Why use a tiny URL?

URLs are nowadays crucial for Recruitment.

The URL is the place where you offer your Apply NOW button, where you tell your audience how good and successful you already are, and will become better if YOU join us…

All the activities online are to create the best traffic to your URL, your site, your landing page.

So why take the chance people don’t get the message?

Often the message you like to leave in Forums or Blog comments or other types of Social networking sites is too long….
Long URL often break in e-mails and than this happens:

I know the most wonderful place to work, if your want to check it out http://www.mysite.com/who-we-are/something-to-do/
your-next-step/index.php?1234&ID=6789

You can create shorter URLs that do not break in e-mails and are short enough to use in web 2.0 platforms via these tools:

http://shorturl.com since 1999
http://tinyurl.com
http://kurl.nl
http://zi.ma
http://cli.gs
http://tiny.cc
http://bit.ly
http://tubeurl.com
http://fff.to
http://courl.net

Even some of these tools, do come with free statistics of the usage of the URL you created… Why bother? This way you can use different short URLs in different comments and check what comment brought you the most.
Well if you want to know more about analytics and how to use them in recruitment check out: http://cli.gs/n6MdE6.

Enjoy your traffic!

Tag, I’m it

Conference gap! Since I am not attending the Kennedy info thing in Orlando. This is a week to do other things besides discussing the beauty of our profession.

And you know what, I am being tagged!

I thought the HR Bartender, Sharlyn Lauby started, being tagged by Jessica Leeand Maren Hogan who were both tagged by The HR Bartender.

But after a little research there seems to be more behind this Being Tagged

Here are the 4 simple rules:
1. Link your original tagger(s), and list these rules on your blog.
2. Share 7 facts about yourself in the post – some random, some weird.
3. Tag 7 people at the end of your post by leaving their names and the links to their blogs.
4. Let them know they’ve been tagged by leaving a comment on their blogs and/or Twitter.
Check

So some things about me:
- I twitter a lot
- I also blog about familythings
- In the Recruitment business since January 1999
- Online most of the day via mobile or laptop
- Do not like people who don’t show respect
- Play hockey since I was 6 (30yrs now!!!)
- Love my scooter in Amsterdam city
Check

Tag!!!
Bas van de Haterd, vandehaterd.nl OR @bvdhaterd
Marc Drees, recruitmentmatters.nl
Michel Rijnders, hrlog.nl OR @rijnders
Mike Taylor, onlinerecruitmentblog.com
Simon Young, simonyoung.co.nz OR @audaciousgloop
Wolter Tjeenk Willink traffic-builders.com
Bill Vick xtremerecruiting.tv OR @billvick
Check

Now a little link building has been done. I can get back to what I was doing before writing this post, back to twitter.

Have fun tagging!

February 27th 2009, online recruitment and analytics

To get insight in what you are doing online in these days, there is a lot of metrics you’re able to get. The question is what info is important for which level in the organization.

The master class I organized together with Nedstat, PeopleXS and Webster University and will offer an out-of-the-box view on how to plan your strategy and get an in-depth insight into your online activities. The master class will provide you with a clear view of what online channels are most effective for your organization.

More info you’ll find here: online recruitment and analytics

You like this masterclass but want it to be presented in company?
Let me know +31 6 421 21 451

RCE day 3, Wrap up

The Global Recruitment Conference has come to an end,

The line up of speakers was inspiring.

Thank you Alan and Keith for putting this together.

Marktplaats, Broadbean and Knollenstein, thanks for hospitality

It has been another great recruiter experience!

RCE day 3, Corporate Careersites are they serving the candidate?

Panel discussion live on recruitmentcommunityeurope.com and ere.net

Moderated by Keith Robinson, co-founder of RCE, the panel will discuss the subject: are corporate careersites serving the candidate.

Peter Gold, Ingolf Teetz, Bas van de Haterd, Matthew Jeffery

What is the purpose of a corporate careersite?
Is it supposed to be the destiny of every jobseeker in your industry.
So what will we tell them if they are there?
Ask your target group, and put it on your site…

Functionality, design, text, what comes first when you have no budget.
Go to corporate communications and pick some of their budget…
Get text first, google doesn’t care about design and functionality, result, they find you.
And of course go out there into social media and create your traffic there to this one button Apply Now!

Keith brings up the Chief Networking Officer, to let them work together again inside the company. This will cut the discussion about budget. You will be able to decide on: to work in a great company we need great people, we dare to invest in recruitment.

An example comes from the audience www.werkenbijumcutrecht.nl a very good example on which gives you all the right information.. But is there conversation? No it is corporate speak, not conversation, mmmh, little change needed, but the rest is there.
Is it possible to put it all in one site?

Enjoy thinking about your site!