Recruiting with Impact: How to Boost Traffic to Your Job Site

Finding Your Ideal Recruitment Channels

In the recruitment landscape, there are many places where you can find candidates: job boards, social networks, shortlists from recruitment agencies, and even paper resumes. But what is the best source for your company? Do you really need to be present on all channels?

The answer depends on various factors, including the nature of your company and your target audience. Consider whether your potential candidates are active on professional social networks. Not all channels are the same, so it is better to focus on the channels most relevant to your type of company and industry.

Analyze the traffic to understand how to attract more qualified applicants and avoid losing potential candidates at any point.

How to Use Tracking to Identify and Optimize Recruitment Channels

How can you know exactly which channels and job portals candidates are using to reach your website? And do you know how much recruitment costs depending on the channel from which the applicant came?

Use tracking for each channel. Tracking is a technical term from digital marketing. It helps you identify the source of each visit to your career page and job postings. This way, you can increase the number of applications, reduce recruitment costs, and save time previously spent processing unsuitable profiles.

With effective tracking, you can answer the following questions:

• What are the characteristics of the people clicking on your ads: gender, age, geographic region, interests?
• Where do they come from? Ads (referring job sites), direct searches on your career page, organic traffic (visitors coming from a search engine like Google), partner websites, social networks?
• How many are there – measured by the number of unique visitors (users visiting the website), sessions (a user can visit multiple pages during one session), and page views (pages viewed) on your website?
• How often do they return – per hour, day, week, month?
• How long do they stay on the company website – average session duration, bounce rate (the percentage of people who visit a single page and leave without viewing further pages; the lower the bounce rate, the better)?

Maximizing Recruitment Efficiency with Applicant Tracking Systems (ATS)

To fine-tune your tracking, you typically need to work with your company’s Google Analytics account. But don’t worry, you don’t need to be a marketing guru to get this done. All you need to do is add a script to integrate tracking on your career pages.

If you really want to get the most out of your recruitment efforts, we recommend using an ATS (Applicant Tracking System) that tracks traffic sources and offers a built-in tracking solution. This allows you to accurately analyze which sources generate the most suitable applicants, sorted by job type, labor market region, and more. Google Analytics and Matomo can be seamlessly integrated into an ATS, allowing you to easily manage statistical data for individual vacancies without needing to be certified.

By combining these evaluations with a qualitative analysis of your ATS, you can gain truly valuable insights. This will significantly improve the accuracy of your recruitment reports.

Discover the Improvement Areas for Your Career Site and Job Pages

Curious about how to optimize your career website and job pages? Conduct a quick audit with our free Candidate Experience AI tool and immediately uncover improvement areas in candidate experience, security, SEO, performance, mobile experience, and content. Take the test!

P.S. Did you know you can also check competitors’ career sites and job pages with our candidate experience grader tool? Enter the URLs and receive an analysis from our AI tool within minutes.

Also read our blog on “The Art of Smart Sourcing: How to ensure talent chooses you” for more insights and strategies to attract top talent.