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July 30, 2007

What is Recruitment SEM – Search Engine Marketing?

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You may or may not have noticed our home page and title of our home page has changed to reflect the words, Recruitment SEM Search Engine Marketing, and I thought I should describe what this really is. I was doing some research on the internet regarding this, and I couldn’t really find much. I did find one article/presentation that was presented by Peter Weddle and sponsored by Yahoo Pay Per Click, but that’s more to promote buying keywords on Yahoo rather than explaining what Recruitment SEM – Search Engine Marketing is all about.

First let me start by explaining what Recruitment sem– Search Engine Marketing is not.

• TV Advertisements
• Billboard Advertisements
• Newspaper Advertisements
• Job Board Postings
• Career Websites
• Applicant Tracking Systems

Wikipedia describes Search Engine Marketing as the following:

Search Engine Marketing, or SEM, is a form of Internet Marketing that seeks to promote websites by increasing their visibility in the Search Engine results pages (SERPs) and has a proven ROI (Return on Investment). According to the Search Engine Marketing Professionals Organization, SEM methods include: Search Engine Optimization (or SEO), paid placement, and paid inclusion.[1] Other sources, including the New York Times define SEM as the practice of buying paid search listings, different from SEO which seeks to obtain better free search listings.

Essential recruitment sem– search engine marketing is the combination of recruitment, and recruitment SEM– Search Engine Marketing to increase your visibility, return on investment and decrease your cost per hire.

Why is all of this important? The declining numbers of qualified candidates is leading hiring managers and recruits to take more ingenious approaches to reach passive candidates as active candidates aren’t enough to fill the void. Recruitment SEM– Search Engine Marketing bridges the gap of employers trying to reach passive candidates where they spend time online reading about their job or industry. It allows a one to one marketing (if done correctly) relationship to reach the people you want to, while capturing metrics of how and where you have reached these candidates unlike offline marketing.

Here are a couple of benefits of Recruitment SEM– Search Engine Marketing.

• Targeted keyword advertising to reach passive candidates
• Geo – Location targeting to reach passive candidates locally or globally
• Keyword metrics to understand who your capturing
• Detailed analytics to understand what to do and not to do
• Increased employment value proposition
• Serve job ads to people searching your competitors

If you not utilizing Recruitment SEM– Search Engine Marketing than you should start quickly, if you are make sure you are doing all your homework on products, services, analytics or just Hire Us!

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July 18, 2007

Can A Doctor Mow Your Lawn?

The answer to this question is yes, but is it the best use of his time?

I have to laugh when we do proposals for companies and here is a case in point. We had a company that wanted a HR SEO proposal as they are in business of RPO, Sourcing and automated talent sourcing. So the premise/proposal was for them to reach talent managers, sourcers and hiring managers when they would type in keywords into search engines.

So I set off and created an HR SEO proposal for them so their site would show up in Google, Yahoo etc in the organic search so that people could find them and engage them to hire their recruitment sourcers. I knew I was in trouble when the woman who was my new contact (as I was dealing with the CEO) said I handle all the marketing for the company and I have no idea what you talked to the CEO about. So I gave it a shot anyway. Created, the proposal and sent it off. Couple of days go by and no word so I call up my new contact and they inform me that the design company that created their site was going to handle the seo work for it.

So here is where the Doctor reference comes in. Now I have no idea about this design company however wouldn’t you hire an expert in your field that has proven results instead of going to someone that does design work? Instead of hiring a doctor to mow your lawn wouldn’t you hire a gardener? The best course of action would be to hire an HRSEO expert to get great seo results for your career page for you. If you type in the word name sourcing, phone sourcing or resume database mining into Google your going to get our company Sharkstrike.com shouldn’t that be one of main factors in your decision making when hiring an HR SEO company is results?

Here is another good article I read about hiring an SEO Consultant. Enjoy, and remember a doctor can mow your lawn!

Jon Rognerud: Search Engine Optimization
Hiring an SEO Consultant
Don't outsource your search engine optimization without asking these 10 questions.
By Jon Rognerud | July 10, 2007

Finding and hiring an outside firm or consultant for your SEO can be daunting. In today's marketplace, a professional search optimizer is a combination of copywriter, web designer, product designer, developer, marketer, advertiser, analyst and entrepreneur. It can be hard to find someone with these qualifications, and if you're running a business, you may not have the time.

So how do you determine if a firm is selling search marketing snake oil? To select the best organization, you should first look to yourself. If you feel uneasy about anything they tell you, if they don't call you back, or if all you get is a sales pitch, it may not be a good match.

It's important to know that some firms use questionable tactics to sell their services. They might have purchased a lot of domains, applied scraped content and created link structures solely to showcase their projects. They may charge you for so-called "secrets." Avoid these deceptive companies at all costs. In a worst-case scenario, you could go from a page one ranking today to a complete ban from search engines tomorrow.

Content Continues Below

To avoid that, here are 10 things to ask a potential SEO consultant or agency.

1. What ranking guarantees do you provide?
If the answer is anything but "none," look elsewhere. You might tell them you heard a page one ranking can't be guaranteed, since nobody owns the search engines, except search companies. A superior search firm may add that while ranking is important, keyword research, relevant traffic and a steady increase in traffic that turns into sales are more important. Don't be dazzled by hype, a known brand or a professional-looking site. Stick to your guns, ask questions and get references.

2. Are you going to make changes to my website?
Changes are crucial for SEO, especially changes to content and structure within your site. If you have a lot of graphics, flash and complex navigation with pull-down menus and hierarchical trees that spiders can't follow, you have a serious problem. Visit some of the sites they have optimized and see what SEO tactics they have applied. Conduct keyword research using the free tools at Overture suggestions and think about content you could write for your website today using popular, searched keywords.

3. What is your approach to linking?
Link programs are key to long-term success using SEO. PageRank, a site voting system from Google, was created to measure importance via link counts (the number of links pointing to you) and link reputation (what the links say about you and your keywords). If you hear about proprietary link programs and custom software, find out if the firm belongs to or uses any FFA (free for all) link exchanges. Honest SEO companies will let you see every step of their approach, including weekly update lists for links. They should provide a detailed link analysis and tell you where your competition stands and what steps they would take to get links from topical sites, directories and social networks. It's difficult to determine the number of links required, but the firm should provide competitive link research and analysis.

4. What reporting and overall communications will I receive?
A professional SEO firm will have a workflow in place for client/vendor deliveries and overall expectations. Depending on the type of project, more work may happen in the earlier months, but it's still very import for you to understand all changes, when they are applied and for what reasons. You should receive ranking and analytics reporting weekly, monthly and quarterly. The most important thing is that you understand the reports and that the strategy is being applied and adjusted. SEO takes time and is a never-ending task.

5. What does your pricing model include and what other services do you offer?
The firm should provide a clear description of deliverables and pricing up front. Many make this an evasive exercise, but it should be clearly explained and not "sold." Professional firms will show you how value and ROI go hand-in-hand. Some firms only provide SEO services; others provide PPC, web analytics, multi-variate testing, e-mail marketing, social media optimization (blogs, videos and podcasts), linking and more. A company that provides more complete search marketing services could help you save money by serving as a one-stop shop.

6. Why is your own PageRank low?
Sometimes SEO websites display a lower PageRank, but appear very well put together with a sound design and relevant, useful information. It could be a new site or a recent domain shift. Or the owners may be busy building client sites rather than optimizing content and working on link strategies. It doesn't necessarily mean you're dealing with people that aren't experts.

7. Who are some of your competitors?
An honest firm will share the competition and provide details. If the pending relationship isn't a match, they might even refer you to another SEO firm. That isn't as common, however, unless a partnership or referral arrangement has already been established.

8. What are your qualifications?
Time in business doesn't necessarily mean better SEO; you'll have to decide for yourself. But learning about the staff and their qualifications and certifications, such as Google Advertising Professional, can help. Some firms specialize in certain market segments, which could benefit you.

9. Can you provide references and successful rankings?
Testimonials from clients are a great way to find out about your potential vendor. Much like when selecting a doctor, plumber or gardener, word of mouth is powerful. Their list of successful rankings should have traffic for relatively common terms. A low search count per keyword doesn't necessarily mean poor traffic, especially if the firm focuses on the long tail strategy.

10. How much will the traffic results cost and when can I expect to see them?
Price alone can't determine quality SEO work. You may see packages for $200 to $300 per month and some that are several thousands of dollars and higher. But you often get what you pay for. Traffic can be generated quickly depending on your niche keyword choices, saturation in the marketplace and competition. Make sure they aren't talking about pay per click.

Now that you know what questions to ask a potential SEO firm, here's a question you should ask yourself:

Will I be a good partner?
As a client, you have responsibilities as well. If you ask for everything up front, are overly cheap, can never make a decision and don't sign contracts on time, you're not being a good partner. If you put a lot of pressure on your SEO vendor for a first page ranking of all your keywords in a short period of time, you may have false expectations.

Experienced firms will educate you about the process and will get you top positions; it just takes time. As the sponsor, you should be ready to commit some of your own time, support the project and help push the recommended changes. This can be done by building a detailed discovery, analysis and SEO strategy document on day one.

Hiring a firm has its advantages, including diverse experience, a network of resources, quicker rankings and time savings. On the other hand, if you keep SEO in house, you can retain control, learn faster and save money. It's a matter of evaluating whether you have the time and knowledge.

Jon Rognerud is a recognized authority on the subject of search engine optimization and has spent more than 15 years developing websites and marketing solutions at companies like Overture and Yahoo!. His website,www.microsaw.com, provides a wealth of informative articles, resources and complimentary e-mail courses on everything you'll ever need to know about SEO and search marketing.

July 16, 2007

CareerMetaSearch.com™ Integrates Resume Database with infoGIST™ Platinum Recruiter

BOCA RATON, FL July 16, 2007 — CareerMetaSearch.com™ (www.careermetasearch.com), the world’s leader in passive candidate search, has launched its resume database in conjunction with integration with infoGIST™ Platinum Recruiter, an Internet recruiting productivity product from Intelligent Algorithms.

“Our resume database launch will give recruiters and talent managers the opportunity to search resumes from our database that we have sourced from candidates from all industries across the United States”, said Jason Gorham, CEO of CareerMetaSearch.com.

“Our partnership with infoGIST™ gives us access to recruitment sourcers and talent managers that utilize infoGIST to source resume databases. Since infoGIST™ is OFCCP compliant, we felt that it is a great way for our customers that need to be OFCCP compliant to be able to source our resumes.” said Gorham.

“The CareerMetaSearch.com resume database is an accumulation of resumes sourced via our Push Posting 2.0 technology as well as our Job Boomerang job distribution service that pushes jobs out to 10+ job engines throughout the US and India.”

“With the addition of CareerMetaSearch.com as a searchable site, users of infoGIST™ Platinum Recruiter can further increase their productivity by searching CareerMetaSearch.com in conjunction with other Internet sites” said Ken Fox, CEO of Intelligent Algorithms.

About CareerMetaSearch.com™
CareerMetaSearch.com is the world’s leader in “passive” candidate search technology, enabling enterprise class employers and recruiters to find the best qualified technology, executive and finance candidates, faster and cheaper than conventional job-boards such as Monster or Careerbuilder. For more information regarding CareerMetaSearch.com, contact pr@careermetasearch.com or 800-897-7016 or visit us online at www.CareerMetaSearch.com.

About Intelligent Algorithms
Intelligent Algorithms, makers of infoGIST™ Platinum Recruiter, is an industry leader in providing Internet recruiting productivity solutions to recruiters in both corporations and executive search firms. For more information, including how you can download and try infoGIST™ Platinum Recruiter for free for 3 days, visit us online at www.infoGIST.com or contact a sales consultant at 1.800.547.9117, extension 203.

July 11, 2007

CareerMetaSearch.com™ Gets a New Face Lift

BOCA RATON, FL July 11, 2007 — CareerMetaSearch.com™ (www.careermetasearch.com), the worlds leader in passive candidate search, has changed it’s website design to reflect it’s position to talent managers and recruitment professionals to reach more passive candidates in a timely fashion.

“Our new site design really allows our potential customers to understand our value proposition as a passive candidate search leader and it gives them an insight for the product solutions we can offer struggling recruiters, hiring managers, and companies to source and find passive candidates, said Jason Gorham, CEO of CareerMetaSearch.com”

“Global employers are struggling to recruit quality passive candidates who can be plugged into their organizations and be productive, our recruitment solutions relieve these pains. Hiring managers, staffing leaders, and talent management professionals utilize our services to staff those hard to fill roles that traditional job boards such as Monster or Careerbuilder can’t fill.”

By offering solutions such as recruitment advertising, name sourcing, name generation, recruitment, and search engine marketing, we are able to reach all passive candidates via online sourcing and offline sourcing to provide exceptional candidates to our clients, said Gorham.

About CareerMetaSearch.com™

CareerMetaSearch.com is the world’s leader in “passive” candidate search technology, enabling enterprise class employers and recruiters to find the best qualified technology, executive and finance candidates, faster and cheaper than conventional job-boards such as Monster or Careerbuilder. For more information regarding CareerMetaSearch.com, contact pr@careermetasearch.com or 800-897-7016 or visit us online at www.CareerMetaSearch.com.

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July 1, 2007

Recruiting Industry Disruptor Awards Gets First Sponsor

I would like to welcome and thank Recruitingblogs.com for being our first award sponsor for the 1st Annual Recruiting Industry Disruptor Awards Recruitingblogs.com has chipped in with a one year subscription to the Fordyce Letter as a prize.

Thank you to Jason Davis for this.