We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.

We are delighted to announce the launch of our Boston Job Map. This is the first stop on our trip around the globe high­light­ing the best com­pa­nies hir­ing in each location.

Com­pa­nies can add a job to the job map free of charge, along with a link to the com­pa­nies careers site.

Any­one in recruit­ment will know that job dis­cov­ery for can­di­dates is dif­fi­cult. When adding jobs to tra­di­tional job boards recruit­ing pro­fes­sion­als have to con­stantly play with the set­tings to ensure great cov­er­age. The can­di­date selects from a bunch of drop downs and and hope­fully lands on the per­fect role.

Today we are chang­ing that by allow­ing can­di­dates to dis­cover a job, quickly learn about the com­pany and see the job loca­tion (right to the front door of the office).

To ben­e­fit the com­pany and the can­di­date, agen­cies will not be added to the map and dupli­ca­tion of job post­ings is not permitted.

Our goal is to cre­ate ‘A World of jobs’. Join us in our trip around the world to dis­cover the best com­pa­nies hir­ing today.

We’re test­ing a new ser­vice to see if we can reach, engage and con­vert can­di­dates through Twit­ter on mobile.

To do this we built jobfiend.com. It allows com­pa­nies to cre­ate a careers site in a cou­ple of min­utes that’s built for mobile. Not opti­mised or tweaked for mobile, but actu­ally built for mobile. Here were the considerations:

We could not ask can­di­dates to sub­mit a CV/Resume because most peo­ple can’t do this on a mobile.
The text has to be appro­pri­ate for mobile. This doesn’t mean respon­sive design. It means a min­i­mal­ist approach.
There’s no point ask­ing can­di­dates to input a lot of text. We know they won’t do it.

So what are we left with? Tweet sized job descrip­tion and a mobile appli­ca­tion process that’s fast and easy to com­plete. Resumes, screen­ing and inter­views can all fol­low. This is inbound lead gen­er­a­tion for recruit­ment on mobile.

The most recent test was for an online mar­ket­ing intern. We started the cam­paign at 9.30am this morn­ing. We’re fin­ished now and review­ing the results. We gen­er­ated 4532 impres­sions from two cam­paigns. One resulted in an engage­ment rate of 12.9% but none of these com­pleted the appli­ca­tion form. The other had an engage­ment of 2.26% and five(update) seven peo­ple com­pleted the appli­ca­tion. The con­ver­sion rate is some­where between what we usu­ally see on com­pany career sites (high) and job boards (medium).

If you’re inter­ested in mobile recruit­ment and Twit­ter feel free to con­tact me at john (at) zartis.com.

We’re test­ing the best way to Tweet a job. When you break down the con­stituent com­po­nents of a job tweet there are essen­tially four parts: the role, the loca­tion, the com­pany and the call to action. All of these obvi­ously need to fit into 140 char­ac­ters, or less if you want room for a ReTweet.

We think that the role should come first. It’s what is likely to attract the atten­tion of rel­e­vant view­ers. The order­ing of the loca­tion and com­pany are debatable.

Finally, the call to action is the attempt to get the user to click through to the des­ti­na­tion page. This is where can­di­dates are usu­ally dropped into a rab­bit hole. The des­ti­na­tion page is likely a long job descrip­tion that’s painful to read on a mobile. The click to apply is prob­a­bly worse: a bil­lion dol­lar ATS provider that can’t cope with mobile.

Here’s a three step process to help you hire from Twit­ter (which is pri­mar­ily a mobile medium):

Fig­ure out how to struc­ture job Tweets that works for you.
Fig­ure out how to get the Tweet dis­cov­ered by the right peo­ple and engage them.
Ditch your legacy ATS that fails mobile users.