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Monster Best Practices: Maximize your Job Posting Response

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From the Archives: November 14th, 2013

Watch this archived webinar and learn to attract the right talent and reduce drop-off.

Today's competitive recruiting market requires that you recruit the right talent for the right job -- at the right time.

In this webinar, Maximize your Job Posting Response, recruiting expert Amy Hughes explains how to maximize your job response and find the talent you need, when you need them.

This webinar breaks down the process in three steps:

• Step One: Improve your Job Posting
Learn how to make your job posting a standout.

• Step Two: Simplify the Apply Process 
New tools help simplify the apply process and enable you to source applies more accurately. 

• Step Three: Stay Competitive
Regularly compare your recruiting collateral with competitors. 

About the Presenter:
Amy Hughes
Director, Monster Professional Services

Amy has over 14 years experience in working with clients to develop successful online recruitment campaigns. Since joining Monster in 1997, she has held various responsibilities, giving her a thorough understanding of the recruitment industry.

Webinar Transcript: How to Maximize Your Job Posting Response 

Welcome to this webinar presented by Monster. I'm Connie Blaszczyk, managing editor of the Monster Resource Center. Thank you for joining us for our presentation today. Our topic is "How to maximize your job posting response and reduce drop-off during the apply process".

Our presenter is Amy Hughes. As Director of Professional Services at Monster, Amy has over 14 years of experience working with clients, and developing successful online recruitment campaigns. She has a thorough understanding of the recruitment industry with expertise in employment branding, social media recruiting, recruitment media, job posting best practices, and career site best practices.

Amy, thank you so much for joining us today and for hosting today's webinar.

Thank you, Connie. And thank you everyone for joining.

Good afternoon, everyone. As Connie mentioned, we're going to be talking about maximizing your job response and how to find the right talent and reduce that candidate drop-off, which is a very important subject in today's world. Right? Because we live in a very complex world where there is changing technology so it's important to understand those implications on your postings and the candidate response.

Recruiting via the Social Network

More than ever, we need to access quality resumes to recruit the right talent for the right job at the right time; and because there are more options for job seekers today using Google, search engines, your career site, job boards, social media platforms -- we no longer live in, what I call, a single-source linear world where people find you online through a job posting and apply directly to your organization. They can use their social network. They can view your career site. They can be looking at who they know within your organization.

There's just a lot of avenues in which ways job seekers can learn about your company. So, that can really result in more applies, but not necessarily from the right candidates and it also makes it difficult to track the sources that are driving the best return on your recruiting investment.

But the good news is that these challenges are relatively simple to overcome and the best practices we're going to discuss today will help you attract the right candidates, reduce drop-offs through the application process, and enable you to maximize your recruiting budget. And when we say smart practices and improving job response, it's not always about the number of applicants. Right? It's getting the right applicants at the right time so it's not necessarily the quantity but the quality of the applicants.

So in this webinar, what we're going to do is we're going do is we're going to actually break this out into three parts. Step one is improving your job posting. Step two is a closer analysis of how we simplify the apply process. And then step three is how we stay competitive.

Simplify the Job Title

Step one is to improve the job posting. And when we're talking about the job posting, it's important to start with job title, and make sure we optimize the job title so that it is viewable to job seekers when they come to Monster and type in with the titles and the keywords to search for opportunities that we're using titles that are most relevant to them. So some best practice is to use common industry standard job titles.

We had an example at Monster several years ago. We were looking for a receptionist and we tried to be very creative with the title and use "Director of First Impressions". Well, you can imagine that we didn't get a lot of response to that posting because that is not a title that is commonly used by job seekers. They're not going to be searching for a "Director of First Impressions". They're going to be looking for "Receptionist" or "Office Manager," those types of position. So, you want to make sure that you're using titles that are common that people search with frequently.

You also want to be very specific. So you start with that common industry standard common job title and then add some qualifying skills and certifications. These are the must-have job skills -- the things that are deal breakers to the position, so that when someone is looking through a list of jobs that they are able to recognize the skills that are required, and click through those ones that they possess the skills, so it's going to be a good match for them. You want to avoid using questions in the title. Are you a powerhouse sales person? Those are kind of gimmicky, and sometimes from a seeker's standpoint can be less trustworthy.

You also want to avoid the gimmicky terms, punctuation. Avoid abbreviations and spell out acronyms. Now, Monster search engine does recognize common abbreviations and acronyms, but it's always best practice to spell those out as well, so that we're being very specific in the title that we're using.

So here are some examples of what we've talked about. I could say that I'm advertising for a software engineer, but I want to make it more specific. I want to call out the fact that I'm looking for a "Senior Software Engineer", so we're calling out the career level. I'm also including Java to make sure that the candidate understands that this is a skill that's required for this specific position. And again, you want to explain the job type, noting if it's entry-level, full-time, or part-time. Those are really important qualifying criteria for potential candidates.

So instead of just saying "Sales Representative", if you're really looking for someone who is entry level, you want to be specific and call that out. And speakers tend to search by those keywords as well, knowing that if someone is looking for entry-level that is something that they will put into the search engine. Same applies for part-time or work-at-home; those are also commonly searched by seekers as well.

And then lastly, use standard spelling and grammar. So with a "Senior Claims Manager", we have a common abbreviation. I see this all the time and it's probably populated in your templates. Sometimes it's abbreviated but we want to make sure that as we are posting these externally, that we are actually spelling them out, because these tend to get better views and visibility as people are looking through the search results.

Now, if you're unsure of where to find some of these more common titles, understanding how seekers are searching, and what common keywords they're using, one of the things that you can do is use the Monster as a resource, and actually search for similar jobs. Just go to our search engine, try different job titles, and turn on the skills that you're looking for. See what job titles other companies are using, see what really resonates, and get different ideas from other companies.

Research your Job Description

You can also take your job description and build a word cloud. I don't know if everybody on this call has seen it, but you take the job description, populate it - wordle.net is an example - and it looks at that job description and pulls out the keywords that are used most frequently, and those are more prominent in that actual word cloud. So the word jumble but certain words are much bigger than others. It's a great usual representation and gives you kind of an idea of what this prominent and really essential keywords are in that actual job description.

You can ask your recent hires -- and this is a great one -- just what criteria did they use to search and how did they find your position? And titles vary by company, right? So it's always important to be asking, "What was their title in a previous company?" Because it might be slightly different. And if so, then you might want to change or modify the title that you've been using and test it out, and see if it drives a more qualified response.

You can also ask hiring managers for their input, and this is especially relevant as it relates to the essential job requirements. What do they really need from that person, the most viable candidate? And include that job title as well. If you are a Monster customer and you have our power resume search, there is a skills profile that you can actually use as a reference as well to see what other related skills might be commonly found for people in these types of positions. So take a look if you're not familiar with Power Resume Search, that is the ability to search our resume database using a semantic search technology and be able to find applicants outside of your job postings.

The next thing is actually look at the job description itself and you want to create a really compelling job description. They need to understand why they should want to work for you. Job seekers have more choices today. Unemployment is inching down and if you're looking for candidates with a bachelor's degree, unemployment has always been traditionally low within that population, falling around 4% going up and down depending on the economy.

People who have degrees have a relatively low unemployment rate, so the work or talents for these people has never really ended. So as more jobs are being created, there's more competition to get these people into your organization, we really need to differentiate why your company and your position are better than the next job and their search result. We're looking for an authentic employment brand. By employment brand, we mean your culture -- the work environment -- whether you have a mission statement or the company goals and vision for the future. What do you do and what its impact in the business and in your industry?

Creating a clear employment value proposition -- what do you offer that's truly unique? So I always, when I'm working with clients, put yourself in the role of the job seeker and ask yourself, "What's in it for me? What does this role offer me that I don't have today?" How can this role showcase my unique skills, interest, and abilities, and how does the role contribute to the company's vision? So, how are they going to be contributing to the overall success of the organization? How do they fit into the department? Is it a team environment?

Make sure that you're speaking to the people that are the most qualified and they're going to fit within the culture of the organization and the team. And again, think like the applicant -- why does this job exist? How will I know if I'm a good fit? Individual contributor versus team contributor or team environment. Again, really try and identify those things that are going to differ from their current position.

Convey your Company Culture

With a Monster job posting we want to make the job description stand out as much as possible, so we use our enhanced job template, which allows us to use visuals and images to create a more compelling job description. Pictures and images capture the jobseeker's attention; draw them in a little bit more to get them reading the actual job description. We call out the innovation and the creativity of the people that work at Monster. You can call out your mission statement or you can talk about the company culture, but you always want to highlight key information about your organization from an employment standpoint.

Talk about what you do as a company, but what does that mean to potential applicants? Our example here is we talk about that we are the number one name in online recruitment. We revolutionize the way people look for jobs and employers look for people. We're passionate about our vision of inspiring people to improve their lives. We talk about the fact that we are a career site and we want to find better, but we also talk about the types of people who work here and that we're looking to hire forward-thinking people from all industries who have a passion for excellence. And, we call out all of our benefits because this is really important to people, and this is often can be a key differentiator.

So the template is a great way to be able to tell your company's story a little bit more than the standard job description. But ultimately, there are certain components that are most important when it comes to the actual job description. So I always try and follow a standard template and start with a job summary and really, this is a paragraph that is going to spark interest in the company and in the position. And again, always be asking yourself, "What's in it for me?" As a job seeker, why would I be interested in this position?

And going back to the title and the discussion around keywords, you need to incorporate those into the actual job description as well. So not only when a seeker is searching or we're looking at the title, we're also looking at the job description. And that's true with any organic search engine like Google or Bing. You're looking at the title as well as the content. So it's always a good idea to have a job description that is keyword rich.

Talk about what this person does on a daily basis, and think about a skills-based profiles because that's going to net more targeted results. You want to delineate the responsibilities, the requirements with bullet points. Just like when you review a resume as a recruiter, you're skimming it from the most important information, and bullet points allow speakers to do the same thing. Research shows that job seekers are at work when they're searching for new opportunities.

Think Like a Job Seeker

As I've mentioned, I've worked for Monster for over 14 years and every year, we publish a job seeker overview report, and it's never changed that starting on Monday morning through Wednesday, which is when we see the biggest spike in job search activity. So people get to work on Monday -- they're having a bad day -- and they come to Monster, and they start to look for other opportunities. And that spike, like I said, continues into Wednesday. And we still see significant traffic on every other day of the week but it just demonstrates that people are really looking while they're at work. So you want the job to be visually easy for them to read and pull out the most important components, the skills, the requirements.

When you're writing it, try and use the second person voice. Like for example, "You're a dynamic Project Manager," because this helps a job seeker envision themselves in the role. And I talked about the benefits that we include in our job posting. These are always an important differentiator and it's not always the traditional benefits. Sometimes things like daycare, tuition reimbursement, or, if you're in an urban area, free parking. The city where the job is located, sometimes those can be key differentiators as well. So really think about those things, and brainstorm internally with the hiring manager around, "What are the things that we can include to really stand out and to be different than the other jobs that the job seeker might be viewing?"

And so just to switch gears just a minute. This webinar is all about job postings and the job response, but many times, like I said, a job seeker's going to be looking at your career site to learn more about your company. And so if you choose to use an enhanced job template, for example, make sure that your branding is consistent with that of your career site. Now, I know that we have a lot of different company sizes attending today's webinar and it could be some of you do not have a career site. But if you do, make sure that it's consistent that the branding, the logo even. If you don't have a template, just make sure that we have the right logo. So that if somebody were to go to your career site that it's consistent in a uniform experience.

And lastly, you want to include a clear call to action. All the research that Monster Intelligence has done with the job seekers shows that they want to know that their resume has not gone into a black hole. So outline the application process and set expectations of what's going to happen next for our candidates once they apply to your company. Explain how to apply. If they're on Monster and they're going to be linked to your career site, set that expectation and let them know that the apply process is going to take 10 to 15 minutes, or 45 minutes, or however long it is. Make sure that they understand that, because again, if they are at work, they may not have time to actually complete the application.

So they can flag that job and come back later in the day to apply. But, you also want to create a sense of urgency and these are just a few examples of ways that you can do that: "Take the next step," "Apply now," or "If this sounds like you, we want to hear from you." So again, going back to that skill-based profile. "Jumpstart your career and apply now." "Interested in applying? Click apply now to start your journey with our company." This is the type of language that's going to motivate the seeker to apply.

If you need help before we get into the application flow in step two, if you need help with creating a better job posting, or actually if you just need to know how to post or manage jobs on Monster, I would encourage you to visit our Resource Center. It's as simple as going to Hiring.Monster.com and searching on the Monster training schedule. We have trainings Monday through Friday at different times throughout the day. If you need more tactical training on actually posting a job, I would encourage you to attend one of those sessions so that you understand how to actually go through and use the resources as you're posting a job.

Simplify the Apply Process  

So let's talk about step two and how we simplify the application process. You want to evaluate your process from start to finish. How long does it take? Actually sit down and go through the application process as a job seeker would. Be looking at things like how many questions the applicant has to answer and how many clicks it take, because if your application process is long and cumbersome, the percentages of candidates who drop off is going to increase -- many of whom might be the most qualified.

The most qualified applicants aren't going to go through a long, drawn-out process that asks a lot of repetitive questions or is difficult to get through. Good talents are already employed so you don't want to make it too hard for them to apply. And eliminate as many stats as possible, so really evaluate what's necessary to collect from the applicant at the time of the apply process, and eliminate anything that could reduce drop-off.

So as you're looking at the application process, eliminate those barriers. Again, what information are you asking for, and what's legal to ask? I see this a lot where clients are asking for personal information such as the social security number or a driver’s license number, and there are reasons that they're asking for this information upfront. But, with the concern for privacy today, many job seekers are not willing to provide this information that early in the process -- and they're going to opt out instead. If it is a requirement at this stage, you have to be sure to explain why and give speakers the option to learn more.

Also, collect email addresses at the end of the process. Those of you with an applicant tracking system, most likely, I see this a lot where you're asked as an applicant to create an account before you can go on and apply. And we want those secret e-mail addresses because a lot of times, we're using those to remarket to those candidates through a CRM. But instead of making job seekers create a log in as the first step in the process, I would suggest that it'd be last. Capture that e-mail; let them go as part of the application flow. Let them submit their resume. Go through the necessary questions that they have to answer. And, then have them create the account.

After that, communicate with them on how to check back on the status of their application or use this log-in and use this account to create job agents to be notified of future opportunities. So just take that and if you're out, just check with your applicant tracking system to see if they have that capability and if you can switch that process around to encourage more people to get through the apply and then create an account.

Avoiding Candidate Drop-Off

You don't want to divert the candidate so redirect the seekers directly to the requisition. Candidate drop-off has happened. In my experience, I've seen varying degrees of candidate drop-off rate. On average, I would say 60% to 70% but I've also seen it as high as 90%. The thing is that if you want top performers to complete the application process, you've got to make it as easy as possible and there's nothing more frustrating than clicking to apply only to have to start your search all over again.

So, I click on a link to apply and I think that I'm going to be taken directly to the requisition, and I'm taken to a job search on a career site. It's very frustrating and the likelihood, especially for a qualified applicant is that they're not going to go through that process and try and find that exact job again. Redirect candidates directly to the requisition as opposed to that main courier page or job search because we've already talked about eliminate any unnecessary steps, so you got to really closely evaluate every question that you're asking through the apply process.

A really exciting in a way that you can simplify the apply is Apply with Monster. We recognize that application processes can be time-consuming and there are often detailed questions that contribute to incomplete or abandoned applications. Again, it can be up to 90% and that really frustrates both job seekers and you as employers because you need qualified people coming in and applying to your job. Apply with Monster allows seekers to begin the application process by using their Monster accounts.

In just three steps, their resumes and cover letters are imported into your database. It reduces the application time significantly and improves the number of completed applies. And this is really significant because most seekers don't keep a copy of their resume on their smartphone or tablet, and we're seeing an increase of the use of mobile devices to search for jobs. It's really slick that they can use their Monster account to pull down their resume. Unless they're a sophisticated seeker and use drop box or something like that, they're likely not going to have that stored on their tablet.

If they don't have a seeker account, it's not a problem. They can create an account right from whatever device they're using, and apply for that job. Those who have outdated accounts, maybe they haven't updated their Monster resume in the last six months, can edit it quickly, update the profile and content, and then continue on to the apply process with your job.

What's really great about Apply with Monster is this can be used on all of your jobs, even if you're not posting all of your jobs to Monster or perhaps you use Monster for our resume database and you're not currently using it for posting, you can have this applied to all of your jobs on your career site. So for you, it means an increased apply rate and bigger talent pool from which to sell your open positions. And again, we are streamlining this process so more applicants are going to convert and the people who are more qualified -- again, we're making it easier for them. It's a quicker hassle-free application process.

So use Apply with Monster even if you're not using this for all your jobs. You can have this integrated into your applicant tracking system. It has led to an increase in conversions with partners with whom we're currently working. Those that have implemented Apply with Monster are seeing significant uptakes in the conversion rate, meaning that the people clicking and using Apply with Monster are completing the application at a higher rate than those who are just going to the standard apply.

How to get it? You can request apply with Monster with your ATS provider today. Here at Monster, we have an alliance team that works with all of the ATS centers in the space, and just from having conversations with many of them about a pilot; we would encourage you to talk to your applicant tracking system. Tell them that you are interested in Apply with Monster. I would encourage you to also talk to your Monster sales rep and let them know that you've talked to your ATS provider. They will notify our alliances team who can reach out to your vendor and start this discussion so that you can start taking advantage of this really great implementation and this integration.

And the other thing I mentioned that mobile use for search is on the rise. According to Pew Internet research, 56% of American adults have a smartphone. And recently, the sale of smart phones and tablets has surpassed desktops -- so people are on the go, and they're not tied to a desktop the way that we used to be. A recent Glass Door survey actually indicated that 68% of job seekers are using their mobile device to search for jobs once a week or more. So job seekers expect mobile optimization and are less likely to leave your site if it is optimized. In other words, they're likely to leave your site if it's cumbersome and time-consuming to load the page and to load content.

So invest in technology that's going to take your recruiting efforts to the next level and make it easier for seekers to engage with you regardless of how they find you. Because overall, you're providing a better experience for most consumers and seekers. So really, mobile optimization does not just apply to your career site, but it applies to your website in general as more people engage through tablets and smartphones. And then the interim, if your site is not mobile-enabled, use Apply with Monster so that it streamlines the entire process because we have that mobile optimized and job seekers can use the mobile features to pull down their Monster resume.

The Importance of Source Tags

We also want to use "source tags" for better attribution. A source tag reduces the chances of collecting what I would call questionable candidate source data. The candidates self-select because it's automatic -- it is a tag that is appended through a job posting URL, and there's been a number of different studies conducted but they also see that when provided a list of sources to select where the found the job. Only about one in six seekers are going to correctly identify the right source.

I was working with a company a few years ago, and they had not updated their source list in quite some time. They still had America's Job Bank, and so if there's anybody on the call who has been recruiter for a long time, you know that America's Job Bank was sunsetted many years ago. They still had it in our list and candidates were selecting it. It is not the best source because the candidate self-select is not the most reliable source for determining your return on an investment.

Most of the applicant tracking providers do have automated candidate source tracking, both large and small vendors. So check with your ATS vendor about adding source tag to your job posting. I will say if you can't do it, for whatever reason, and in the short term it is just not a viable option for you to have a lot of source tagging implemented, I would encourage you to rearrange the order of sources once a quarter to see how it changes the results of your reporting and gain visibility into job seeker behavior when they apply to your job.

You will really get a better understanding of job seeker behavior and what sources they're choosing based on how they appear on that list. Hopefully, that will create more of a compelling business case as to why you need that auto-source tagging.

And this is what it looks like. It's, again, a source that is appended to the job URL and it's automatically populated so the seeker doesn't have to worry about identifying the source of where they learned about the opportunity, and it will enable you to better allocate those recruiting dollars. So there are a couple examples here, and it's done in a couple different ways, depending on the applicant tracking system. Sometimes, it is a numeric value based on the job board.

Sometimes, I will see Monster or M-O-N appended here in the end of the URL, which indicates Monster. Each source is going to have a unique code that's appended to that URL. So as traffic is redirected from the site, it's auto-populated in your applicant tracking system, and again, you're going to have a better sense of which sources are working best for you.

So, how to add the source to your job? Talk to your HS provider. Most of the vendors that we work with and have talked to, this is a standard capability. You just have to request it. If you want to learn more about the subject, check out this Resource Center article.

Stay Competitive for Top Talent

And then lastly, step three, is to stay competitive for top talent. We've already talked about this. You should regularly evaluate your application process, but I would also encourage you to conduct a competitive analysis and be aware of what your competitors are doing to recruit talent. Look at their career site, their job postings.

If they're on Facebook or Twitter, go through there and look at their application processes. Determine, from a job seeker's perspective, is it better or worse than yours? And if we think of seekers as "consumers of work", be sure that your employer value proposition is clear, concise, and compelling. We always want to strive to offer the best experience for job seekers, so make it easy for them to engage with you, apply to your jobs, and learn about your company. You'll see a better more qualified applicant coming through your pipeline.

Technology has created greater efficiencies in the hiring process but it also encourages high candidate drop-off and often provides imprecise source data. So be proactive in prioritizing and implementing the smart practices we discussed today, because we at Monster believe people want to find better and we want them to find better with you.

We're going to open it up now for any questions that you might have. Thank you.

Thank you. Thank you Amy Hughes for that very informative presentation on how to improve job posting response. We did have some questions that came in during the presentation. One that relates to the discussion is about creating a clear job title. This person is asking, "Will my job description stand out sufficiently from the competition if I use the same title that other companies are using?" I think it's a question of differentiation.

Yeah, that's a great question. Well, first and foremost, it's important that your job appear in your search results. The key to doing this is following the smart practices that we discussed and having the common industry standard title. And as I said, our search engine returns jobs based on relevance. As long as you used common titles and keywords, your chances of a high relevance match is significant -- and seekers are going to view multiple jobs in each session.

It's really, at that point, the content of the posting that gives you the opportunity to stand out, that compelling value proposition and the visual representation of your company. So yes, I think that you're still going to have the opportunity to stand out using the standard title.

And here's another question that relates to job postings. Is there a magic number of job requirements that should be included in the description? I assume that that's getting to, "Are there too many? Can you overload it or too few? What's the sort of magic number?".

I wouldn't say there's a "magic number". Just to focus on the "must-have" components like the deal breakers, as far as skills and requirements. Eliminate any requirements that are inherent or inferred to the role such as administrative tasks or soft skills. The last thing that a job seeker wants to see when they're looking at a job posting is one in which they have to keep scrolling, and scrolling, and scrolling to see the entire content. So really focus on what's important, what's important for them to know, and the deal breakers -- and I think that they are going to see a good result. That's what I'm going to say -- keep it short, keep it simple, and get them to click to apply.

Create that sense of urgency. And then that's when recruiting comes in. You start to talk about some of the other roles and responsibilities of the role, but just focus on the deal breakers.

Great. We have another question that's come in related to social media. Is it possible to track responses from Facebook, Twitter, and LinkedIn for job postings and acquisitions?

I hope I understand the question correctly. If you have a job, say, through Facebook or Twitter, when someone goes to those applications to apply, if you have the auto-source tagging, hopefully, it is set up to recognize the referring site. If its candidates self-select, then you are dependent on the applicant to choose the correct source. So if you have the technology and the auto-source tagging, then yes, you can track where the applicants are coming from.

Answering your Questions

Okay. Our first question on the phone line comes from the line of Danielle. Please go ahead.

We are looking for a regional sales manager for our company, and that is the title that we listed for the job posting. However, we are receiving candidates that are out of our industry. We sell industrial tooling but we are receiving candidates that are in other industries -- maybe they sold Verizon or they're in the medical field. Would it be appropriate to tie into that title the actual industry that we are specifically looking for?

Yes. Yes, it would because that way, you're qualifying the type of salesperson that you're looking for. And you can even just put something around the industry experience required - the industrial aspect of it. So yes, you can put those types of qualifiers into the title. Also, it's in the job description as well, correct?

Yes, but we are receiving lots of applications when we really want someone in our industry. And so I thought maybe-- but I'm afraid for the search-wise to limit it, to make it too narrow that people won't find the job posting, but also narrow enough that we'll kind of weed some of the other applicants.

No, I don't think you need to worry about that because of the title itself -- Regional Sales Manager. "Sales manager" is how people are going to find the job. Sales is the number one searched term on Monster. So as long as you have that in your title, then the jobs are going to be returned. They're going to see it. The industrial experience just qualifies it a little bit more, so hopefully, you're just going to get the right people that are going to click through to learn more about the opportunity. It's more relevant to them.

Okay, very good. Thank you.

You're welcome. Thank you.

Great. Thanks for calling in. Appreciate that. We have another question here, Amy, on our WebEx Q and A. Is there a best fit way to word or address the compensation plan information? This person is saying this is the number one question they get from candidates, and they wonder if there's a best way to approach that.

Sure. Well, salary is always going to be important for potential applicants, right? So I don't know what type of role it is. If it's a sales position, then you want to highlight the salary plus commission bonus perks. And I would say that about any other role as well, especially if perhaps the salary isn't as competitive in attracting talent. If there's an annual incentive plan, or quarterly bonuses, or anything else that you can tie to compensation, then I would use that kind of language in describing the salary and the comp.

That's a great topic. I'm really appreciative that that person brought it up. It's great to touch on that. We have another question that's come in about the enhanced job template. Wondering if it costs more and if so, how much?

Yes, it does. It is an add-on to your posting and there's an additional cost. You need to contact your Monster sales rep for pricing information. I only say that because there's different options to choose from. We have some select designer templates that are kind of pre-designed for you to choose from or you can build a custom one. So pricing varies depending on what you're looking for. I would encourage you to just talk to your Monster sales rep for pricing information to build something that's right for you and for your company.

We have another question from a small business owner who says that they hire on an as-needed basis, and they're wondering if it would make sense for them to use an ATS to recruit talent.

Well, if you're only hiring a handful of people annually, you may not need a full applicant tracking system. Monster's Office HQ - which is where you go to post jobs - has many of the basic applicant tracking capabilities like creating screening questionnaires, candidate dispositioning as you move through the hiring process. You can rank candidates, hot, cold, and warm. But if you hire at a higher volume, it's going to make sense to consider an applicant tracking system. There are a lot of entry-level, low-cost offerings available on the market.

At Monster, we have a talent management fleet that is probably one of the best applicant tracking system for its functionality and its flexibility. It's very scalable but there are very many benefits to using an applicant tracking system, just giving you the ability to manage getting through the hiring process as well as visibility into basic metrics like trying to hire and recruiting effectiveness. So if you're hiring at a higher volume and you don't have an applicant tracking system, then it probably is a good idea for you to scope that out and see how it could improve the recruiting productivity.

Great. We do have a comment that I think is very relevant. Going back to the job title and this person is saying, "Doesn't short and simple increase SEO in terms of your job performance?" And SEO being search engine optimization.

Yes, because it's the industry standard, that is the way that job seekers search and so in addition to the tools that I mentioned, like the word cloud, there's another tool on Google AdWords that is a good resource to find out other keywords that are being commonly used. And from an SEO standpoint, it could give you some visibility into how just overall search behavior is not necessarily how it's going to be related to recruitment. But it is a good alternative resource as well in looking at overall search engine optimization for your website, for your career site, and for your job posting.

Terrific. That brings us up to the top of the hour, so we'll wrap up for this webinar. Thanks to everyone who submitted a question and once again, thanks to our presenter today - Amy Hughes.

Thank you for joining us.