HR Human Resources Search Engine Online Marketing SEO
* HR SEO Paid Search Campaigns – These are paid HR Search Engine Marketing campaigns we run for clients in order to drive traffic to job postings or career pages. These are optimized bids based on keywords budgets. You should spend around $1500 – $3000 per month in media costs if you want to see any real results.
* HR Natural / Organic Search Campaigns– This is a far more complex project for high natural Search Engine results. Here we create HR “marketing” websites that are text-driven, with a heavy dose of keywords. These HR websites link back to the corporate career pages of our clients. Meantime, both the career pages, the HR “marketing websites” and the job postings have all been optimized including alt tags, keywords, meta tags and links. We then take the final step and use WEB CEO to submit our many optimized pages to search engines. This is typically a 6 week project involving the purchase of many domains, setting up links and content and submissions. Minimum 12 month contract. Organic HR search campaigns take time to build. Keep in mind all newly registered websites are automatically in the “Google Sandbox” for the first 90 days so we lose 3 months just waiting for Google to index these HR Marketing websites.
* HR Recruitment Blogs – Microsoft, PWC, Verisign and host of other forward-thinking HR organizations are starting to realize the true power of recruitment blogging. What is it? Well, lets just say it is a blog (much like this one) whereby recruiters can post threads / messages in a uninhibited forum about a wide range of topics. These topics are typically related to the companies they represent but it is certainly not a PR campaign or another tactic to broadcast job opportunities. In fact, good recruitment blogs hardly mention anything about recruiting, jobs or opportunities. The best known example is Heather Hamilton’s blog. Her blog has sourced many (I’m not sure of the amount) passive yet qualified candidates. Keep in mind that good blogs are very free flowing, allow comment responses and are NOT official / tow the party line journals. That is what scares most employers. Oh no! An employee of ours is speaking his/her mind FREELY on the internet! Yikes! Additional fees apply if the archives exceed 200MB.
* SMS Text Messaging Job Alerts – MobileWirelessJobs.com now offers candidates the opportunity to receive important, time-sensitive SMS Text Message Job Alerts to keep vital offline events fresh in their minds. These events can vary from Career Open House (by invitation only), Interview Requests, Featured Job Alerts, Job Fairs to important, un-publicized career networking events. The Mobile Wireless HR community must be doing something right because candidates can truly leverage mobile technologies to keep abreast of these offline events. Pricing depends on the size of the SMS Text Messaging List.
* HR Email Marketing – Jobster is probably the best at this. They blast out e-invites to thousands of us in the HR community with special promotions, notices, etc. What our clients are now realizing is that they must now act as Direct Marketing companies instead of reactionary paper pushers. Talent is not going to just walk through your door because you post a job or a help wanted print ad (unless of course, you have an impeccable worldwide corporate reputation or you’re entertainment company). But for the rest of us, its a tough battle to find good people. Most of our clients are hardly familiar with the Direct HR Email Marketing methods. Pricing for this depends on the size of the email list, the segmentation of the email list and the creative design involved in the email.
* MySpace / Yahoo Groups – say what? Myspace? Isn’t that for kids? Or record labels trying to create a buzz about a new artist? Uh no. These sites are very useful for recruiting. Yes – HR….RECRUITING! Our clients are now seeing the benefits of social networking through the creation of real online communities. We help our clients build content, forums and offline networking events through the use of MySpace. Everyone says the buzzwords “social networking” and immediately Jobster, Linked In and Plaxo come to mind. Yes these sites are great for building online employee referral programs but MySpace is far more potent for recruiting with far less restrictions and much greater flexibility with regards to multmedia.
* RSS Podcast Resume & HR Corporate Videos – Ah yes, Net Video for recruiting. Its a two way street you know? Lets start with Candidates. Think of the Podcast Video Resume as a canned interview. This is your chance to get seen by employers before the traditional resume candidates are even considered. With your Podcast Resume Video, you won’t simply rehash your text / paper / MS Word resume, but rather succinctly detail your unique qualifications in your industry.
Here are some Candidate Podcast tips:
Don’t simply rehash your normal resume
Include only your first name and hometown. Do not include any other contact details.
Discuss how you’ve overcome work challenges and include the specific challenges you faced and your unique solution
Discuss how many direct reports you may have managed or projects you were given (backed with numerical data)
Discuss what budget(s) you were responsible for
Discuss why you feel that position you seek is the right fit for you
Discuss the size of the company you’ve worked for in the past, the size of the accounts you’ve managed and the results you’ve produced. Provide numerical data. Don’t just speak in general terms.
Incidentally, if we get one more email about the EEOC and racial profiling, discrimination or any other BS related to Net Videos just because you can see the candidate visually before Employers invite them in for a live interview…I’m going to lose my mind. No, this is not a deterrent. If the company discriminates because of age, sex or race then they should be prosecuted by the fullest extent of the law.
This is a time-saving measure to truly evaluate a candidate’s mannerisms, speaking ability, confidence, education, work experiences and knowledge of their field. Any evaluation beyond that is plain dumb recruiting. On the Employer side, our clients are now using Net Videos to sell their opportunities more effectively. But keep in mind, this is NOT an online corporate brochure. Our clients realize they need to speak to a very select group of people, typically located within a 25 mile radius of their facility. They must address the needs and concerns of their prospective employees and not treat this as a platform to boost their own PR agendas. We take extreme care in helping clients say the right thing in these videos. These are almost like personalized Video invites. One day (in the very near future), these videos will be so common all employers will have them. And yes, you don’t want to create just one web video.
Visit http://www.hronlinemarketing.com for more information and contacts
