HRSEO
HR Online Marketing is run by Rob Salerno, a
veteran of recruitment ad agencies, job boards and online and print recruitment
advertising firms. Rob has been helping companies with online talent
acquisition, talent sourcing and e-recruitment strategies for almost 10 years.
His HR Online Marketing strategies will help you to reduce your cost per hire
and source talent that is both time efficient and quantified. Whether it is
through his organic / natural HR search engine techniques (including optimizing
meta tags for job postings and career pages), recruitment blogs, net video
podcasts, HR email marketing, SMS Text Messaging Job Alerts or his uncanny
ability to run PPC campaigns that is optimized for your recruiting needs, its
time to contact Rob at rob (at) hronlinemarketing.com for a consultation today!
HRSEO HR ONLINE RECRUITMENT MARKETING SERVICES - TALENT ACQUISITION SERVICES
Human
Resources Staffing Managers have worked with HR Online Marketing since we are the leading HR Search Engine Optimization (HR SEO)
consulting, talent sourcing, online talent acquisition and
HR interactive marketing agency.
Projects are billed on a 1099 / monthly basis. Work is done remotely.
Some of our Interactive HR solutions include:
* Boolean Resume eSourcing - Complex resume
sourcing utilizing the Internet through complex boolean searches via Google as
well as Zoom, H3, AIRS, LinkedIn, Infogist and ERExchange.
* HR SEM 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. We help you to address common Interactive HR issues: How are you turning eyeballs into candidates? What are the
HR search terms that work? What are the current HR cost per click trends for hot industry specializations? What are the conversion
rates on these terms? What editorial content drives conversions more than others? How many uniques to conversions do you receive per job? Per industry? What are the ceiling rates for diminishing candidate returns?
* HRSEO Search Engine Optimization Natural / Organic HR SEO Campaigns-
This is a far more complex project for high natural Search Engine Optimization
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. We optimize your these HR "marketing websites" as
well as your career pages and job postings in order to
increase your natural/organic search results in tier 1 search engines. Our goal
is to create a qualified candidate pipeline directly back to you. We do this
through a highly extensive 9 step process:
First, we take a look at your meta data and see if you are utilizing the best
practices for writing effective and searchable meta tags in order for your job postings or career site to index properly on tier 1 search engines.
Second, we look at your image tags (called alt tags) to see if all your images are labeled properly and if your page title and page content match.
Third, we analyze your link density. Do you too many links on your page? If so, Google may be looking at your site as having too many links but not enough content. There needs to be a certain level of content embedded with the links in order to achieve the appropriate link density.
Fourth, we look at link reprocity. Which sites are linking back to yours? How many are there? Do they drive relevant traffic to your job postings or career pages?
Fifth, we examine your link relevancy. Does your site link with sites that are relevant to your content? If not, you are essentially creating a poor link relationship and mind as well just link with $pam sites.
Sixth, we analyze how well your pages are defined. In order words, to what degree do you describe your career opportunities, employee value proposition, benefits and culture clearly and with a high level of keyword density.
Seventh, we look at how high (position-wise) the description of your page is listed. Yes, Google likes page definition as close to the top as possible. Keywords buried at the bottom of the page literally get lost. The higher those keywords, the better.
Moreover, does your content makes sense? In order words, don't create a page
filled with a ridiculous bombardment of keywords but nothing more. Nobody is
going to click or link to your page if its just a word pit of random keywords
but doesn't say anything really meaningful. Candidates are using search engines to find you...don't waste your chance to sell your company by creating a nonsense page filled with relevant keywords that
is meaningless.
Furthermore, keyword PHRASES matter. So if the content doesn't have strong phrases that will mirror an actual search, your page won't get found by relevant traffic.
Eighth, we record the IP addresses of your linked sites. We ensure that all of your job postings and career pages
are not linked from one webserver (i.e. IP address). Yes, Google looks at IP Addresses of the referrer so if the referral server is always the same...that will not help your quality link ratings.
Ninth, we research when your website was launched. The age of your page counts. The older the better.
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.
* HR Recruitment Blogs - A host of other forward-thinking HR organizations are starting to realize the true power of
recruitment blogging. Well, lets just
say a blog can provide you with the platform to post threads / messages in a uninhibited
forum about a wide range of topics. These topics are typically related to the
technologies and products your company has and the people you are trying to
target. Not only are recruitment blogs a great PR tool but also a form of
relationship marketing. Good recruitment blogs are very free flowing which allow
candidate comment responses and are NOT official company journals.
* SMS Text Messaging Job Alerts -
Through one of our recruitment blogs,
MobileWirelessJobs.com,
we can offer your candidates the opportunity to receive important, time-sensitive SMS
Text Message Job Alerts to keep your target list informed of vital offline events. These
events can vary from Career Open House (by invitation only), Interview Requests,
to Job Fairs to unpublicized career networking events. Pricing depends on the size of the SMS Text Messaging List.
* HR Email Marketing - We can design and deploy HR Email Marketing blasts. Talent is not going to just walk through your door because you post a job or a help wanted print ad.
Its a tough battle to find good people. You may not be familiar with the Direct HR Email Marketing methods
including how to create compelling creative, content and subject lines.
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 - We can help you to create an online network of
passive candidates using MySpace. Our clients are now seeing the benefits of social networking through the creation of real online communities. We
can help you to build content, branding and multimedia through the use of MySpace.
* Human Resources Online HR Metrics - Do you want
to know which job boards are performing the best? What about recruitment banner ads or
text links to your job postings or career pages? What are the unique visits,
page views, click thrus, etc? What is the online behavior of your typical
applicant? What is your Cost Per Qualified Resume (CPQR)? How many candidates
were interviewed through these talent sourcing initiatives? How many were hired?
If you do not know all the
answers to these questions for all of your online and e-recruiting or
e-recruitment campaigns, we can step in. We can help you to quantify
and analyze your online hiring results. We don't take a passive approach to your
hiring needs. We understand your pain and the frustration of dealing with
unqualified resumes. Our HR Metrics solutions are designed to help you make
sound online recruitment decisions and save you time and money.
* HR Recruitment Advertising Banners - We can help
you to run recruitment banners
on targeted websites and drive passive traffic to your job postings and career pages.
We use DART for advertisers to manage large banner recruitment advertising
campaigns. Through this tool, we can track not only hits, visits, page views,
send to friend, etc but also job seeker behavior, click trends and click
performance per banner ad.
* RSS Podcast Resume & HR Corporate Videos - Would you be interested in
creating a Net Video for your current recruiting needs? We can help you to film,
edit and compress corporate Net Videos to sell your current job opportunities,
benefits and career paths more effectively. However, keep in mind these
Net Videos are NOT online corporate brochures. 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 you to 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.
Contact Rob (at) hronlinemarketing.com or call 646-320-5162 if you're interested in learning more.
Copyright © 2007
Cinnamon Entertainment Group LLC.
HR Online Marketing Strategy
Consulting. All rights reserved.
