THE TECHNACIOUS RECRUITER NEWSLETTER

September 4, 2012   view past issues

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Easy-to-Take Personal Development

We all know it’s important to stay on top of our personal development, but who has the time? Between the press of the daily grind and the grind of most career books, most of us just never get around to it.

But, that would be a mistake. There are more threats to recruiter job security in today’s economy than at any other time in our career.

So, what should we do? Read a book that’s full of up-to-the-minute career advice, but is also a fast-paced novel ripped right from today’s headlines. That’sA Multitude of Hope: A Novel About Rediscovering the American Dream. Think of it as a two-fer – it provides the insight you need for employment security without boring you to death.

You’ll find a free excerpt of the book, click here.

Or, you can order your own copy from Amazon.com and get started on that personal development right away.


Meta Tags for Top Talent

Meta tags have burst onto the public consciousness with the rise of search engine optimization. If you want top talent to find your corporate career site or even your job postings, a strong set of meta tags is all but essential. They provide a definition of sorts for what’s on your Internet pages so search engines can find them when “A” level talent is searching the Web.

According to a survey done by ChangeWave, 78 percent of all Internet sessions begin on a search engine. These ubiquitous devices are the compasses of the Internet. They tell us where to go to find the information we want. How do they decide where to send us? By reading the meta tags that reside invisibly at the top of the content pages posted online.

Although there are other factors in the search engine’s calculus, it is those keywords and phrases which determine how high in the search results each page will appear. The better the match between a person’s search query – the kind of information they ask the engine to find – and the meta tags, the closer to the top of the list a specific page will appear. And, the closer to the top of the search results a page appears, the higher the probability the person will see it.

So, if you want the top talent for which you’re recruiting to find your corporate career site or your job postings, it’s critical that you design your meta tags for the kinds of searches those individuals would typically be doing on the Web. And, there’s the rub. Most recruitment meta tags today aren’t designed for the best talent; they’re designed for active job seekers.

Now, let’s be clear: there are top performers among active job seekers. However, according to the U.S. Bureau of Labor Statistics, at any point in time – even during a recession – just 16 percent of the U.S. workforce is in transition. In other words, 84 percent of the population is composed of what we call “passive job seekers.”

These passive job seekers are the prime prospects for our openings because they typically include a higher percentage of people with hard-to-find skills and a track record of superior performance. They are, however, employed and almost always, NOT in transition. The key to recruiting them, therefore, is to use meta tags that connect with them while they aren’t looking for a job.

Tagging Passive Prospects

Meta tags on the pages of corporate career sites and job postings have normally emphasized the attributes of the organization or its openings. They include terms such as “Fortune 500 consumer products company,” “pharmaceutical research,” “sales job” or “senior clinical scientist position.” They describe an organization’s value proposition as an employer or the title and responsibilities of its employment opportunities. A passive job seeker may be interested in such topics, but they’ll never see those pages because that’s not what they’re searching for online.

More often than not, passive job seekers use search engines not to look for a job, but to look for ways to perform better on the job they already have. They search for solutions to specific work problems or for techniques and strategies that could improve their overall performance. They might, for example, look for Web pages that discuss “improving retention rates with major accounts” or “how to locate more candidates for clinical trials.” And, it’s those job performance terms – NOT job search terms – that we should be using as meta tags.

How can we determine which job performance terms to include? Ask the people who are using them day-in, day-out on the Web. Reach out to the top performers among your own coworkers in the career field for which you’re recruiting.

You can, for example, ask them to share their search queries for the last 60 days. Or, if they’re uncomfortable with that, you can pull them into a focus group and get them talking about what they’ve been looking for online. In both instances, the key to success will be your ability to reassure them that you’re not prying into their online behavior, but instead, looking for ways to recruit other top performers just like them. In most cases, they’ll appreciate the implied pat on the back and the chance to help themselves by attracting more top performers to the organization.

Meta tags may sound like a technical term, but in truth, they’re nothing more than keywords and phrases. Up to this point, however, recruiters have used keywords for only one purpose: to detail the contents of their Web pages. In the War for the Best Talent, however, it’s equally important to use meta tags for a second purpose: to attract the best talent to pages they wouldn’t otherwise find, but might just want to see.

Thanks for reading,

Peter

Visit me at Weddles.com


Be At Your Best With the Best Tools

The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!

WEDDLE’s 2011/12 Guide to Employment Sites on the Internet. This is the 10th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.

WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.

Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.


Sourcing Career Success

As recruiters and HR professionals, we spend 33 percent of our day (or more) on-the-job and 100 percent of our job helping others to achieve career success.

Don’t our own careers deserve equal attention? Absolutely! And the one best way to do that is by sourcing career success with WEDDLE’s books. They include:

The Career Fitness Workbook. This book introduces a complete regimen of activities that will help you successfully compete for and hang onto the job of your dreams. Think of it as “the habits of highly effective career activists.” It’s a one-of-a-kind program that not only tells you what to do, but how to do it and how often. And at just $14.95, it’s one of the smartest investments you’ll ever make.

Recognizing Richard Rabbit. This fable for adults will entertain and delight you and help you out of the boxes that keep you from becoming the champion inside you. It is a novel and engaging way to recognize the talented person you are meant to be.

The Career Activist Republic. This blockbuster of a book provides a provocative yet positive assessment of the changing world of work in the American economy and describes an innovative strategy that will enable you to avoid the pitfalls and capture the opportunities in this new environment.

The Success Matrix: Wisdom from the Web on How to Get Hired and Not Be Fired. This anthology collects the best of Peter Weddle’s columns on job search and career success. It is the only book you’ll find that provides a candid and totally up-to-date look at how to get and stay ahead in today’s workplace.


Remember What Your Mother Taught You

It’s nice to share.

Don’t keep WEDDLE’s Newsletter to yourself. Please tell your colleagues and friends about it and encourage them to sign up.

They should click here to reach our registration page. Then, using the dropdown window they can select any or all of the following free newsletters:

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