Finding job candidates in your backyard has always been better than drowning in a flood of resumes from Timbuktu.
When newspapers ruled the world, being bombarded by candidates outside of your city or market was pretty rare. The Internet changed that. With the birth of job boards, job seekers had easy access to openings all over the globe and an even easier way to apply. Just click.
In the midst of growing cyber-clutter, the search engine was born and has thrived ever since. Why? Because search engines help people get to exactly what they’re looking for with the greatest efficiency known to man (and woman).
Online marketers rely on search engine optimization and marketing techniques to get in front of the exact target market they’re seeking. And for one obvious reason: Greatest return-on-investment (ROI).
A MediaPost article today said, "… the Internet provides national advertisers
seeking a local marketing push with a pinpoint accuracy that they could
never have believed possible outside of the flat, discarded world of direct mail."
As local employers look for a way to limit the number of out-of-area candidates, local niche boards are sprouting up everywhere, and Monster’s even added zip-code search and the ability to limit applicants by radius. Small is the new big.
I say it’s time for employers looking for local candidates to wake-up to what every smart marketer – and job board – already knows: Search rules.
Don’t want candidates outside of Dallas? Then optimize for "Dallas jobs." Tired of getting nursing candidates outside of Atlanta who have no experience in nursing? Then optimize for "Atlanta nursing jobs."
HR tactics and recruitment strategies have always lagged behind corporate marketing. Partly because corporate marketers are inspired to drive revenue and "keep the lights on," and partly because HR historically is very slow and resistant to change, regardless of how obvious the writing is on the wall.
I’m hopeful the light will go off soon.
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