Smart employers are increasingly looking to deploy there own search engine optimization (SEO) strategy that helps them compete directly with the job boards for candidates.  The opportunity is to acquire candidates prior to joining any job board (exposing them to other competitors) and dramatically reducing advertising costs.  Until now, there hasn’t been a sustainable SEO approach beyond hiring consultants to come in and “tweak” your career site.  Some have referred to this as “black magic.”  It’s been more of an art than a science.

Most companies using this consulting approach have experienced the bell curve of success.  But one constant is, that after time, unless managed, SEO results will start to wane and need to be refreshed.  The key to developing and managing SEO is to have a strategy  or partner that can ensure sustainability.  That’s where Jobs2Web comes in.

SEO is included in the Recruitment Marketing Platform and here’s what makes our approach different:

1. Ongoing Keyword Research & Monitoring – Embedded in our implementation methodology is extensive research into your jobs and the industry in which you operate.  This research is done not only at the beginning of the Jobs2Web experience, but is regularly monitored throughout the year.  Each client has an assigned Client Services Director, and with a team of experts they continually monitor your site and make recommendations to improve performance.
    
2. Targeted Talent Landing Pages – Initially and throughout the life of your career site, Jobs2Web will develop, deploy and manage targeted landing pages that uses your current brand,  style and content to expose your specific opportunities to the search engines.  The best thing about Talent Landing Pages is that they stay online constantly, which helps you to rise and maintain your search rankings, even if you don’t have open positions available.
    
3. Automated Keyword Page Generation – We’ve embedded intelligence into the Recruitment Marketing Platform to the extent that when it recognizes an individual used a new keyword to reach a job, the system automatically “spawns” a new Talent Landing Page so that subsequent users have a clear entry point, putting the specific job a click away. 

Trying to optimize your own career site and changing your applicant tracking system (ATS), is a losing battle.  Most HR leaders rarely get support from their internal IT or marketing teams.  Even if you had 100% of their support, trying to build hundreds or thousands of keyword-specific landing pages representing your recruiting needs would take weeks and months of time, making this effort cost-prohibitive – not to mention there is no guarantee they will understand how SEO works in recruiting, which could result in it not working at all.