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Irish Recruitement Blog

What is the best social media traffic for your recruitment web site?

More job seekers applying to the jobs advertised on your recruitment web site is what every recruiter dreams of (and asks me to do for them). Being listed on top of Google search results is important but the referral traffic from the social media sites is growing rapidly. If you manage your presence on the social media sites you have most likely seen something like 100% growth of the referral traffic from the social media sites in the last 12 months. Google is aware of this and have recently introduced a detailed analysis of the referral traffic from the social media web sites in their Google Analytics product.

What social media site will bring you the best visitors and the most job applications?

Pages visited on a jobs board web site from LinkedIN Facebook and Twitter.png

The best way to start looking at it is by the number of pages the visitors from each site look at on your site. Here is a chart I have compiled from number of recruitment and job sites that shows very interesting and quite unpredicted data. The visitors to the job site that came from LinkedIn open only 2.13 web pages on the job site on average. The Facebook referral traffic is slightly better with 3.3 web sites opened by the visitors that came from Facebook. Twitter is the largest surprise here. The average visitor from twitter opens 7.74 web pages on a job site! 

More pages seen on a recruitment site mean more applications for your jobs!

Without entering into a deep discussion why do visitors from LinkedIn open almost 4 times less pages than the visitors from Twitter, it is quite likely that you will get an application from a visitor who have seen more pages. Why? Most of the pages on a job site, careers site or a recruitment agency web site are the pages with jobs currently on offer. The more jobs seen the more likely is that the job seeker will find something interesting to apply for.

Do not tweet your jobs!

If a visitor from twitter opens almost 8 pages on your recruitment site, you can rest assured that he will find the job he is looking for on your site. Tweeting a single job in each tweet has a low rate of matching the interest of any single job seeker. Tweet something that catches the attention of any (relevant) job seeker. Industry news, salary surveys, skills in demand or something funny bordering on provocative in most cases has the highest click trough rate (on Twitter). With on average almost 8 pages viewed from the visitor from Twitter, you can be sure he will find the job to apply for as well on your web site. 

Remember, a visitor from Twitter will find your positions advertised on your recruitment web site. Tweeting and re-tweeting your jobs is more likely annoy them more than if you fill the twitter stream interesting data (published on your site!). They will find your jobs when they visit your site. 
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Recruitment SEO

The Recruitment Un-conference #truDublin starts tomorrow. The #tru is my favourite recruitment conference and I tend to attend it whenever I can. Wherever it is. @BillBoorman is the founder and the organiser. Bill is unique and simply great at what he does. He also gets a local help wherever he takes the #tru conference. The #truDublin is organised by Jonathan Campbell @socialtalent and to be honest, I couldn’t think of anyone else who would do the job better than Johnny!

So far #tru was in a long list of cities, and I had the pleasure to attend quite a few of them. After the #truDublin we go to #truBudapest next where  Balazs Paroczay @TheBalazs is a local organiser.

I usually lead track that is related to SEO. In the last few years the SEO have been changing at the very fast pace. I just realised how different those discussions have been on the different conferences. In fact thinking back about what we have been doing just a couple years ago is completely irrelevant and we actually do the opposite today. And still call it the same: “The SEO”!

On the #truDublin this week I lead a track called: Recruitment SEO.
What it really means today is:
  • Search engine optimisation (SEO) of your recruitment agency web site
  • SEO of your Company Careers web site
  • SEO of your recruitment blog Impact of the HTML5 on your web site
  • SEO 10% of web traffic is mobile. What is different with mobile SEO?
  • Google+ products that (drastically) effect your SEO How social media affects your SEO post Panda, Penguin, Zebra and other Black&White Google updates
  • OAuth
  • … and a few more secret toppics you can hear about on #TruDublin “Recruitment SEO” track.

What the Recruitment SEO track is NOT about:
  • How to tweet your jobs to increase your SEO?
  • How to post your jobs in your Facebook to increase your SEO?
  • How to Post your jobs in LinkedIN status updates to increase your SEO?
  • How to publish your videos on YouTube to increase your SEO?


What the Recruitment SEO track is definitely NOT about:
  • iPhone recruitment apps
  • Android recruitment apps
  • Mobile versions of your web site


If there is anything else you would like me to cover – just let me know either in advance, or just shout tomorrow.

Hope to see you there at #TruDublin Recruitment SEO track!
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Recruitment using Social Media

Social Recruitment – where are we today?

Most recruiters cannot even envisage the scenario where their jobs would be posted to their Facebook and Twitter, and especially on LinkedIn. Their Facebook profiles are in most cases private. They network with their friends and family there. Twitter is actually a social media tool that recruiter try to avoid if at all possible. It is just a bit too simple. 140 characters to say something meaningful? Not likely. Saying it in public, to both my candidates, clients and competitors? Definitely NOT! That is actually the main reason that sourcing on twitter works best out of all social networks. Recruiters simply don’t use it. So a few that do – have plenty of candidates to choose from. You would like to be the only recruiter with the full access to the Monster CV database, would you?

When recruiters push themselves (or get pushed by their manager) to start posting their jobs to the social media, it usually have no impact on their work. Why? Simply because they do it wrong. How wrong? Well completely wrong. What they do is just what they got set so it is done for them automatically. Like the link to every new job gets tweeted by their Twitter account. Of course no one but a plethora of SPAM-ers and robots follow them. There is absolutely no reason to follow someone’s Twitter account that just publishes jobs. Perhaps the only ones who would find any use of it are the competitors. They can check on you – what are you up to, by subscribing to your Twitter account. The same is with Facebook. The same is with LinkedIn.

Sourcing in Social Media?

You might as well speak French. Or Boolean. Or Klingon. The majority of recruiters would not be able to tell the difference between Boolean and Klingon. And why is Boolean different in Google, Bing, LinkedIn, and your own CV database search? Why can’t there be just one Boolean? Why is there a Boolean at all if it’s different in every single place I use it? It is like Klingon that has a very strong accent? Like a Dub talking to a someone from West Cork.

Recruitment and sourcing specialists and trainers train recruiters on how to use advanced tools on top of the social media products, where the average recruiter doesn’t really understand the underlying products at all. How to generate twitter lists does very little to a person who doesn’t really feel the urge to tweet and build his followership. Again the vast majority of recruiters simply do not want to tweet, full stop. Will they ‘Engage’ and build a ‘Talent Community’? Absolutely not! They hate the whole idea of ‘exposing’ themselves online. Recruiters are more comfortable with the word ‘Confidential’ than ‘Share’. Recruiters do not really ‘Share’ anything. Recruiters do not ‘Like’.

That is why a few recruiters who do the opposite are so successful! The way we communicate is changing. A few years ago I would call a few friends and we would go out. Today I ‘Publish’ where I am, and others follow. Note the difference – today there is less planned – it is real time. I checked in here. I am here doing this and that. Others follow, or I follow them. Today we live and work where the information is freely available in real time. Not using it for the recruitment is like deciding not to use fax, email, job boards, or whatever revolutionised the recruitment.

Real time, local and hence mobile. Those are the attributes of the future recruitment process.
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Jobs Board, a proud sponsor of the National Recruitment Federation 5th Awards 2011

Jobs Board sponsored the National Recruitment Federation 5th Industry Awards 2011 ceremony in the Shelburne hotel on November 25th 2011.
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Jobs Board - The Irish Recruitment Network

Jobs Board enables recruiters to reach to job seekers that simply do not go to the job sites any more, while still making sure the others who still use job boards are reached to as well. It enables a recruiter to post to the main social media sites and all the Irish job sites
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