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You’ve spent thousands of dollars, and hundreds of hours, on your new careers site. You also spend thousands of dollars paying to advertise your jobs on sites like LinkedIn. The problem is that this is not a unified strategy.

An example comes from SurveyMonkey. They are a Jobvite user, and a company we greatly admire. They’ve done a marvelous job of crafting a custom careers site. The problem is that candidates coming from their paid advertisements on LinkedIn may never see the careers site when deciding whether to apply.

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When you take a quick look at LinkedIn, you’ll see that SurveyMonkey is currently paying for 13 job advertisements on LinkedIn. Candidates looking at one of these advertisements are directed to apply through the company website. This is typical, as recruiting teams send an automated feed from Jobvite to LinkedIn for what positions they want to advertise.

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The big surprise comes when you click through to the company website as directed. Candidates land on a bland job page with little information. An opportunity is missed to help candidates become more informed and inspired about working for SurveyMonkey. The exact intent of the beautiful careers site they’ve created is not realized.

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What’s worse is that there is no way to get from the application page to the nicely done careers site. SurveyMonkey has paid LinkedIn a large sum of cash to drive candidates to pages that do not capitalize on their overall inbound hiring strategy. In fact, if the candidate clicks on “Current Openings” they are directed to another basic Jobvite page with jobs listed in an uninspiring way.

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So how do you fix this problem? You can talk to Jobvite, and attempt to put a new solution in place. However, will it compliment the experience of the front page of your careers site? You can tap your internal IT team to come up with a new workflow. But that could take a long time, and pull the IT team off of projects driving revenue for your company.

That’s where Ongig comes in. Our platform can provide a more informative and inspirational Candidate Experience in a matter of days by:

1. Powering job descriptions that mirror your careers site

2. Distributing the jobs to all major job boards and aggregators

3. Providing analytics on pre-apply candidate behavior

And all of this with no IT required. Click here to connect for a quick demo. Thanks for reading!

Jason Webster

Jason Webster is a social recruiting enthusiast and co-founder of Ongig, a platform that creates shareable, visually-appealing job descriptions. He has spoken at multiple social recruiting events, where his passion for candidate experience is the primary topic. Connect with Jason and Ongig on Twitter, Facebook, and LinkedIn.

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  • noname

    Applying for a specific job recently, had to be done through Jobvite. Jobvite wanted permission to: 1) Retrieve and post group discussions as me on Linnkedin. and 2) Send messages and invitations to connect as me on Linkedin. My questions are 1) Why? 2) Why would someone grant that permission to anyone?

    • Jason Webster

      Thanks for the comment noname. You pose two interesting questions. I know that the main draw of Jobvite for employers is that the platform is able to automatically share jobs across the networks of their employees. That is why someone would provide the type of permissions you were asked to grant. However, I see no reason whatsoever to be asking an applicant for these types of permissions. That’s definitely poor form.