How to Use Content Marketing to Target Candidates on Your Career Site - Workology

How to Use Content Marketing to Target Candidates on Your Career Site - Workology Why Not Your Company Career Site? Youve probably heard the saying that content is king. When it comes to digital and the internet, content drives traffic, makes your website sticky and increases brand recognition, loyalty and sales. With the recruiting function looking more and more like marketing, it’s no wonder that what works for marketing pros could work for our industry too. Content makes sense in marketing and there’s no doubt that it can also help drive qualified candidates to your company career site, engage them and increase the likelihood that they’ll ultimately apply to apply for a job posting. Why Not Your Company Career Site? Many in the talent acquisition industry know how important a career site is, but still focus on their web presence outside of the company career site missing an  opportunity to create  engaging candidate content. Ive said before that the heart of your recruiting efforts is your company career site:  76% of candidate prefer to apply directly on the company career site. What you may not realize is that it’s more than a place to share open positions and use employment branding. Its a destination where  your candidate will commit the ultimate buying decision applying  for your job posting. You, as the talent acquisition leader have the power to make your company career site a place where candidates want to spend time and revisit. Its  already the center of your recruiting universe, but good content can elevate it and make it a dynamic, ever-changing entity that candidates don’t just visit once. The Challenge of Content in Recruiting Like most marketing efforts, content is a long term, qualified candidate strategy. To really differentiate yourself, you have to create three types of content, including 1) company information, 2) keyword heavy content, 3) and differentiators that resonate and effectively reach your qualified candidate audience. If there is one thing Ive learned in my 9+ years of writing and blogging on the internet, its that content is a long term strategy and, when it comes to your career site, involves mix of education and resources that speaks to your company culture and employer  brand. Content takes time to build. Its the reason that internet marketing is so challenging and why companies in the HR and recruiting technology space spend millions of dollars developing interesting content in multiple mediums just to have the opportunity to reach and resonate with you in the smallest way. Because that small connection garners trust and trust is the key to any type of relationship, whether its seller and buyer, or company and candidate. The key to creating content that resonates with candidates is  leveraging your companys most trusted subject matter experts on the employment process and experience your employees. According to the 2016 Edelman Trust Barometer, employees are the most trusted representative of any organization. They are looked on more favorably than CEOs or journalists. Its important to weave their personal experiences and stories into your content strategy, which should  use  multiple mediums including video, graphics and long form content like blogs to reach candidates in  different ways. How Content Reaches Qualified Candidates In recruiting, lead generation happens when candidates sign up for your job alerts or email newsletter, apply for a job, attend a career webinar, or become a member of your talent network or community. You can make all this happen by simply providing content that people need. Your content strategy for increasing traffic and leads should cover three important areas. #1 Provide Resources Anticipating Candidate Questions and Needs First of all, it should be content that candidates want and need. If you know what candidates are searching for, you can make sure you’re on the other end of that search. This means providing resources that don’t directly serve your interests such as a job search guide, resume tips and interview tricks. Or it could be  answering common candidate questions in  a series of short, Snapchat-style videos. Your content strategy should  use mediums that are familiar to candidates. This will help you  build trust in addition to anticipating their needs.   #2 Timely and Consistent Content Secondly, your content should be timely and consistent. The most effective way to continually drive traffic is to continually produce content. This might be a weekly podcast or a twice a week blog on your career site. Ideally, you’d have two to three blog posts a week, a new job-seeker resource monthly, and supplemental resources such as videos, webinars and podcasts bi-weekly. #3 Leave Your Candidates Wanting More Finally, your content should be sticky and convert your readers or viewers. It should leave them wanting to know more, so theyll venture over to your job search page  after consuming your fresh content. Always include some type of call to action, but keep it natural. Dont have  forced request to view open positions. Content is a powerful force. Make the most of it and use it to increase the impact of your company career site. You dont just want any web traffic. You want the right traffic. And while  probably have plenty of candidates applying for roles, most of them are unqualified. Thats the real secret of  creating targeted content its  designed to drive a very limited number of web visitors, rather than the masses. You want to engage a small and very specific group of candidates and great content can do that.

10 Great Manager Traits

10 Great Manager Traits 10 Great Manager Traits Incredible administrator characteristics can't be found in each director or worker you meet. At the point when you go over a representative or administrator with these extraordinary qualities beneath, begin building up your business, group, and vocation close by them. Try not to release them! 1. Persistence Incredible administrator attributes like persistence have gotten progressively significant as of late as the world has gotten increasingly associated. We manage new individuals, changes, assessments, and difficulties consistently. The last individual you need dealing with a group is somebody who seems to be fretful and sets out toward the closest exit at whatever point times get troublesome. 2. Clairvoyant forces (not really...but close) I am not talking administrators with a precious stone ball. I am alluding to chiefs who appear to be ready to foresee what's to come. They recognize what will occur next in business and make moves to stay with the solid. The executives qualities like this one mean realizing how to proactively stay with your representatives and arranged for applicable changes. 3. Character Directors who need character regularly appear to have no ethical compass and sketchy morals. They are effortlessly convinced by more grounded characters, dread defending what they accept is correct, and deceitful. Chiefs with solid character will be there for you when you are correct. They will take care of you when you are incorrect. Extraordinary directors with this quality comprehend ensuring the master plan and can be believed when settling on intense choices. You can generally depend on them for help until you begin lacking character yourself. 4. Readiness Times and innovation change quicker than any time in recent memory. Extraordinary administrator qualities like readiness mean a supervisor can deal with change. These directors don't do things since that is the way things have consistently been finished. Managers with spryness likewise realize how to think and react quickly. They consider some fresh possibilities when required and can do as such immediately. These chiefs are generally exceptionally imaginative, as well. 5. Capacity to execute Extraordinary thoughts and persuasive abilities are a certain something. Incredible supervisor attributes like the capacity to execute separates sparks from issue solvers. Detecting an issue, distinguishing it, and thinking of thoughts is simple. Getting arrangements going is the quality of each incredible director with the capacity to execute. 6. Inspirational disposition The extraordinary chief attribute of an inspirational demeanor implies having supervisors with an incredible point of view on life and business. Their outlook is solid since they think and carry on steadily. Indeed, even on days when they are not feeling positive, you can't tell since they know, In the event that you can't change something...change your demeanor. 7. Extraordinary at Prioritizing Extraordinary administrator characteristics like organizing mean understanding the contrast between comprehending what necessities to start things out, and all the more critically, how to disclose needs to other people. Administrators I have had in the past with incredible abilities at organizing regularly made statements like, On the off chance that we don't do this first...that will never occur. They were clarifying the chain of occasions brought about by appropriately organizing. 8. Compassion Extraordinary directors comprehend working environment feelings are consistently in a condition of transition. Workers stress over fizzling, not getting enough affirmation, not accomplishing objectives and numerous different things. An extraordinary chief characteristic is to spot what needs consideration, show concern, and help representatives through it. Along these lines they will be progressively beneficial at work and feel upheld. 9. Genuineness OK rather have an administrator lie to you, or let you know precisely what's going on? Trustworthiness is an incredible attribute on the grounds that the present reality stresses a lot over being excessively hostile. Actually truth harms, so it takes quality, to be straightforward regardless of whether the outcomes are negative. This doesn't signify fierce genuineness. Being mercilessly fair is a way people can utilize reality to offend someone. An incredible director characteristic is knowing how to come out with the simple truth of the matter while staying valuable and gainful. 10. Responsibility I spared my preferred extraordinary chief characteristic for last. Directors with responsibility are reasonable and adjusted individuals who can let you know precisely what they fouled up. They can mention to you what you fouled up, as well. What they will never do is unjustifiably appoint fault to individuals. They know considering yourself responsible for your own activities is a key advance to discovering answers for issues. In particular, the board attributes like responsibility come off on workers sooner or later prompting a staff loaded up with fruitful administrators! For some not very good characteristics of chiefs, look at the 5 Bad Manager Traits to Avoid. 10 Great Manager Traits Extraordinary administrator attributes can't be found in each chief or worker you meet. At the point when you run over a representative or director with these extraordinary attributes underneath, begin building up your business, group, and profession close by them. Try not to release them! 1. Tolerance Extraordinary chief attributes like tolerance have gotten increasingly significant lately as the world has gotten progressively associated. We manage new individuals, changes, feelings, and difficulties consistently. The last individual you need dealing with a group is somebody who appears to be restless and sets out toward the closest exit at whatever point times get troublesome. 2. Clairvoyant forces (not really...but close) I am not talking supervisors with a gem ball. I am alluding to chiefs who appear to be ready to anticipate what's to come. They comprehend what will occur next in business and make moves to stay with the solid. The board characteristics like this one mean realizing how to proactively stay with your representatives and arranged for important changes. 3. Character Directors who need character frequently appear to have no ethical compass and faulty morals. They are effectively convinced by more grounded characters, dread going to bat for what they accept is correct, and conniving. Administrators with solid character will be there for you when you are correct. They will take care of you when you are incorrect. Extraordinary administrators with this quality comprehend ensuring the master plan and can be believed when settling on extreme choices. You can generally rely on them for help until you begin lacking character yourself. 4. Spryness Times and innovation change quicker than at any other time. Extraordinary supervisor characteristics like nimbleness mean a chief can deal with change. These directors don't do things since that is the manner by which things have consistently been finished. Managers with nimbleness likewise realize how to think and react quickly. They consider some fresh possibilities when required and can do as such immediately. These supervisors are normally exceptionally innovative, as well. 5. Capacity to execute Good thoughts and inspirational aptitudes are a certain something. Incredible chief attributes like the capacity to execute separates helpers from issue solvers. Recognizing an issue, distinguishing it, and concocting thoughts is simple. Getting arrangements going is the quality of each extraordinary supervisor with the capacity to execute. 6. Inspirational mentality The extraordinary administrator characteristic of an uplifting disposition implies having chiefs with an incredible point of view on life and business. Their attitude is solid since they think and act strongly. Indeed, even on days when they are not feeling positive, you can't tell since they know, In the event that you can't change something...change your mentality. 7. Incredible at Prioritizing Incredible supervisor attributes like organizing mean understanding the contrast between comprehending what necessities to start things out, and all the more critically, how to disclose needs to other people. Chiefs I have had in the past with extraordinary aptitudes at organizing regularly made statements like, In the event that we don't do this first...that will never occur. They were clarifying the chain of occasions brought about by appropriately organizing. 8. Compassion Extraordinary chiefs comprehend working environment feelings are consistently in a condition of transition. Workers stress over falling flat, not getting enough affirmation, not accomplishing objectives and numerous different things. An extraordinary director quality is to spot what needs consideration, show concern, and help representatives through it. Along these lines they will be increasingly gainful at work and feel bolstered. 9. Genuineness OK rather have a director lie to you, or let you know precisely what's going on? Trustworthiness is an extraordinary quality in light of the fact that the present reality stresses a lot over being excessively hostile. Actually truth harms, so it takes quality, to be straightforward regardless of whether the results are negative. This doesn't signify fierce trustworthiness. Being fiercely genuine is a way people can utilize reality to offend someone. An extraordinary supervisor quality is knowing how to come out with the plain truth while staying helpful and gainful. 10. Responsibility I spared my preferred extraordinary administrator characteristic for last. Administrators with responsibility are reasonable and adjusted individuals who can let you know precisely what they fouled up. They can mention to you what you fouled up, as well. What they will never do is unreasonably allocate fault to individuals. They know considering yourself responsible for your own activities is a key advance to discovering answers for issues. In particular, the executives attributes like responsibility come off on representatives sooner or later prompting a staff loaded up with fruitful administrators! For some not very good characteristics of administrators, look at the 5 Bad Manager Traits to Avoid.

Payroll Clerk Job Description Sample

Finance Clerk Job Description Sample Finance Clerk Job Description Sample Finance Clerk Job Description Sample This finance representative example expected set of responsibilities can aid your making a request for employment that will pull in work applicants who are equipped for the activity. Don't hesitate to update this set of working responsibilities to meet your particular occupation obligations and employment prerequisites. Finance Clerk Job Responsibilities: Pays workers by ascertaining pay and reasonings; giving checks. Finance Clerk Job Duties: Keeps up finance data by gathering, computing, and entering information. Updates finance records by entering changes in exceptions, protection inclusion, reserve funds conclusions, and occupation title and office/division moves. Gets ready reports by assembling rundowns of profit, charges, derivations, leave, inability, and nontaxable wages. Decides finance liabilities by computing representative government and state pay and standardized savings assessments and bosses standardized savings, joblessness, and laborers pay installments. Resolves finance disparities by gathering and breaking down data. Gives finance data by responding to questions and demands. Keeps up finance activities by following arrangements and techniques; revealing required changes. Keeps up worker certainty and ensures finance activities by keeping data secret. Adds to collaboration by achieving related outcomes varying. Finance Clerk Skills and Qualifications: Dissecting Information , Data Entry Skills, Attention to Detail, Confidentiality, Thoroughness, General Math Skills, Financial Software, Reporting Skills, Verbal Communication, Organization Managers: Post an occupation in minutes to arrive at applicants all over the place. Employment Seekers: Search Payroll Clerk Jobs and apply on now. Learn more abouthow to recruit: Resume Search: Spotting Exceptional Talent Assess a Job Candidates Social Skills Test Interview Questions: How to Interview

Headhunters, Search Firms, Recruiters - What do they really do

Headhunters, Search Firms, Recruiters - What do they really do It is very likely that the majority of peopledont really know what headhunters, search firms or recruiters, as they are now more commonly referred to, actually do. In your job search it is important that you are known by recruiters because they do actively search for candidates to fill positions for companies. The misconception is in thinking that that these people are going to assist you in your job search or provide you access to companies. This is completely the opposite of what they do. Recruiters work for the employer and NOT the job seeker. As a job seeker or potential candidate, you cannot pay a search firm or retain the services of a recruiter unless you need to hire someone. They are retained by and paid by the company/employer. After they refer a candidate to their client/company in need of filling a position and that person is officially employed, the recruiter is paid for this service. Their average fee is approximately 30% of the first years salary. As a job seeker, you could very well be the next potential candidate on a long list of candidates that the recruiter is looking for to fill a position so make sure you are on their list. Never turn down an opportunity to interview with a search firm. You wont be considered if youre not on their list. But remember, the recruiter is not working for you so dont expect to hear back from any of them unless they think you are a potential candidate for one of their clients.