Job Site Positioning is a method to determine the sucess of your job posting on various job boards.
Visibility on a jobs board is a factor of:
- Position on the Board
- Busy Period on the Jobs Board
- Number of Competitors with similar advertisements.
So if I advertise my jobs and they turn up on the first page of a search at the busiest time of the week for the jobs board in the busiest seacon for the jobs board against a lot of competition I have a measure of response.
Case Study
eg. Busy Season for Recruitjobs a ficticious jobs bord provider is January. The businest day for candidates would usually be Monday and Tuesday. The number of our core competitors advertising at the time, was 5 and the job advertisement is on the first page of our search. Given these variables we get 30 responses.
Learning by Response
Knowing the response and variables we should know what causes a change in response over time. If at some point in the future we get 10 we know that there is an issue with our attractiveness or with the market.
Appearing on the third or subsequent pages should have an effect on the response number.
Changing the job title of the role and elements of the attractivness of the role will also pick up response.
Having no sense of measure
With any media having no sense of measure makes it extremely difficult to judge the value of the advertisement and the response. Using this rough measure guide you get a view on: -
Core Response Rates - The core response rates is simply the ratio of Site User to Applicants to Interviewees to Hires.
Competitive Position - This is the measure of the number of competitive roles in the area in which we are interviewing.
High Point Postion - This the number of jobs or pages you have to get through to get to you role on the busiest day for the site.
Cost Per Thousand - This is a fairly standard method in media to measure the efficiency of spend.
Market Research - Standard Market Research which takes account of visibility and effectivness of the advertisement.
Consideration Set - Recognition of the top recruitment brands in your sector.
Recall - Recollection of various key elements of the recruitment advertisement.
Positioning Maps - Mapping tool used to graphically diplay competitive position in variuos attributes.
Market Research - Simple Market Research can help set up the Brand.
Brand Recognition - Display blind brands and ask the candidates to identify and rates them.
Move Motivators - Question the candidate pool about the reasons to move, rate companies on the basis of the reasons to move.
Use the weightings from the general pool to see whether we are addressing the key reasons to move as well as competitors.