This post was originally published on this site
Everyone wants more free candidate traffic—it’s like the holy grail of an inbound recruiting strategy. To help you implement, operationalize and measure your organic success, here are our latest DOs and DON’Ts.
In our last post, we explained how adopting an organic-first strategy can take your easy-to-fill jobs off the table with zero media investment.
That leaves your budget to be tactically deployed, focusing on jobs where there is a high competitive demand for candidates or where your reach has to be extended beyond what the organic sources will natively provide.
While this sounds like a no-brainer, the operational details of how to get organic candidate traffic at scale are considerably more complex. How you go about it means the difference between a slow candidate trickle and a firehose!
It’s worth learning the rules. Executed properly, an organic-first strategy could fill between 50 and 90 percent of your jobs without any media investment. Your organic candidate traffic will increase significantly, the quality of hires will go up, the velocity of hires will increase, and most importantly, you’ll meet your hiring goals
Let’s dive in.
How do job boards think about organic listings?
Job boards use organic
