurses. There is a real sense that we are at the epicenter of a nursing shortage, and the talent acquisition community is concerned. During the recession in 2008, many nurses did not feel ready to retire due to economic concerns. They held on – but, now that things are better, they are ready to go.

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