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You’ve likely heard the buzz over Employer Branding. We’ve seen excellent articles detailing the steps to success, as
well as …
Added by Jason Webster on April 18, 2013 at 3:00pm — No Comments
Recently, I came across a book called So Good They Can’t Ignore You – Why Skills Trump Passion in the Quest for Work You Love. In it, Cal Newport, Ph.D from Georgetown University, claims that following one’s passion might very well be terrible advice.
Instead, he feels that we need to leverage our skills, which will then lead to ultimate job satisfaction. Starting with passion, he states, is a dangerous path. What if we are passionate…
Added by Jason Webster on April 10, 2013 at 10:00am — 11 Comments
Ongig believes that one day all job pages will have live interactivity such as a comments/chat feature.
First off, it’s a great experience for the candidate — they get their questions answered (questions that often aren’t answered in a standard job posting).
But it’s great for internal recruiters too — especially for search engine optimization (SEO). Hundreds of candidates Google you and your team and jobs and the more content/text there is on your…
Added by Jason Webster on March 26, 2013 at 8:30am — 2 Comments
Most Careers pages are boring. As we pointed out last month, some remind you of a visit to the DMV. On the flip side, 
some employers do an outstanding job of making their Jobs section…
Added by Jason Webster on March 7, 2013 at 12:30pm — No Comments
I look at a lot of jobs/careers pages.
So you can imagine my surprise when I was perusing the “Jobs” pages of the Forbes Magazine Most Innovative Companies In The World — and found that many of them are sub-standard.
In particular, some of these innovative companies have jobs pages that remind me of the experience I have when I visit the Department of Motor Vehicles…
Added by Jason Webster on February 13, 2013 at 12:39am — No Comments
Several of Social Recruiting’s top thought leaders gathered in San Francisco last week at a conference focused on the latest trends in the field.
The roster of experts ranged from corporate talent acquisition executives, to entrepreneurs bringing new technology, to specialists in the latest techniques in Social Recruiting.…
ContinueAdded by Jason Webster on February 3, 2013 at 12:30am — No Comments
You may have heard of retargeting advertising technology as a hot tool for attracting customers, but one retargeting startup (ReTargeter here in SF) has a person dedicated to helping companies retarget just candidates.
This retargeting-candidate specialist is Armando Gallegos and we decided to pick his brain on using retargeting ads for hiring.…
ContinueAdded by Jason Webster on January 25, 2013 at 12:30am — 2 Comments
I was catching up on email while standing in line at Peet’s in Oakland yesterday morning when the headline for a job description caught my attention:
“Head of Global Recruiting for Facebook”
Wow, we here @Ongig study job ads a bunch — I wondered what…
ContinueAdded by Jason Webster on January 14, 2013 at 3:00pm — No Comments
Some of you have asked Ongig:
“How engaged are job candidates with the next-gen job descriptions you’re building?”
One metric we look closely at is ”average time on page.”
This job description from H&L (aka Handle, Inc./Handl.it) received the highest average time spent on page:…
Added by Jason Webster on January 7, 2013 at 9:30am — 1 Comment
As the “battle for talent” heats up in 2013, the buzz will be about the hot trends in Social Recruiting: Employer Branding, Mobile Engagement, Social Sharing, Talent Communities, and Recruitment Videos.…
Added by Jason Webster on December 28, 2012 at 12:34pm — No Comments
Ever wonder where all the traffic to your job postings comes from?
On the heals of last week’s piece on The 5 Things Everyone Should Know About SEO in Job Descriptions, Ongig took a look at our last 100,000 visits to the “social job descriptions” we help power for our employer users (and thus have visibility into via…
ContinueAdded by Jason Webster on December 10, 2012 at 4:30pm — No Comments
No one but Larry and Sergey know the secret sauce in Google’s algorithm, but there are 5 principles to help you “think like Google” that will help your SEO (search engine optimization) for your job descriptions.
Let’s start at the top: the URL.…
Added by Jason Webster on December 4, 2012 at 11:30pm — No Comments
[From Ongig.com]
According to ERE.net roughly 30% of all hires come through a referral. A referral pipeline can be easier to build in the early and mid-stages of a company’s growth. People are attracted by the opportunity to get in early and have an impact.
As your company grows, the referral pipeline can be…
ContinueAdded by Jason Webster on November 28, 2012 at 2:30pm — 2 Comments
The traditional recruiting approach is to hire a third party recruiting firm or individual recruiter who writes boring job descriptions, throws “hail mary” listings on job boards and works their network.
There is nothing wrong with this, but if you want younger, tech-savvy employees, I believe you need to go to Facebook: home of 1 billion people!
Here are 5 companies that are leveraging their Social Recruiting efforts by doing a good job with their Facebook Careers pages. All…
ContinueAdded by Jason Webster on November 20, 2012 at 10:00am — 2 Comments
We’re still in the early days of social recruiting but we have some data to share on Facebook Likes on job descriptions.
We perused the analytics for our jobs (the ones that had dependable data) and want to share the following #s:
Added by Jason Webster on November 12, 2012 at 3:30pm — No Comments
[From Ongig.com]
It is superior to use pictures rather than just words when communicating a message — this is an application of “The Picture Superiority Effect". In this article, I’m gonna co-opt it for us recruiters and call it “The Visual Recruiting Superiority Effect” or “Visual Recruiting” for short.
But first, some advertising/design/recruiting…
ContinueAdded by Jason Webster on November 4, 2012 at 11:20pm — 3 Comments
Every Monday morning brings new opportunities, as well as some old problems. As you look at your week, mark off 1-2 hours to work on your long-term social recruiting strategy. This effort will help you construct better inbound candidate lead generation. When a recruiter starts to think about "social recruiting", it is easy to become overwhelmed with determining when and where to start. Try to keep it simple, and take one step at a time.
The first thing to establish is time.…
ContinueAdded by Jason Webster on September 11, 2012 at 10:00am — 5 Comments
As posted on SocialRecruitingReport.com:
There are a multitude of channels available for recruiters as we enter 2012. While this shows progress for the industry it can also cause confusion, inefficiency, and a tendency to rely on the wrong sources to find talent.
It should be clear in 2012 that even the most intricate technology cannot replace the personal nature of recruiting. The process of…
ContinueAdded by Jason Webster on January 17, 2012 at 11:00am — 1 Comment
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