Monday, April 14, 2008

How to Search Engine Optimize Job Listings

The goal of this post is to help our clients understand how to create job postings on their iApplicants™ careers site that will be “optimized” or rank well in the search engines for specific keyword phrases. These same techniques are valuable for posting jobs to online job boards as well since many of them use some type of search technology for showing job postings to potential job seekers.

NOTE: The ideas discussed below will work if you have your own careers page that was built by your internal web team or with some other ATS system vendor as long as the careers site itself was built to be search engine friendly. In my experience, few ATS careers sites are built in a way to allow the search engines to properly index them, and so using proper keyword targeting in your job listings will do little to overcome those shortcomings. If you would like us to take a look at your current careers site or ATS and let you know if it will work, just drop us a note.

There are two main parts to increasing the number of qualified applicants you receive for a job. First, get as many qualified applicants as possible to view your job ad and second, make sure your ad gets those applicants exited about applying. The following information will target how to improve both of these areas.

Profile the Job


Generally, most employers use job board ads and descriptions for each of their positions, often created long in the past. When the job comes open, they simply pull them out and dust them off to use again. I guess this process works great if you like the results that you have been getting, but if you are looking to improve the quality and quantity of applicants you receive, it might be time to rework the ad and description.

When you pull out the ad and description you used last time, it is important to review it and make sure it is still valid. You might be able to adjust it to ensure you are attracting the most qualified applicants. One way to do this would be to review the Ad with the manager over the position, or more importantly talk to the actual top performers currently doing the job. Find out what attracted them to the company and that specific position. Even more important, why do they like the job now that they have been doing it for a while. I’m not just talking about why they like being a programmer or machinist, but why do they enjoy doing it for your company. Is there something about your company culture, environment, pay, benefits, etc. that is especially appealing to them and keeps them around?

Research the Keywords to Target


Now that you have a clear idea of what the ad and description needs to say, we need to ensure that the vocabulary we use produces the best results. Often, companies are stuck in their own vocabulary. They use internal terminology for posting jobs on their careers site or to the job board, such as “Programmer – Level 2”. This might make perfect sense to the HR person, as that is the actual title of the job, but it means absolutely nothing to the job seeker. Even more important, the job may not even show up on the searches being used by your dream applicants. Not many job seekers are looking specifically for a “level 2 programmer job”, so it’s probably not a phrase they will perform a search on. With the switch from newspaper ads to job board and search engines, the way job seekers look for positions is very different than it was, even five years ago. It isn’t just that they are now sitting in front of a computer, but instead of browsing or skimming over every ad in the paper, they are now running searches to allow them to jump to a short list of jobs that fit their criteria. This means that it is extremely important that you and your potential applicants use the same words to describe your job in the search. So, we need to do some research to see what keywords are being frequently searched. Find a keyword research tool, such as the one below:

http://tools.seobook.com/keyword-tools/seobook/

Using this tool, you can type in a word that pertains to the job and see how many people are searching for that word or keyword phrases that include that word. This is valuable information to know when posting a job. Here is an example: We have a client who is hiring a CNA. They post a position with the job title “CNA”. Nice, short, and sweet, and typically costs less when placing a newsprint ad. The problem is that many potential job seekers aren’t searching for “CNA” online. If we go and look at what is being searched for, we see that there are 399 people a day searching for “CNA” but another 136 people a day who are searching for “Certified Nursing Assistant” that would never find our job. So, we would want to include both listings. There are even more people who are searching for “Nursing Jobs”. Sure, not all of them fit this specific position, but it is also a good phrase to target. Out of this research we want to come up with 2 or 3 phrases to target with the ad. Don’t go crazy here and try to target 10 different phrases with one ad, it simply won’t work.

Write the Job Title & Description with Keywords in Mind


So, we are now armed with our previous posting, information from our top employees about why they like the job, and keyword information about what phrases are being search for the most. We can now use this to write an excellent job title, job description (for the careers site), and job ad (for the job board). We want to be sure that the title and description of the ad use our keyword phrases, but it still has to sound right to a normal person and get them excited about applying for the job.

The job title should be very focused on the keywords we are targeting, so using the example from above, we will change the job title of “CNA” to “CNA – Certified Nursing Assistant – Nurse Job”. If you want one shorter, maybe “CNA Certified Nursing Assistant Job”. You normally wouldn’t think to include the word job in your title, but since that is a main keyword for someone searching Google for the page, it can’t hurt to include it.

The job description is a bit tricky. You need to write an ad that will be appealing to your job seekers and call them to action (apply for the job), and at the same time be sure to use your target keyword phrases. We don’t just want to focus on the minimum requirements for applicants and what the job requires, but also talk about why this job is so great and why they will love it. Many times we write the ad or job description in a way to tell the applicants what they must have to apply, and to try to get unqualified applicants to not apply. Although this is a start, we need to remember that we are trying to sell this job to the job seeker, especially in a tight labor pool. We no longer live in a world where ads have to be controlled by the number of lines, bold typeface or boxes around it to control advertising costs. Many job boards today are no charge, and virtually none charge by the length of the ad.

The longer the description the better, since search engines love websites with text on them, just make sure you aren’t mentioning the same keyword phrase more than 3% of the time, so if your description is 200 words, don’t mention the phrase more then 5 or 6 times. (Note: if you need to know how many words the description is, in MS Word just click on “tools” and “word count”.)

The following is an example of a typical ad you might see in the local newspaper, or online:

Title: Staff Accountant
Job Description: CPA required, competitive salary and benefits, good working environment. Send resume to hr@yourcompany.com.

Now, to dress up that ad, to pique the job seekers’ interest, and make the search engines love it… consider the following job ad:

Title: Staff Accountant – CPA - Accounting Job
Job Description:We’re gonna miss Charlie, our best staff accountant/CPA! Charlie worked as a staff accountant for us for the past 6 years, and has just opened his own accounting practice in Maui. He used our accounting firm’s excellent continuing education program, supportive environment, competitive salary and benefits, and great co-workers to build his expertise, bank account, and family, and we wish him well—but we need to find his replacement, who will be a CPA with a sense of humor, a drive to improve, and a desire to work in one of the world’s best accounting settings. If you can replace Charlie, click on the link below to begin your new career.

Text Links to your Job Listing Page


If you want to get really crazy, you can increase the rankings of your job listing page by creating text links pointing to that job listing on your company website, blog, or on the online job boards that you post to. If you have a job ad that includes the keyword phrase nursing job, then replace that text on the job board listing with <a href = “[job url]”>nursing job</a>. Be sure to replace the [job URL] with the actual URL where your job description is on your iApplicants™ careers site including the http://. This same type of link could be used on your company blog or website. Blogs are a great, overlooked recruiting tool. Many of the people reading your company blog may be potential job seekers. Just make sure that you use the same html link setup as above to boost your rankings. You might also research some local bloggers whose subject matter is similar to the job opening you have and submit the job posting to them and ask them to blog about it. Some of your employees might have their own blogs and could do this for you as well. Our goal for these types of posts is to not only get potential job seekers to read about the job and visit our careers site, but also for the search engines to see the link to our job listing with the targeted keyword phrases in order to boost our rankings.

Measure your Results


As the old saying goes, and I’m sure this won’t be the last time I say it, “you can’t improve what you can’t measure”. Now that you have made these changes, it is important to use the source reports and Google Analytics from your iApplicants™ careers site to compare the number of job seekers who visited the job description, applied to the job, and were interviewed for the position. You don’t want to rely on your gut to know if your changes are working, be sure to look at the real data on what is actually happening. .

Ryan Kohler, CEO

More about Ryan

Wednesday, April 9, 2008

Catching the Best Candidates in your Applicant Pool

When you go out in the marketplace to find a new employee, you are very much in the role of a tournament fisherman! You and all the other employers seeking a new recruit, standing around the shores of the same pond, all wishing you could catch a world-record fish…but, unfortunately, that fish does not live in this pond!

Your task, then, becomes one of catching the very best fish you can, not catching the little ones that you’ll eventually throw back, and certainly trying not to catch any bottom-feeding carp.

How, then, are we employers to compete? Like tournament fishermen, we are likely to do much better if we know something about the fish available in our pond! Anglers use fish finders to help see through the muddy water. How many big ones are available? How many little ones will hit our bait first? How many carp? Where do the best ones swim--on top, or on the bottom? Many employers don’t have a very good picture of the answers to these important questions, and are forced to blindly throw their bait out in the form of shotgun advertising, hoping for the best.

Tournament anglers invest a lot of money in their tools-rods, reels, and lures designed to maximize their catch of the best fish and minimize the time they waste on the others. As employers, we will have the best return on our investment if we have good tools, helping maximize our catch.

OK, enough of the fishing analogy-you get the idea. In learning about the characteristics of our applicant population, and in targeting the most desirable among them to transform into good employees, we need a competitive fisherman’s mindset, and tools that will allow us to measure the population and select the best from them. That tool, for many successful companies, is a quality pre-employment assessment.

Pre-employment assessments have been in use for many, many years, and some of them are referred to as “honesty-integrity tests.” As with most products that have stayed on the market for 50+ years, the types and formats have evolved into a bewildering array of choices, some very good, some nearly worthless, or even illegal. How can you recognize a measure that is likely to be able to help, and also be sure it’s not going to cause you trouble?

You can look for several things that tend to identify a good pre-employment screening assessment:

  • It will have a legal opinion (in writing) available to you on request.
  • It will have a technical manual, also available on request, which will document the reliability, validity, and non-discriminatory characteristics of the instrument, base on valid scientific method.
  • It will include a distortion, or “faking” score, to alert you to invalid results.
  • It will measure more than one important dimension of employee characteristics. (For example, common measurements including honesty, integrity, work ethic, reliability, and probability of substance abuse.)
  • It will provide an interview guide, to enrich your interview while steering you clear of forbidden waters.
  • It will provide clear, easy-to-read results which need little interpretation, and it will provide them quickly and easily.
  • The system will include built-in,easy-to-use statistical tools that do not cost you extra money to use.
Once you have found a measure that meets those standards, you are prepared to ask for two more things:
  • Examples of case studies, showing the use of the measure in real work settings, the effects, and a cost-benefit analysis.
  • A chance to speak with other employers who are currently using the measure.
Having found your measure, and having decided to use it, what should you expect from your new “fishing tools”? Within a short time, you should begin to see a clearer picture of your applicant pool, both their shortcomings and their strengths. You should be able to, in a relatively short time, see and document improvements in turnover rate, tardiness, attendance, shrinkage, and on-the-job injuries.

As our companies, jobs, settings, and cultures vary so will results of using a pre-employment screening measure. In a sample of five case studies however across five very different employment settings, the average cost-benefit ratio was over 20:1.

Integrating a good pre-employment assessment with job-specific screening questions is a very efficient way to focus on finalists who are likely to be good employees, and who can do your specific job, and do it well. Applying those tools within the automatic administration framework of an online recruiting and hiring system may make you a very good fisherman, indeed. At the very least, it will improve your odds of making a worthwhile catch!

John W. Howard, Ph.D.
More about John

Monday, April 7, 2008

iApplicants Now Feeds Job Listings to JuJu, Vast, & Jobster

Announcing More Job Boards added to the EZPost System

We are excited to announce that we have added 3 new FREE job boards to our current job feed system provided to our iApplicants clients. These job boards will help you further expand your applicant pool and get your jobs in front of more job seekers. The best part is that pushing your jobs to these job boards is absolutely free as an iApplicants client.

iApplicants already allows clients to push their jobs to: indeed.com, simplyhired.com, oodle.com, google.com/base, craigslist.org, and the JobMatch job board network. We have now added 3 more exciting job boards:

    Jobster – located at www.jobster.com - Jobster provides free job search and career networking for jobseekers. By having your job included on Jobster.com, you will reach a unique community of active and passive jobseekers who will make great candidates for your jobs.

    Juju – located at www.juju.com - Juju's goal is to make job search easier. They think that traditional online job search methods take too much time and make it difficult for job seekers to find a comprehensive set of relevant jobs, so they strive to create tools that make web-based job listings more accessible and our search results more relevant. The juju job search engine provides quick access to jobs found on thousands of employer websites and job boards all around the web and offers features that will help you find the jobs you're looking for more efficiently.

    Vast – located at www.vast.com - Vast is the leading vertical search platform for autos, travel, jobs, and real estate, with millions of users a month making purchasing decisions through Vast.com's network of partner websites.

How To Get Started:


If you are already an iApplicants client, simply login to your admin area, and post a job. The job push page now includes the option to push your job to these new job boards. For current openings, you can modify your job and upon saving it will be given the option to select the new job boards.

If you are not an iApplicants client, getting started is simple. iApplicants provides flexible, easy to use, and affordable career sites and application management systems for employers with 20 to 2000 employees. You can click here to watch our flash demo presentation or you can click here to signup for a free 30-day trial!

Ryan Kohler, CEO
JobMatch LLC

More about Ryan

Thursday, April 3, 2008

Applicant Tracking System RSS & Automated Email Job Alerts - FeedBurner Integration

iApplicants is pleased to announce a new way to increase your applicant pool and better engage your careers site visitors using automated job alerts via email or RSS feed. It’s FREE for iApplicants clients, and we do all the setup for you!

The Challenge:


In studying the visitor data for our applicant tracking career sites (each client has a Google Analytics Account), there were two stats that stood out to me.
  • A majority of careers site visitors do not complete an application
  • And 30% to 40% of visitors are have already visited the site before
There are various reasons for both of these statistics, but regardless of the reason, this data posted a problem. We are missing a valuable opportunity to collect contact information on the majority of visitors who come to the careers site, and we are leaving it up to the job seekers to remember to return to the career site in hopes that their dream job is now available.

Solution:


The solution is to allow career site visitors to have the option to signup for job notification alerts, without having to apply for a job or create an account. We wanted seekers to have a wide range of different options for controlling how they receive job updates. FeedBurner provided us with a powerful solution to accomplish this task, and in the upcoming weeks we will launch a second tool using Twitter.com to further expand the job alert choices.

iApplicants Feeds Jobs to FeedBurner with RSS:

Each iApplicants site now has an RSS job feed, which includes the 15 most recent job listings, that can be turned on and pushed to FeedBurner. If you don’t know what RSS is, let me explain. RSS (Rich Site Summary) is a way for a website with regularly changing content to allow people to stay informed about the changes without actually returning to the website to view it. It is used by news sites, blogs, and various other sites to keep their readers/visitors informed.

By giving the RSS feed to FeedBurner it becomes an RSS feed on steroids. FeedBurner provides different ways to distribute the job listings based on the desires of the job seeker.

How it Works:


If we turn on the Job Alerts feature, the search jobs page now has a box titled “Get Notified of New Jobs at Your Company” with choices for the job seeker on how they will be notified.



Automated Email Alerts:

Each day FeedBurner will check your job feed for new listings. If there are any new listings, the job seeker will receive a custom email including the new jobs and links to click on that take them to the job listing page.Job seekers only receive an email when there is a new job posted.

Jobs Listed on Personal Homepage:

If a job seeker has a personalized home page on their computer, such as those provided by MyYahoo and iGoogle, they can add a section that has your most recent jobs. They will then see your jobs every time they open their Internet browser.



Jobs Feed to RSS Readers

Many people use an RSS reader such as Google Reader to stay on top of all of the information they are interested in. Along side all of their favorite news stories and blog posts will be your newest job listings.

Republish your Jobs to Another Website Using HTML

FeedBurner’s BuzzBoost will let your job seekers, or even your employees publish your job listings on any other website using html. This includes their personal website or even to a page on your company’s website or blog. Below is an example of what this might look like:


Create a Job Widget

Similar to the BuzzBoost above, a SpringWidget allows someone to post a graphic with your job feed on a website or blog. This allows your seekers or employees to publish your feed on websites, blogs, messages boards, and even social networking sites like MySpace.com. Below is an example of what a SpringWidget might look like:




How To Get Started:


If you are already an iApplicants client, simply login to your admin area, and enter a support ticket requesting that we turn on the Job Alerts feature on your site.

If you are not an iApplicants client, getting started is simple. iApplicants provides flexible, easy to use, and affordable career sites and application management systems for employers with 20 to 2000 employees. You can click here to watch our flash demo presentation or you can click here to signup for a free 30-day trial!

Ryan Kohler, CEO
JobMatch LLC

More about Ryan

Wednesday, March 12, 2008

Applicant Tracking Systems vs Search Engine Optimization

Here is an interesting post concerning Applicant Tracking vendors and Search Engine Optimization (SEO for short) concerning the employer career sites that they provide to their clients.

Link to Blog Entry: Why Say No to Recruitment SEO?
Original author: Jason Whitman (Director of Client Services)


The post talks about how some of the robots.txt files are telling search engines not to index the jobs on the sites.

For those of you who I lost at robots.txt, let me help explain this in plain English. Google, and the other search engines, have computer programs that go out and look at your website, or in the case of a careers site, it looks at your careers information and your job listings. These programs are known as “spiders”, “crawlers”, “bots”, etc. These “spiders” take a look at the information that is on each of your pages, and record it in their “index” or database. When you run a keyword search in Google, or any other search engine, the results you see are the made up of web pages that have been looked at and recorded by the spider, and the listings are ranked based on how well that page matches up to the keyword you search for.

As a web programmer, I can add a little text file to a website named robots.txt. That file allows me to tell a spider what pages to look at or not look at. By telling the spider not to look at a web page, it means it won’t record it in the index, and that page won’t appear in the search engine when someone runs a keyword search. There are various reasons why someone might want to do this, but for employer web pages and job listings, I can’t think of a good reason to block it.

Jason, the person who posted the article linked above, did some digging around and found that a few major ATS vendors were telling spiders not to index the job listings or careers sites of their clients. I’m not sure why they would do this, I’m sure that the software programmers had a valid reason in their mind for doing this. Since software programmers are generally not web marketers, they might not see the potential problems caused by blocking the spiders.

The blocking of the search engine spiders is just the tip of the iceberg when it comes to Career Sites and Search Engine Optimization. Even if the robots.txt file wasn't excluding the jobs from being indexed, it really wouldn't matter much for most ATS career sites. Most vendors simply aren't building SEO friendly career sites, for some reason SEO is simply not a priority. To make matters worse, many of their clients don’t want to send their job seekers off of the company website over to the ATS careers website, so they try to use a frame to display the job listings. In plain English, you land on www.samplecompany.com/jobs and that page shows you the job listings from your ATS system on the page. If you click on a job, the page content changes, but the url remains the same as www.samplecompany.com/jobs. This is bad for the search engines and stops your jobs from being indexed or harms the rankings of those jobs. The end result, it keeps you from getting free applicants directly from the search engines, and everyone loves free job applicants.

This ATS verses Search Engine Optimization has been something that I’ve thought over quite a few times in the last 3 years. I have come up with a few ideas of why this is happening, but they are just my own speculation:

#1 ATS companies are made up of, and ran by, software folks, not web marketers. For some reason there is a huge difference in how these 2 groups build things from the ground up. Software guys tend to follow what they have always done, and those habits continue to get in the way of SEO for the systems they design.

#2 There is little to no demand for search engine optimization by the clients using ATS systems. Ask any HR manager, especially at smaller companies under 2000 employees, what SEO is, and 95% don't know. Even those that do, don't understand it enough to pitch it to their bosses to get money for it. If they did get buy in from the boss, without web analytics they couldn't prove that they were getting visitors or applicants from the keywords, and the cycle just keeps repeating. Without proof, you can’t get funding increased to be more aggressive with SEO, etc, etc.

#3 Problem 2 results in there being no money in it for the ATS vendor. Since clients don't demand it, they definitely won't pay for it, and vendors therefore won't built it.

#4 It is definitely not in the best interests of the major job boards, recruiters, headhunters, etc to have jobs showing up in the search results of Google with direct links to the employer’s careers page. This would mean that the job boards would be competing directly with the employers for the traffic. Since most speakers talking about online recruiting at events and seminars are from one of these sources, SEO is simply not part of the conversation, and so SEO is not gaining traction with employers.

This has been one of the most amazing things that I have seen in this industry. We built iApplicants to be search engine friendly simply because of my background. When you come from the Internet Marketing world, SEO is always part of the design of a website. If you could build a system that would provide a valuable tracking tool to your clients, and generate free traffic from the search engines just because you built it the right way, why wouldn't you do it? I knew that our clients wouldn't understand SEO or pay for it, but I knew it would pay off in the end.

As of now our search engine friendly careers pages combined with our pushes to the free job boards like InDeed.com account for an average increase in applicant flow to our client’s sites of more than 20% each month. That is a number that HR understands. We use that increase to show that buying iApplicants will generally pay for itself just off of the value of the increased applicants, and the other benefits will just be the icing on the cake.

Ryan Kohler, MBA
CEO of JobMatch LLC
More about Ryan

Blog Contributor - Ryan Kohler, MBA

About Ryan
Ryan has over 7 years experience providing Internet marketing and developing web-based software for companies in various industries and for different uses from e-commerce sites to lead management software. In his current role with JobMatch, he uses the Internet marketing tactics that are generally used by marketing departments to build tools that help employers source applicants via the Internet. The goal is to not just tell employers and HR staff about new ideas, but to instead build them into their current systems and process so they happen automatically without creating more work for the HR department. Ryan holds a B.S degree in Accounting and an MBA from Southern Utah University.

About JobMatch LLC
JobMatch LLC is a hiring software and marketing company specializing in helping employers better manage and track their hiring process. A core focus of the company's products and services is to go beyond just tracking applicants and provide additional tools to help employers attract more qualified applicants to their jobs. This includes use of search engines, .jobs domains, job feeds to alternative job boards and social networking sites, as well as employee referral programs. Along with targeting different areas of the Internet to increasing applicant flow, JobMatch also helps employers to target specific segments of their applicant pool such as the Gen X and Gen Y crowds.

Blog Contributor - John W. Howard, Ph.D.

About John
John earned his Doctorate in Social and Organizational Psychology at the University of Oregon in 1977, and worked for the next two years in private, non-profit research organizations. With an inclination for business and a desire to apply his education in a real-world setting, he launched a 30-year career in entrepreneurial settings, owning and managing several different successful businesses. Twice he set up from scratch sales organizations that built annual sales from zero to over $100 million, in periods of less than 5 years.

Friday, March 7, 2008

Looking for (GOOD CANDIDATES) in All the Wrong Places...

The hiring manager’s job was, historically, a matter of placing an ad in newspapers, perhaps posting it on local bulletin boards, maybe toying with a radio ad or two...getting people to apply, at least for most openings, was not the hard part of the job.

Anyone filling that role today is sharply aware: Things have changed. Applicants are in short supply, especially skilled applicants. According to the Bureau of Labor statistics, America’s workforce will need 18 million new college degrees by 2012...just 5 short years from now. America’s colleges, however, will produce only 12 million new degree holders—and there’s no practical way to quickly adjust output.

Over the next 5 years, America will produce only 2 new college degree holders for every 3 we need!

If you think it’s hard to find highly skilled workers now, hold on to your ergonomic desk chair—this ride’s going to get rougher!

Hiring managers have increasingly turned to Internet job boards and recruiting services to help them find the applicants they need. Is it possible, however, they’re missing the boat—looking for candidates in all the wrong places?
Global business strategy consulting firm, Booz Allen Hamilton, released a 2006 Recruiting Trends Survey, commissioned by the Direct Employers Association. Among their findings:


  • Over 50% of New Hires were sourced from the Internet in 2005.

  • Employers spent the largest proportion of their recruitment budgets on General Job Boards in 2005.

  • Employers were most happy with Return on Investment from (in order of satisfaction) Employee Referrals, their own Employment Web Sites, Campus Recruiting, and Niche Job Boards.

Given the last finding, why are so many dollars being spent on General Job Boards?!? As the report pointed out, nearly 21% of new hires, for the companies surveyed, came from the employer’s own employment website...yet, a quick sampling of company websites shows an amazing range of quality and attention to the “Careers” section in these sites, with most of the smaller companies having no employment functions on their site, or only a minimal set of job listings and contact information. Obviously, a great deal of room for improvement exists in this area, and employers who provide a quality employment section on their websites will reap a real benefit in return on the investment.

Employee Referral programs were the second leading source of numbers of applicants reported (18%), and led all sources in ROI...yet the number of employers without any employee referral program at all was reported at 44% in a recent BLR.com poll.
Recently, employee referral programs have been criticized as restricting efforts to increase workplace diversity (since employees tend to refer people much like themselves). An effective company employment website, together with an applicant tracking system capable of collecting and reporting EEO data, can go a long way to counter such criticism—especially when coupled with other diversity recruiting efforts.

Finally, company employment websites and employee referral programs rank well above all other sources in quality of hires. This year, seek your new hires in the right places! Make an early resolution.

John W. Howard, Ph.D.
More about John

Thursday, March 6, 2008

New Online Recruiting & Applicant Tracking Blog

After months (actually over a year) of good intentions, we are proud to announce the launch of the iApplicants blog. This blog will be dedicated to providing employers of all shapes and sizes, but especially small to mid-sized employers, with information and helpful tips to improve the results of their recruiting and hiring efforts. The goal is to provide information that will be useful to readers, regardless of their user of iApplicants. Content for the blog will be provided by different members of the iApplicants team, including some of our resellers and partners. Topics will range from sourcing of applicants (both online and off), applicant tracking, hiring assessments, and any other topic that seems to fit in with our general theme.

Not only are we hoping to provide some useful information to our readers, but we would also like to spark up a conversation that will result in the sharing of best practices. Please feel free to post comments, questions, and recommendations.

Sincerely,

Ryan Kohler, CEO
JobMatch LLC