Author: Mona Tawakali

Programmatic Job Ad Buying: Case Study

  You’ve probably noticed we’ve been talking a lot about the benefits of programmatic job ad buying lately.  Sure, it is one of the biggest innovations to hit the recruitment marketing industry since sliced bread, but this is a trend that is completely changing the digital advertising landscape. Why? Because it works! We consistently see three major outcomes after making a switch to programmatic PPC campaigns. You get way more control of the jobs you’re spending money on. There is better performance distribution across all jobs – no more jobs hogging the budget because they are easier to fill. There...

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Recruitment Marketing Trends to Look for in 2016

Here’s a fun fact about me: As far back as I can remember I wanted to be a journalist when I grew up.  I loved that no two days were the same, you had the opportunity to learn about something new every day as you were researching your assigned story, “TV reporter hair” was cool…  And while my career (obviously) took a very different path, I still miss from time to time my good old days as a reporter. For this week’s blog post, I decided to dust off the old reporting skills and interview my teammates about what’s...

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6 Ways to Optimize Your Employee Referral Program

With the recent news of LinkedIn’s acquisition of the employee referral program (ERP) platform, Careerify, I have a feeling that between LinkedIn’s big data and Careerify’s bad-ass technology, ERP’s are going to be bigger and badder than ever. In fact, it seems that every day a new technology is popping up that’s been developed to amplify employee referrals. For good reason, technology aside, according to ERE, approximately 70% of companies have formalized ERP’s incentivizing employees for referring candidates to positions. In fact, referrals are 54% more likely to convert to a hire and referrals have a 25% higher retention rate than non-referred employees. There’s no better time than now to take a good look at your current ERP to see if there are ways you can motivate your team to refer more candidates. Here are six ways to optimize your current ERP program. Social Media – Social media is the best vehicle to reach passive talent who are culturally similar to your employees. Educate your employees on the importance of having a thoughtful content strategy to make the best use of social networks. Constantly pushing out messaging about open positions can get stale – by providing easy-to-share content that’s more focused on company culture, you’re more likely to gain referrals organically. Think Outside the “Box” – Consider running campaigns to reward non-employee referrals (i.e., friends, Alumni & Business Associations,...

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What’s in a Job Title?

A job title is the first thing candidates see in a search result and is the employer’s chance to make a great impression. Think of a job title as an email subject line. This is your one opportunity to get someone to click on your message and most times you only have a few moments to do that. Most candidates search for jobs by the title of the position they envision themselves in. Having a well written job title will improve your placement in search results and is the greatest factor in whether or not a candidate will click through to view your posting. You don’t have to be an award winning writer to create a great job title. In fact, with these six rules you’ll be writing more effective job titles in no time! Keep it short and sweet – According to, job titles should range anywhere between 5-80 characters. Anything more or less will negatively impact search rankings. Keep it simple – Use recognizable terms. Candidates aren’t going to search for “Social Media Guru” jobs. Instead use phrases like “Social Media Content Writer.” Tell it like it is – A job title should accurately describe the work the employee will do. For example, “Events and Sponsorships Manager” is much more effective than “Marketing Manager.” Similarly, if the job that you’re advertising for is seasonal, full time...

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