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How to Choose The Right Digital Strategy Agency https://ift.tt/2G6QIRV According to a recent survey from the DMEXCO, 70 percent of executives worldwide expect the pandemic to accelerate the pace of digital strategy. In the past, businesses had more time to plan and prepare. That’s no longer the case. Today, businesses are expected to outline, plan, implement the digital strategy in a matter of days or weeks. The market is moving at an accelerated pace; many businesses find they’re unable to keep up. If you can’t keep up, does that mean you’ll be left behind? Not if you have the right digital strategy agency. With the right agency, you’ll be able to adapt to rapidly changing circumstances and events. Here are some steps you can take to find and vet the right agency. Know your goals and desired outcomesIdentifying your digital strategy is the key to long-term growth. Your digital strategy is about setting goals and objectives. It’s a high-level overview that defines where you are now, outlines where you’d like to go (as an organization), and how you’ll get there. It’s a long(er) term plan that sets a course or destination for you to follow before starting your journey. You’re going to need a list of:
If you have clear answers to these questions, it’s easier for your agency to supply you with the strategy you need to be effective. 3 Characteristics That Make a Great AgencyGreat agencies have a few characteristics in common. They’re able to focus their attention on the details that matter to your company and your customers. 1. They ask probing questionsYour agency can’t create the right digital strategy for your company if they don’t have the answers they need. A great agency asks probing questions that may seem simple, dumb, or unimportant at first. You want your agency to ask these questions because these questions help them to develop an in-depth understanding of your business. Here are a few examples.
Questions form the basis of your digital strategy; your digital strategy shows you where you are now, tells you where you’re going, and how to get there. Good digital marketing agencies should be asking these questions at the beginning of the engagement process. 2. Ask your agency to give their strategy awayYour agency should be willing to share bits and pieces, showing you what a cohesive strategy could look like for you. This is important because it gives you several data points you can use to evaluate their work. This doesn’t mean that you should expect your agency to work for free; it just means they’re willing to demonstrate their skills.
Another option would be to pick one part of your business (e.g., content or advertising) and ask your agency how they’d build a strategy to accommodate one specific goal (i.e., how would you increase sales for my worst performing products using content marketing?). 3. Your agency knows how to implementDigital strategy is important, but it’s not as important as the ability to execute that strategy. A great strategy isn’t enough. Your agency should have the experience, skill sets, and team you need to implement your digital strategy and produce the results you need to grow. You’re looking for three things.
Your agency should provide you all three of these, and they should be able to provide you with evidence showing that they offered other clients these as well. How to Work with a Digital Strategy AgencyAs you’d expect with any other agency, you’ll want to see a list of samples, references, case studies, and reviews showing that they’re legitimate and competent. Ask your clients to provide you with a list of milestones and campaign deliverables. You’re looking for a clear timeline that projects how long everything will take to implement, and when they anticipate, you’ll begin seeing results. Your plan should include details on:
Your agency should be able to show you how they plan on approaching your campaign or project. Ask them to break down the approach that goes into their strategy documents; this document should clarify how they’ll approach your campaign, what you should expect, what their goals are, and more. You’ll want to provide your agency with the following:
The digital strategy company you choose will provide you with a list of items they need and the options you need to implement their plan successfully. How to Find the Right Digital Strategy Agency For YouYou can use directories like Clutch.co, HubSpot Agency Directory, or Sortlist to find the right digital strategy agency that’s best for you. Here’s a list of some of the best in the industry. You can go through the traditional RFP process or you can simply request a quote. The 6 Top Digital Strategy AgenciesHere’s a list of six of the top digital strategy agencies online. 1. Neil Patel Digital — Best For Content Marketing & Digital StrategyI’ve created more than 4,294 blog posts in 10 years. I’ve written millions of words, and I’ve used content marketing to build three companies of my own generating 195,013 visitors a month. I did the same things for large fortune 500 clients; now I can do that for your business too. 2. REQ – Best for Enterprise Business StrategyREQ is an award-winning agency with enterprise-level expertise. They’re industry veterans with some of the best talents in the business. They’re part of the Inc.500 and Deloitte Fast 500 lists – they’re one of the fastest-growing companies in America. 3. Usman Group – Best for Mid-market Business StrategyWith 80% of its clients in the mid-market range, earning between 10M – 1B, the Usman Group, specializes in digital strategy and market research. Their agency is oriented around design thinking; they produce projects that are evidence-driven, practical, and focused on research. 4. DeSantis Breindel – Best for Branding StrategyDeSantis Breindel is a digital strategy company that specializes in end-to-end branding strategy. They’re focused on all things branding — they serve businesses via brand differentiation, brand valuation, brand launches, and employee engagement and more. 5. Mabbly – Best for Data Analysis, Channel StrategyAs a digital strategy firm, Mabbly emphasizes market research and data analytics. They specialize in converting large and complex problems into growth opportunities for established and up and coming brands. Their starting price is slightly higher but worth the investment if you’re looking for a data-driven approach. 6. Ironpaper – Best for Small BusinessIronpaper bills itself as a B2B growth agency. As a digital strategy firm, their conversion growth strategy focuses on gaining traction with growth up to 1 percent. The growth phase starts at 1 to 3 percent, with anything above 3 percent listed as scaling. ConclusionBusinesses have less time to adjust; now, more than ever before, customers are expecting companies to meet their expectations and needs immediately. Digital strategies that played out over the course of one to three-year cycle now finish in a matter of days or weeks. Business is accelerating as customers move more of their business online. Most companies will need help to keep up. If you have the right digital strategy agency, you’ll have the support you need to adapt to a rapidly changing market and events. Use this guide to find and vet the right agency for your business. The post How to Choose The Right Digital Strategy Agency appeared first on Neil Patel. SEO via Neil Patel https://neilpatel.com September 28, 2020 at 11:31AM
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How to Choose The Right Digital Strategy Agency https://ift.tt/2G6QIRV According to a recent survey from the DMEXCO, 70 percent of executives worldwide expect the pandemic to accelerate the pace of digital strategy. In the past, businesses had more time to plan and prepare. That’s no longer the case. Today, businesses are expected to outline, plan, implement the digital strategy in a matter of days or weeks. The market is moving at an accelerated pace; many businesses find they’re unable to keep up. If you can’t keep up, does that mean you’ll be left behind? Not if you have the right digital strategy agency. With the right agency, you’ll be able to adapt to rapidly changing circumstances and events. Here are some steps you can take to find and vet the right agency. Know your goals and desired outcomesIdentifying your digital strategy is the key to long-term growth. Your digital strategy is about setting goals and objectives. It’s a high-level overview that defines where you are now, outlines where you’d like to go (as an organization), and how you’ll get there. It’s a long(er) term plan that sets a course or destination for you to follow before starting your journey. You’re going to need a list of:
If you have clear answers to these questions, it’s easier for your agency to supply you with the strategy you need to be effective. 3 Characteristics That Make a Great AgencyGreat agencies have a few characteristics in common. They’re able to focus their attention on the details that matter to your company and your customers. 1. They ask probing questionsYour agency can’t create the right digital strategy for your company if they don’t have the answers they need. A great agency asks probing questions that may seem simple, dumb, or unimportant at first. You want your agency to ask these questions because these questions help them to develop an in-depth understanding of your business. Here are a few examples.
Questions form the basis of your digital strategy; your digital strategy shows you where you are now, tells you where you’re going, and how to get there. Good digital marketing agencies should be asking these questions at the beginning of the engagement process. 2. Ask your agency to give their strategy awayYour agency should be willing to share bits and pieces, showing you what a cohesive strategy could look like for you. This is important because it gives you several data points you can use to evaluate their work. This doesn’t mean that you should expect your agency to work for free; it just means they’re willing to demonstrate their skills.
Another option would be to pick one part of your business (e.g., content or advertising) and ask your agency how they’d build a strategy to accommodate one specific goal (i.e., how would you increase sales for my worst performing products using content marketing?). 3. Your agency knows how to implementDigital strategy is important, but it’s not as important as the ability to execute that strategy. A great strategy isn’t enough. Your agency should have the experience, skill sets, and team you need to implement your digital strategy and produce the results you need to grow. You’re looking for three things.
Your agency should provide you all three of these, and they should be able to provide you with evidence showing that they offered other clients these as well. How to Work with a Digital Strategy AgencyAs you’d expect with any other agency, you’ll want to see a list of samples, references, case studies, and reviews showing that they’re legitimate and competent. Ask your clients to provide you with a list of milestones and campaign deliverables. You’re looking for a clear timeline that projects how long everything will take to implement, and when they anticipate, you’ll begin seeing results. Your plan should include details on:
Your agency should be able to show you how they plan on approaching your campaign or project. Ask them to break down the approach that goes into their strategy documents; this document should clarify how they’ll approach your campaign, what you should expect, what their goals are, and more. You’ll want to provide your agency with the following:
The digital strategy company you choose will provide you with a list of items they need and the options you need to implement their plan successfully. How to Find the Right Digital Strategy Agency For YouYou can use directories like Clutch.co, HubSpot Agency Directory, or Sortlist to find the right digital strategy agency that’s best for you. Here’s a list of some of the best in the industry. You can go through the traditional RFP process or you can simply request a quote. The 6 Top Digital Strategy AgenciesHere’s a list of six of the top digital strategy agencies online. 1. Neil Patel Digital — Best For Content Marketing & Digital StrategyI’ve created more than 4,294 blog posts in 10 years. I’ve written millions of words, and I’ve used content marketing to build three companies of my own generating 195,013 visitors a month. I did the same things for large fortune 500 clients; now I can do that for your business too. 2. REQ – Best for Enterprise Business StrategyREQ is an award-winning agency with enterprise-level expertise. They’re industry veterans with some of the best talents in the business. They’re part of the Inc.500 and Deloitte Fast 500 lists – they’re one of the fastest-growing companies in America. 3. Usman Group – Best for Mid-market Business StrategyWith 80% of its clients in the mid-market range, earning between 10M – 1B, the Usman Group, specializes in digital strategy and market research. Their agency is oriented around design thinking; they produce projects that are evidence-driven, practical, and focused on research. 4. DeSantis Breindel – Best for Branding StrategyDeSantis Breindel is a digital strategy company that specializes in end-to-end branding strategy. They’re focused on all things branding — they serve businesses via brand differentiation, brand valuation, brand launches, and employee engagement and more. 5. Mabbly – Best for Data Analysis, Channel StrategyAs a digital strategy firm, Mabbly emphasizes market research and data analytics. They specialize in converting large and complex problems into growth opportunities for established and up and coming brands. Their starting price is slightly higher but worth the investment if you’re looking for a data-driven approach. 6. Ironpaper – Best for Small BusinessIronpaper bills itself as a B2B growth agency. As a digital strategy firm, their conversion growth strategy focuses on gaining traction with growth up to 1 percent. The growth phase starts at 1 to 3 percent, with anything above 3 percent listed as scaling. ConclusionBusinesses have less time to adjust; now, more than ever before, customers are expecting companies to meet their expectations and needs immediately. Digital strategies that played out over the course of one to three-year cycle now finish in a matter of days or weeks. Business is accelerating as customers move more of their business online. Most companies will need help to keep up. If you have the right digital strategy agency, you’ll have the support you need to adapt to a rapidly changing market and events. Use this guide to find and vet the right agency for your business. The post How to Choose The Right Digital Strategy Agency appeared first on Neil Patel. SEO via Neil Patel https://neilpatel.com September 28, 2020 at 11:05AM
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Navigating a cookieless future https://ift.tt/2S54hDR 30-second summary:
One of the most impactful changes to internet advertising and media has stayed mostly unspoken in agency and SEO chatter. However, like the switch from a desktop landscape to a mobile landscape, there is no reprieve from the coming cookieless world. On September 16, Apple launched iOS 14, which is a major overhaul of the Apple operating system and would require users to authorize information known as (IDFA). IDFA is used to track user behavior for advertising. This was followed by announcements from Google that they will be following a similar path for Google Chrome, effectively turning off tracking on Safari, which commands 90 percent usage on iPhones, and Chrome, which commands five percent. These moves towards user privacy and marketing compliance are effectively a pivot away from the traditional advertising and search marketing industry, which will impact later players like Facebook to national media agencies like GroupM. Content created in partnership with SherloQ, Inc. National TV advertisers and PPC advertisers are not waiting aroundOnce again led by the advertising and search category of injury law, due to the highly competitive and expensive nature, we are seeing a couple of key movers. Smith & Hassler, a nationally recognized personal injury law firm that famously uses Judge Alex Ferrer and William Shatner as TV spokespeople, and Mike Slocumb Law, a firm that is known for its use of celebrity spokespeople and a sometimes outrageous style. They are both first use cases of using Natural Language Understanding (NLU) for content and first-party data extraction, and automatic AI, which assists in marketing automation to Google without the use of cookies. In both cases, the companies are working with and have implemented SherloQ, powered by IBM Watson, to implement cookieless changes and compliance to market their websites. A recent story from AdWeek quoted Andrew Casale about a cookieless future for publishers, who said it best,
The rapid move towards using first-party data and AI automation will not be limited to a single industry. Privacy is a big selling feature and while Apple has allowed an extension to IDFA, mostly due to the time needed for developers to employ these new frameworks, Apple and Google are not going to wait for the advertising industry’s input. If your agency or enterprise wants to learn more about how SherloQ, powered by IBM Watson, can help navigate a cookieless world, please download our white paper to learn more about our framework. The post Navigating a cookieless future appeared first on Search Engine Watch. SEO via Search Engine Watch https://ift.tt/2jPJ80l September 28, 2020 at 06:09AM
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Voice-enabled AI: Pioneering the contactless future https://ift.tt/3mXIVGJ 30-second summary:
In the past few years, consumers have responded to voice technology positively, as evidenced by the fact that in 2019, worldwide shipments of smart speakers grew by 45% year-over-year, and 27% of the global online population used voice search on mobile devices. Then, the COVID-19 pandemic hit. Suddenly, people became wary of any type of physical interaction. What were once uncomplicated everyday tasks–typing in a credit card pin on a pad at the grocery store or pumping gas–now cause fear and second guesses. Speech based solutions, which allow for contactless customer interactions by their inherent design, are now in greater demand than ever before. To incorporate voice into your customer engagement mix, here are three things to consider: Leveraging voice technology across touchpointsTo begin your digital voice journey, you must first identify which touchpoints customers and prospects use to engage with the brand. Then think about how those interactions can be replaced with speech. For example, in the retail industry, companies can leverage digital speech to support customer experiences in store, as COVID-19 has limited physical interactions that used to take place. These experiences span:
The value of voice in not limited to retail. Companies in other industries, such as education, can leverage digital speech to develop text-to-speech technology that reads content out loud to students. And, hospitality organizations can leverage digital speech to respond to guests’ questions without needing in-person contact. Once you understand where speech can be implemented to support the consumer experience, you must work to find a partner who can help bring your voice to life. Choosing a voice partnerAs voice technology becomes more common and as more speech-enablement partners become available, it may be overwhelming to decide which company is right for you. As you research, there are key questions and qualifications to consider to ensure you team up with the partner who will help you best meet your voice objectives. The best voice partners will use the most effective technology available, guarantee data privacy and have rich expertise in quality assurance. Additionally, there is technology available that allows partners to create a unique, custom voice. A custom voice is one that a brand creates from scratch, as opposed to the robotic voices found currently in voice assistants, helping your company stand out from the competition. You’ll want to make sure that partners enabling custom speech use Deep Neural Network (DNN) technologies, which ensures that the voice is the highest quality to help create a more lifelike experience for the consumer. You may also want to ask how many languages it can support, how long they’ve had experience creating speech and how quickly they can develop and deploy voices. This last piece is particularly important if you need to create contactless interactions with customers immediately to maintain customer loyalty and business continuity. Creating your custom voiceAlready, brands are leveraging digital voices to stand out from the competition and engage users. For example, some brands have released custom voices on smart speakers with which consumers can interact when they request an update on a package or place a food order. Custom voices should match the brand personality, since they impact marketing outcomes and play an important role in a sonic branding strategy. Companies can create a custom speech by thinking about the gender, tone, style of voice and personality to ensure it matches the brand’s perception. By leveraging a custom speech across consumer touchpoints, companies can best engage audiences. Voice technology is on the rise, and innovative brands are already working it into their customer engagement strategies to create better, safer and more compelling customer experiences. Now is the time for you to create your custom speech, or risk being left behind. Matt Muldoon is President, North America at ReadSpeaker, where he is responsible for steering the company’s continued growth as it partners with organizations around the world to create the most engaging digital voice interfaces. Matt is a 15-year technology company veteran, and has held leadership roles at companies including Syndigo, and Supervalu. The post Voice-enabled AI: Pioneering the contactless future appeared first on ClickZ. SEO via ClickZ https://www.clickz.com September 28, 2020 at 04:07AM
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Ways to take consumer privacy seriously in the time of COVID https://ift.tt/347uXt1 30-second summary:
Consumer Privacy is more important than ever before. In fact, most consumers (87%) will take their business elsewhere if they feel a company isn’t handling their data responsibly. All it takes is one data breach or data compliance lawsuit for trust in a brand to be tarnished. In a time when consumers are shopping more online, there are a few best practices that your organization can employ today to make privacy a part of your DNA. Privacy and compliance aren’t new concepts. The FTC began enforcing one of the first consumer privacy laws, the Fair Credit Reporting Act, in the 1970s. The Telephone Consumer Protection Act (TCPA), passed in 1991, has been a necessary consideration for every marketer, especially when it was amended in 2013. Since then, we’ve seen rapid changes in technology that are raising new privacy challenges at an accelerating pace. This includes the 2020 enforcement of the California Consumer Privacy Act (CCPA). Several other states are following with new legislation, and a federal law may not be far behind. Even in the most stable of times, much of the market has trouble keeping up with how best to comply with privacy and compliance regulations. But, as consumers speak up more and more about privacy, it simply makes good business sense to honor their wishes—or pay a stiff price as they take their business elsewhere or you have to deal with complaints and lawsuits. Companies can lose tens of millions of dollars in lawsuits by not complying with the regulations. One of the most well-known TCPA settlements occurred in August 2014, when Capital One (and three collection agencies) agreed to pay more than $75M to end a class action suit on the use of an autodialer to call consumers’ cell phones. Similarly, failure to comply with the CCPA can result in significant sanctions, with statutory damages between $100 and $750 per record breached. California courts can, however, increase penalties, depending on the breach. Sanctions can reach $7,500 for intentional violations and $2,500 for unintentional violations. No organization should pay a penalty that can be avoided. Current trendsWhen the TCPA was amended in 2013, our company developed solutions to help companies with compliance. Beyond just helping them be compliant, our solution was tailored to help brands protect their reputations—with their customers and with their markets at large. The best practices we employ were established during that time and we’ve evolved them since to be applicable past TCPA. Working with a network of partners who operate more than 35,000 comparison shopping and lead generation sites, we witness over 400 million consumer purchase journeys monthly. We protect and honor consumer privacy by not receiving or recording any Personally Identifiable Information (PII). With a network of more than 1,000 partners, we’ve seen fluctuations and in some cases, increases, in year-over-year complaints being made by consumers to brands. We noticed that the amount of time between the lead being generated and the complaint being made is getting longer, increasing more than 50% from June 2019-June 2020. So you can expect the increased shopping activity from March and April to have an impact in the form of TCPA complaints in August and September. Given these trends, marketers should ensure best practices to prove they are investing in compliance. What can marketers do?The best advice is to invest in a third-party solution that ensures compliance by documenting proof of consent. Consider these best practices to protect your organization:
Modern marketers need to go beyond just complying with regulations and data protection and security measures. They need to truly honor the consumer’s privacy in order to build complete trust in their brand. With that trust established, the marketer will have more valuable engagements with consumers, and consumers gain value from well-timed, relevant, and trusted interactions with brands. Everyone wins! Rich Smith is CMO of Jornaya, bringing more than 25 years of experience leading marketing strategies and teams to the company. In his most recent role as partner and CMO at Chief Outsiders, the nation’s leading provider of fractional chief marketing officers, Smith worked with companies of all sizes to drive profitability and growth. His long track record of success includes CMO roles at Ditech, AIG Bank, and Recovery Centers of America. The post Ways to take consumer privacy seriously in the time of COVID appeared first on ClickZ. SEO via ClickZ https://www.clickz.com September 28, 2020 at 04:00AM
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How to Detect and Improve Underperforming Content: A Guide to Optimization https://ift.tt/3498ThI Posted by SamuelMangialavori
Don’t believe me? Here’s a nice Google Trends graph that may change your mind: Google Trends screenshot for “content marketing” as a topic, set for worldwide interest. But why is it that content is now dominating the SEO scene? How vital is content for your SEO strategy, actually? And most importantly: how can you be content with your site’s content? Puns aside, this post aims to help you figure out potential causes of your underperforming content and how to improve it. Why content is key in SEO in 2020Content is one of the most important factors in SEO. Just by paying close attention to what Google has been communicating to webmasters in the last few years, it’s clear that they’ve put a strong emphasis on “content” as a decisive ranking factor. For instance, let’s have a look at this post, from August 2019, which talks about Google’s regular updates and what webmasters should focus on: “Focus on content: pages that drop after a core update don’t have anything wrong to fix. We suggest focusing on ensuring you’re offering the best content you can. That’s what our algorithms seek to reward.” The article goes on, listing a series of questions that may help webmasters when self-assessing their own content (I strongly recommend reading the entire post). That said, content alone cannot and should not be enough for a website to rank well, but it is a pretty great starting point! Underperforming content: theory firstWhat is underperforming content?When I say “underperforming content”, I’m referring to content, either on transactional/commercial pages or editorial ones, that does not perform up to its potential. This could be content that either used to attract a good level of organic traffic and now doesn’t, or content that never did generate any organic traffic despite the efforts you might have put in. Over 90% of content gets no traffic from Google. Ninety bloody percent! This means that nine pages out of 10 are likely not to receive any organic traffic at all — food for thought. What are the causes of underperforming content?There could be many reasons why your content is not doing well, but the brutal truth is often simple: in most cases, your content is simply not good enough and does not deserve to rank in the top organic positions. Having said that, here are the most common reasons why your content may be underperforming: they are in no particular order and I will highlight the most important, in my opinion. Your content does not match the user intentBased on my experience, this is a very important thing that even experienced marketers still get wrong. It may be the case that your content is good and relevant to your users, but does not match the intent that Google is showcasing in the SERP for the keywords of focus. As SEOs, our aim should be to match user intent, which means we first need to understand the what and the who before defining the how. Whose intent we are targeting and what is represented in the SERP will define the strategy we use to get there. Example: webmasters who hope to rank for a “navigational or informational” keyword with a transactional, page or vice versa. Your content isn’t in the ideal format Google is prioritizingGoogle may be favoring a certain type of format which your content doesn’t conform to, hence it isn’t receiving the expected visibility. Example: you hope to rank with a text-heavy blog post for a “how to” keyword where Google is prioritizing video content. Your content is way too “thin” compared to what is rankingIt doesn’t necessarily have to be a matter of content length (there is no proven content length formula out there, trust me) but more relevance and comprehensiveness. It may be the case that your content is simply not as compelling as other sites out there, hence Google prioritizing those over you. Example: you hope to rank for heavily competitive informational keywords with a 200-words blog post. Your content isn’t as up-to-dateIf your content is very topical, and such a topic heavily depends on information which may change with time, then Google will reward sites that put effort into keeping the content fresh and up-to-date. Apart from search engines themselves, users really care about fresh content — no one wants to read an “SEO guide to improve underperforming content” that was created in 2015! Example: certain subjects/verticals tend to be more prone to this issue, but generally anything related to regulations/laws/guidelines which tend to change often. Your content is heavily seasonal or tied to a past event/experienceSelf-explanatory: if your content is about something that occurred in the past, generally the interest for that particular subject will gradually decrease over time. There are exceptions, of course (god save the 90s and my fav Netflix show “The Last Dance”), but you get the gist. Example: topics such as dated events or experiences (Olympics 2016, past editions of Black Friday, and so on) or newsworthy content (2016 US election, Kanye running for president — no wait that is still happening...). Your tech directives have changed the page’s indexation statusIf something happens to your page that makes it fall out of Google’s index. The most common issues could be: unexpected no-index tag, canonical tag, incorrect hreflang tags, page status changes, page removed with Google Search Console’s remove tool, and so on. Example: after some SEO recommendations, your devs mistakenly put a no-index tag on your page without you realizing. Your page is victim of duplication or cannibalizationIf you happen to cover the same or similar keyword topic with multiple pages, this may trigger duplication and/or cannibalization, which ultimately will result in a loss of organic visibility. Example: you launch a new service page alongside your current offerings, but the on-page focus (metadata, content, linking structure) isn’t different or unique enough and it ends up cannibalizing your existing visibility. Your page has been subject to JavaScript changes that make the content hard to index for GoogleLet’s not go into a JavaScript (JS) rabbit hole and keep it simple: if some JS stuff is happening on your page and it’s dynamically changing some on-page SEO elements, this may impact how Google indexes your content. Example: fictitious case where your site goes through a redesign, heavy JS is now happening on your browser and changing a key part of your content that now Google cannot render easily — that is a problem! Your page has lost visibility following drastic SERP changesThe SERP has changed extensively in the last few years, which means many more new features that are now present weren’t there before. This may cause disruption to previous rankings (hence to your previous CTR), or make your pages fall out of Google’s precious page one. Also, don’t forget to consider that the competition might have gotten stronger with time, so that could be another reason why you lose significant visibility. Example: some verticals have been impacted more than others (jobs, flights, and hotels, for instance) where Google’s own snippets and tools are now getting the top of the SERP. If you are as obsessed with SERP chances, and in particular PAA, as I am and want more details, have a read here. Your content doesn’t have any backlinksWithout going into too much detail on this point — it could be a separate blog post — for very competitive commercial terms, not having any/too few backlinks (and what backlinks represent for your site in Google’s eyes) can hold you back, even if your page content is compelling on its own. This is particularly true for new websites operating in a competitive environment. Example: for a challenging vertical like fashion, for instance, it is extremely difficult to rank for key head terms without a good amount of quality (and naturally gained) backlinks to support your transactional pages. How to find the issues affecting your contentWe’ve covered the why above, let’s now address the how: how to determine what issue affects your page/content. This part is especially dedicated to a not-too savvy SEO audience (skip this part and go straight to next if you are after the how-to recommendations). I’ll go through a list of checks that can help you detect the issues listed above. Technical checksGoogle Search ConsoleUse the URL inspection tool to analyze the status of the page: it can help you answer questions such as:
By assessing the Coverage feature, Google will share information about the crawlability and indexability of the page.
Chrome extensionsI love Chrome extensions and I objectively have way too many on my browser… Some Chrome extensions can give you lots of info on the indexability status of the page with a simple click, checking things like canonical tags and meta robots tags. My favorite extensions for this matter are: JavaScript checkI’ll keep it simple: JavaScript is key in today’s environment as it adds interactivity to a page. By doing so, it may alter some key HTML elements that are very important for SEO. You can easily check how a page would look without JS by using this convenient tool by Onley: WWJD. Realistically speaking, you need only one of the following tools in order to check whether JavaScript might be a problem for your on-page SEO: All the above tools are very useful for any type of troubleshooting as they are showcasing the rendered-DOM resources in real-time (different from what the “view-source” of a page looks like). Once you’ve run the test, click to see the rendered HTML and try and do the following checks:
Intent and SERP analysisBy analyzing the SERP for key terms of focus, you’ll be able to identify a series of questions that relate to your content in relation to intent, competition, and relevance. All major SEO tools nowadays provide you with tons of great information about what the SERP looks like for whatever keyword you’re analyzing. For the sake of our example, let’s use Ahrefs and the sample keyword below is “evergreen content”: Based on this example, these are a few things I can notice:
Here are quick suggestions on what types of checks I recommend:
By doing most of these checks, you’ll be able to see if your content is underperforming for any of the reasons previously mentioned:
Duplication and cannibalization issuesCheck out my 2019 post on this subject, which goes into a lot more detail. The quick version of the post is below. Use compelling SEO tools to understand the following:
How to fix underperforming contentWe’ve covered the most common cases of underperforming content and how to detect such issues — now let’s talk about ways to fix them. Below is a list of suggested actions to take when improving your underperforming content, with some very valuable links to other resources (mostly from Moz or Google) that can help you expand on individual concepts. Make sure your page can be crawled and indexed “properly”
Understand search intent
Map your pages against the right keywords
Write great metadata
Make the right content amends
Final thoughtsUnderperforming content is a very common issue and should not take you by surprise, especially considering that content is considered among (if not the) most important ranking factors in 2020. With the right tools and process in place, solving this issue is something everyone can learn: SEO is not black magic, the answer tends to be logical. First, understand the cause(s) for your underperforming content. Once you’re certain you’re compliant with Google’s technical guidelines, move on to determining what intent you’re trying to satisfy. Your research on intent should be comprehensive: this is what’s going to decide what changes you’ll need to make to your content. At that point, you’ll be ready to make the necessary SEO and content changes to best match your findings. I hope this article is useful! Feel free to chat about any questions you may have in the comments or via Twitter or LinkedIn. To help us serve you better, please consider taking the 2020 Moz Blog Reader Survey, which asks about who you are, what challenges you face, and what you'd like to see more of on the Moz Blog. Sign up for The Moz Top 10, a semimonthly mailer updating you on the top ten hottest pieces of SEO news, tips, and rad links uncovered by the Moz team. Think of it as your exclusive digest of stuff you don't have time to hunt down but want to read! SEO via SEOmoz Blog https://moz.com/blog September 28, 2020 at 02:08AM
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Programming Note: Offline Monday For Yom Kippur 5781 https://ift.tt/2S1rSFx This is just a programming note that I will be 100% offline starting Sunday night (September 27th) through Monday night (September 28th) for Yom Kippur. I am not scheduling any stories on Yom Kippur, everything here will be paused until Tuesday morning (or if something is urgent... SEO via Search Engine Roundtable https://ift.tt/1sYxUD0 September 27, 2020 at 05:00PM
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Best Applicant Tracking Software https://ift.tt/3cB8MPP Disclosure: This content is reader-supported, which means if you click on some of our links that we may earn a commission. Here’s a business cliche for you: Employees are the greatest asset for every company. Precisely why recruitment is so challenging for HRs or recruiters. The process is quite elaborate and comprises several steps ranging from job posting to managing and streamlining applications. Let’s talk statistics: A corporate job post receives 250 resumes on an average. And even after that, 45% of employers say that they can’t find candidates with the skills they need. With the high influx of CVs, it’s crucial for HR specialists to raise their efficiency levels, which brings us to our next stat – recruiters only take six seconds to evaluate the candidate’s resume. Now, six seconds isn’t necessarily enough for recruiters to make the right decision every time, especially because every business has unique needs when it comes to recruitment. At the same time, technology is changing how we did things manually, which is why we now have a tool dedicated to automating the process of recruitment and hiring. An applicant tracking software, also known as ATS software, can help businesses reach a wider pool of qualified applicants as well as manage data from various sources – all at a single platform. This software is used by departments and hiring managers to carry out internal hiring. Even third parties, such as recruitment and staffing agencies, use an ATS. According to research:
So adding top-level talent doesn’t have to be time-consuming and troubling anymore. In this guide, we’ll review the best applicant tracking software on the market that can help a company employ the most suitable candidate for the job with minimal efforts. The Top 5 Options For Applicant Tracking Software
How to Choose the Best Applicant Tracking Software for Your NeedsEvery business has unique recruiting and applicant tracking requirements, depending on specific factors like size, niche, and so on. It also means that no ATS software offers an a-one-size-fits-all solution. There are a few pointers that can help you determine the best applicant tracking software for your needs, though. Read on as we discuss them in greater detail below. ATS Software TypeEvery ATS software has been conceived to cater to a specific set of needs. You see, while some software is designed to handle higher volume recruiting, which is typically carried out by enterprises, some are created to help small businesses specifically. Similarly, you’ll also find software focused on satisfying the needs of staffing and recruitment agencies. We’ll do a more in-depth assessment of the different types of applicant tracking software later on in this article. (Anchor link to H2 below) Hiring Frequency and VolumeA business that hires around 20 employees every year won’t have the same requirements as an enterprise that is hiring 20 employees every month. You need to figure out a software that meets your hiring frequency and volume. Generally, ATS software has a maximum limit or restriction on how many active openings you can have at a time. Moreover, most of the brands offer additional features and tools to help businesses efficiently manage large-scale recruiting, which are understandably far more tricky to manage. So how do you find software that is suitable for your company? Ask yourself the following questions:
These two questions will help you weed out software that doesn’t fit your needs instantly. Feature ListMost ATS software offers add-on features to enhance the efficiency of your recruiting strategy. This can include candidate sourcing, applicant tracking, employee onboarding, recruiting analytics, and workforce planning. Your aim should be to pick software that fulfills your recruiting needs in terms of efficiency and scalability. For instance, small businesses can opt for cloud-based ATS software that is more affordable and doesn’t require an on-site tech support team. Contrarily, large-sized enterprises don’t need to go cloud-based since they have a higher budget and can afford an in-house support team to cater to their higher hiring frequency. BudgetEvery business has a budget for various processes. Whether its marketing or recruitment, teams have to operate within the constraints. Try to find an applicant tracking software that fits within your budget while simultaneously helping you improve the efficiency within your organization. The good news here is you have several options. You‘ll find software that costs less than $0.50 per employee – provided you opt for an add-on to HR software – and also plans that have a monthly charge of $249. What are the Different Types of Applicant Tracking Software?Here, we’ll compare the different types of ATS. Small Business vs. Midsize Business vs. Enterprise BusinessSmall business buyers are anywhere between 1-50 employees. Generally, this category doesn’t have a department dedicated to human resources and recruiting initiatives. On the other hand, mid-size business buyers and enterprise business buyers have employees anywhere between the 51–500 and greater than 500 range, respectively. While the former is headed towards rapid growth, the latter is more developed. Besides that, mid-size businesses often seek to hire an internal recruiter, whereas enterprise business buyers already have a hiring team and a dedicated IT department. The hiring frequency and volume for each of these businesses is obviously different. Staffing agencies, for example, would do well with software plans that offer them sourcing, tracking, and hiring. For corporates, however, hiring may have to be customized further. It’ll be better for larger companies to opt for plans that allow them to customize their career pages and employee referral portals, followed by pre-screening assessments, e-signature verification and background screening, and lastly, HRMS integration. In-house Recruiting vs. Recruiting AgencySome applicant tracking system software is created for in-house recruiting that allows them to enjoy higher personalization and automation. Other software focuses on servicing with recruiting agencies and firms with scalability for high-volume and white labeling for getting clients. Although you’ll also find ATS software that offers capabilities for both the groups, it’s better to find one that’s right for your company. All-In-On Option vs. Specialty Tools AvailabilityDifferent businesses will require different add-ons depending on their hiring process. While most ATS software does come with additional specialty tools like SEO, payroll, HR, and CRM, some don’t. SEO tools are useful for all businesses since these make job advertisements more successful. Not only will companies be able to build up wider reach, but they’ll also attract new candidates to their ‘Careers’ page. Similarly, CRM capabilities are an essential component for inbound recruiting that allows companies to carry out long-term candidate tracking and build their talent pool. Core Applicant Tracking vs. Full Recruiting Cycle SupportYou’ll find two types of ATS products: one that focuses exclusively on tracking candidate’s application materials, and two, that provide support for other aspects of the recruitment life cycle. You can also differentiate between the software based on feature lists. Interviews, document signing and management, note-taking, scheduling, and integration are some common differentiation points. After carrying out extensive research and taking demos, we can confidently recommend the following five applicant tracking software to transform the way your company recruits and hires employees. Keep reading as we discuss the features, benefits, and pricing of each software below: #1: BambooHR – The Best Overall Applicant Tracking SoftwareBambooHR can provide the ultimate solution to your human resources department for handling the company’s recruiting and onboarding needs. While it may not be the cheapest option, you do get features that make the investment more than worth it. The ATS system of BambooHR provides ideal solutions for small and mid-size businesses. It has a well-organized and visually appealing set of tools for handling application information throughout every stage of the hiring process. BambooHR allows you to post job positions on the go too. You’ll have access to top-level talent from the leading job boards and sites, such as LinkedIn, Facebook, Indeed, and Twitter – all at your fingertips. The software has a hiring mobile app that is available for both Android and iOS. Sending offer letters directly within the platform as well as collaborating with your team for recruiting, sending automated alerts, and so on is also possible. Additionally, since BambooHR is a complete human resource management software, you‘ll be able to manage your new employees for their full duration with your company. Prominent Features
PricingBambooHR offers two packages: Essentials and Advantage. While both the packages are feature-rich, the ATS isn’t available with the Essentials plan. So if you want applicant tracking, you have to get the Advantage plan. Keep in mind that this software may not be the best solution for your company if you only want ATS. Unfortunately, BambooHR doesn’t feature pricing on its website. In case you want a free quote, you‘ll have to contact them. Pros
Cons
#2: Bullhorn – The Best Applicant Tracking Software for Large EnterprisesBullhorn is a powerful, easy-to-use applicant tracking system that helps you streamline all recruitments from a single interface that can either be a desktop, mobile device, or any internet browser. In fact, it’s a tailor-made solution for staffing businesses and traders. The software allows you to keep track of candidates throughout the recruitment process, along with initiating team member collaboration. You can use Bullhorn to fill jobs and automate the onboarding process. It offers 100+ pre-integrated solutions for customizing the software to accommodate specific needs. Even calculating bills for time tracking and invoicing are also possible. All in all, you can manage clients as well as candidates with Bullhorn. That being said, we would recommend this software for staffing and recruiting agencies only. Generally speaking, there are better options on the market for internal reporting, making Bullhorn a bit too much for in-house hiring managers and HR departments. Plus, the premium price may be too expensive for smaller businesses who have limited budgets. Prominent Features
PricingBullhorn offers three plans: Team, Corporate, and Enterprise. The rates for Bullhorn plans aren’t available on the website. You’ll have to request a pricing quote to get more details. Pros
Cons
#3: SAP SuccessFactors – The Best Cloud-Based Applicant Tracking SoftwareSAP SuccessFactors aims to provide all-inclusive ATS software to give companies wider access to top-level talent with minimal efforts. In fact, in terms of reliability, this software might be one of the best options available to you. SuccessFactors has a plethora of support and features, such as comprehensive applicant management, onboarding portal, global talent sourcing, and candidate relationship management. You can also avail of performance metrics, employee engagement, and payroll management. In other words, it’s a holistic, cloud-based HR management system that facilitates all processes of the recruiting cycle. We particularly like how deeply insightful the software can be for talent acquisition thanks to its analytical reporting and progress tracking features. Prominent Features
PricingSAP SuccessFactors is available as SaaS through a monthly subscription based on the number of users. It‘s priced at $3 per user per month, but you can also avail of the HCM suite that costs $84.53 per user annually. Pros
Cons
#4: Workable – The Best Applicant Tracking Software for Small and Midsize BusinessesOffering the best value for small and medium-sized businesses, Workable is an easy-to-use recruiting software solution. It’s a holistic tool that can be accessed on mobile devices as well as desktop. You get a wide array of applicant tracking (AT) solutions, along with access to a large pool of premium job boards. Besides this, you can also customize the dashboard to boost the efficiency of your hiring process further. Workable aims to help businesses of all sizes find, evaluate, and automate recruitment and hiring. Companies can fill in their pipeline with one-click job postings on nearly 200 sites through AI-powered search. Moreover, team collaboration for applicant evaluation, gathering feedback, and automating manual tasks like scheduling interviews and getting approvals is also possible. Workable also has various add-ons that can make your account more functional – provided you‘re ready to pay for them. Basically, your company can stay on top of the entire recruiting process right from posting ads to onboarding employees. It’s also a good option for scalability since you can upgrade to an annual plan to get access to advanced features like one-click candidate sourcing and applicant tracking tools too. Prominent Features
PricingWorkable has two pricing plans: Hire As Needed and Hire At Scale. While the Hire As Needed plan costs $99 per job, per month, the Hire At Scale plan doesn’t have clear pricing. You can also take advantage of free demos and a 15-day free trial program to test the software before committing. Pros
Cons
#5: JazzHR – The Best Applicant Tracking Software for Internal Hiring and Staffing AgenciesJazzHR can assure you seamless job requisition, interview scheduling, and other aspects of the hiring process. You can use this software for organizing and tracking all of your job openings, candidates, resumes, customers, and contacts. This intuitive ATS tool can automate every manual process connected with hiring, allowing recruiters and HR managers to curate recruitment processes and source qualified candidates efficiently and quickly. No wonder it’s trusted by over 5000 organizations across the world! JazzHR is an excellent option for staffing agencies and internal hiring. It has an unlimited user feature that allows businesses to bill on a per-user basis, which simultaneously eliminates any additional charges. The software is also highly customizable. You can tailor-make a process to suit your team’s needs and preferences when it comes to recruitment and hiring. Prominent Features
PricingJazzHR has three plans on offer: Hero, Plus, and Pro. At $39 per month, the Hero plan caps the maximum open jobs at three. While this might be suitable for small teams, it still doesn’t offer an applicant tracking system. For ATS and other benefits like interviews and assessments, all-access support, and so on, we would recommend the Plus and Pro plans, which cost $219 and $329 per month, respectively, You can also request a free demo and get a free trial for 21 days. Pros
Cons
Wrapping UpFinding the right talent is crucial – more so because employees serve as the foundation of an organization. We hope you were able to find an ATS software that suits your companies recruitment and hiring needs from this guide. Irrespective of your choice, an application applicant tracking software will help you select the best candidates from a talent pool of thousands of people in a surprisingly efficient manner. So, why wait? Get your ATS now. The post Best Applicant Tracking Software appeared first on Neil Patel. SEO via Neil Patel https://neilpatel.com September 27, 2020 at 04:04PM
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Best Applicant Tracking Software https://ift.tt/3cB8MPP Disclosure: This content is reader-supported, which means if you click on some of our links that we may earn a commission. Here’s a business cliche for you: Employees are the greatest asset for every company. Precisely why recruitment is so challenging for HRs or recruiters. The process is quite elaborate and comprises several steps ranging from job posting to managing and streamlining applications. Let’s talk statistics: A corporate job post receives 250 resumes on an average. And even after that, 45% of employers say that they can’t find candidates with the skills they need. With the high influx of CVs, it’s crucial for HR specialists to raise their efficiency levels, which brings us to our next stat – recruiters only take six seconds to evaluate the candidate’s resume. Now, six seconds isn’t necessarily enough for recruiters to make the right decision every time, especially because every business has unique needs when it comes to recruitment. At the same time, technology is changing how we did things manually, which is why we now have a tool dedicated to automating the process of recruitment and hiring. An applicant tracking software, also known as ATS software, can help businesses reach a wider pool of qualified applicants as well as manage data from various sources – all at a single platform. This software is used by departments and hiring managers to carry out internal hiring. Even third parties, such as recruitment and staffing agencies, use an ATS. According to research:
So adding top-level talent doesn’t have to be time-consuming and troubling anymore. In this guide, we’ll review the best applicant tracking software on the market that can help a company employ the most suitable candidate for the job with minimal efforts. The Top 5 Options For Applicant Tracking Software
How to Choose the Best Applicant Tracking Software for Your NeedsEvery business has unique recruiting and applicant tracking requirements, depending on specific factors like size, niche, and so on. It also means that no ATS software offers an a-one-size-fits-all solution. There are a few pointers that can help you determine the best applicant tracking software for your needs, though. Read on as we discuss them in greater detail below. ATS Software TypeEvery ATS software has been conceived to cater to a specific set of needs. You see, while some software is designed to handle higher volume recruiting, which is typically carried out by enterprises, some are created to help small businesses specifically. Similarly, you’ll also find software focused on satisfying the needs of staffing and recruitment agencies. We’ll do a more in-depth assessment of the different types of applicant tracking software later on in this article. (Anchor link to H2 below) Hiring Frequency and VolumeA business that hires around 20 employees every year won’t have the same requirements as an enterprise that is hiring 20 employees every month. You need to figure out a software that meets your hiring frequency and volume. Generally, ATS software has a maximum limit or restriction on how many active openings you can have at a time. Moreover, most of the brands offer additional features and tools to help businesses efficiently manage large-scale recruiting, which are understandably far more tricky to manage. So how do you find software that is suitable for your company? Ask yourself the following questions:
These two questions will help you weed out software that doesn’t fit your needs instantly. Feature ListMost ATS software offers add-on features to enhance the efficiency of your recruiting strategy. This can include candidate sourcing, applicant tracking, employee onboarding, recruiting analytics, and workforce planning. Your aim should be to pick software that fulfills your recruiting needs in terms of efficiency and scalability. For instance, small businesses can opt for cloud-based ATS software that is more affordable and doesn’t require an on-site tech support team. Contrarily, large-sized enterprises don’t need to go cloud-based since they have a higher budget and can afford an in-house support team to cater to their higher hiring frequency. BudgetEvery business has a budget for various processes. Whether its marketing or recruitment, teams have to operate within the constraints. Try to find an applicant tracking software that fits within your budget while simultaneously helping you improve the efficiency within your organization. The good news here is you have several options. You‘ll find software that costs less than $0.50 per employee – provided you opt for an add-on to HR software – and also plans that have a monthly charge of $249. What are the Different Types of Applicant Tracking Software?Here, we’ll compare the different types of ATS. Small Business vs. Midsize Business vs. Enterprise BusinessSmall business buyers are anywhere between 1-50 employees. Generally, this category doesn’t have a department dedicated to human resources and recruiting initiatives. On the other hand, mid-size business buyers and enterprise business buyers have employees anywhere between the 51–500 and greater than 500 range, respectively. While the former is headed towards rapid growth, the latter is more developed. Besides that, mid-size businesses often seek to hire an internal recruiter, whereas enterprise business buyers already have a hiring team and a dedicated IT department. The hiring frequency and volume for each of these businesses is obviously different. Staffing agencies, for example, would do well with software plans that offer them sourcing, tracking, and hiring. For corporates, however, hiring may have to be customized further. It’ll be better for larger companies to opt for plans that allow them to customize their career pages and employee referral portals, followed by pre-screening assessments, e-signature verification and background screening, and lastly, HRMS integration. In-house Recruiting vs. Recruiting AgencySome applicant tracking system software is created for in-house recruiting that allows them to enjoy higher personalization and automation. Other software focuses on servicing with recruiting agencies and firms with scalability for high-volume and white labeling for getting clients. Although you’ll also find ATS software that offers capabilities for both the groups, it’s better to find one that’s right for your company. All-In-On Option vs. Specialty Tools AvailabilityDifferent businesses will require different add-ons depending on their hiring process. While most ATS software does come with additional specialty tools like SEO, payroll, HR, and CRM, some don’t. SEO tools are useful for all businesses since these make job advertisements more successful. Not only will companies be able to build up wider reach, but they’ll also attract new candidates to their ‘Careers’ page. Similarly, CRM capabilities are an essential component for inbound recruiting that allows companies to carry out long-term candidate tracking and build their talent pool. Core Applicant Tracking vs. Full Recruiting Cycle SupportYou’ll find two types of ATS products: one that focuses exclusively on tracking candidate’s application materials, and two, that provide support for other aspects of the recruitment life cycle. You can also differentiate between the software based on feature lists. Interviews, document signing and management, note-taking, scheduling, and integration are some common differentiation points. After carrying out extensive research and taking demos, we can confidently recommend the following five applicant tracking software to transform the way your company recruits and hires employees. Keep reading as we discuss the features, benefits, and pricing of each software below: #1: BambooHR – The Best Overall Applicant Tracking SoftwareBambooHR can provide the ultimate solution to your human resources department for handling the company’s recruiting and onboarding needs. While it may not be the cheapest option, you do get features that make the investment more than worth it. The ATS system of BambooHR provides ideal solutions for small and mid-size businesses. It has a well-organized and visually appealing set of tools for handling application information throughout every stage of the hiring process. BambooHR allows you to post job positions on the go too. You’ll have access to top-level talent from the leading job boards and sites, such as LinkedIn, Facebook, Indeed, and Twitter – all at your fingertips. The software has a hiring mobile app that is available for both Android and iOS. Sending offer letters directly within the platform as well as collaborating with your team for recruiting, sending automated alerts, and so on is also possible. Additionally, since BambooHR is a complete human resource management software, you‘ll be able to manage your new employees for their full duration with your company. Prominent Features
PricingBambooHR offers two packages: Essentials and Advantage. While both the packages are feature-rich, the ATS isn’t available with the Essentials plan. So if you want applicant tracking, you have to get the Advantage plan. Keep in mind that this software may not be the best solution for your company if you only want ATS. Unfortunately, BambooHR doesn’t feature pricing on its website. In case you want a free quote, you‘ll have to contact them. Pros
Cons
#2: Bullhorn – The Best Applicant Tracking Software for Large EnterprisesBullhorn is a powerful, easy-to-use applicant tracking system that helps you streamline all recruitments from a single interface that can either be a desktop, mobile device, or any internet browser. In fact, it’s a tailor-made solution for staffing businesses and traders. The software allows you to keep track of candidates throughout the recruitment process, along with initiating team member collaboration. You can use Bullhorn to fill jobs and automate the onboarding process. It offers 100+ pre-integrated solutions for customizing the software to accommodate specific needs. Even calculating bills for time tracking and invoicing are also possible. All in all, you can manage clients as well as candidates with Bullhorn. That being said, we would recommend this software for staffing and recruiting agencies only. Generally speaking, there are better options on the market for internal reporting, making Bullhorn a bit too much for in-house hiring managers and HR departments. Plus, the premium price may be too expensive for smaller businesses who have limited budgets. Prominent Features
PricingBullhorn offers three plans: Team, Corporate, and Enterprise. The rates for Bullhorn plans aren’t available on the website. You’ll have to request a pricing quote to get more details. Pros
Cons
#3: SAP SuccessFactors – The Best Cloud-Based Applicant Tracking SoftwareSAP SuccessFactors aims to provide all-inclusive ATS software to give companies wider access to top-level talent with minimal efforts. In fact, in terms of reliability, this software might be one of the best options available to you. SuccessFactors has a plethora of support and features, such as comprehensive applicant management, onboarding portal, global talent sourcing, and candidate relationship management. You can also avail of performance metrics, employee engagement, and payroll management. In other words, it’s a holistic, cloud-based HR management system that facilitates all processes of the recruiting cycle. We particularly like how deeply insightful the software can be for talent acquisition thanks to its analytical reporting and progress tracking features. Prominent Features
PricingSAP SuccessFactors is available as SaaS through a monthly subscription based on the number of users. It‘s priced at $3 per user per month, but you can also avail of the HCM suite that costs $84.53 per user annually. Pros
Cons
#4: Workable – The Best Applicant Tracking Software for Small and Midsize BusinessesOffering the best value for small and medium-sized businesses, Workable is an easy-to-use recruiting software solution. It’s a holistic tool that can be accessed on mobile devices as well as desktop. You get a wide array of applicant tracking (AT) solutions, along with access to a large pool of premium job boards. Besides this, you can also customize the dashboard to boost the efficiency of your hiring process further. Workable aims to help businesses of all sizes find, evaluate, and automate recruitment and hiring. Companies can fill in their pipeline with one-click job postings on nearly 200 sites through AI-powered search. Moreover, team collaboration for applicant evaluation, gathering feedback, and automating manual tasks like scheduling interviews and getting approvals is also possible. Workable also has various add-ons that can make your account more functional – provided you‘re ready to pay for them. Basically, your company can stay on top of the entire recruiting process right from posting ads to onboarding employees. It’s also a good option for scalability since you can upgrade to an annual plan to get access to advanced features like one-click candidate sourcing and applicant tracking tools too. Prominent Features
PricingWorkable has two pricing plans: Hire As Needed and Hire At Scale. While the Hire As Needed plan costs $99 per job, per month, the Hire At Scale plan doesn’t have clear pricing. You can also take advantage of free demos and a 15-day free trial program to test the software before committing. Pros
Cons
#5: JazzHR – The Best Applicant Tracking Software for Internal Hiring and Staffing AgenciesJazzHR can assure you seamless job requisition, interview scheduling, and other aspects of the hiring process. You can use this software for organizing and tracking all of your job openings, candidates, resumes, customers, and contacts. This intuitive ATS tool can automate every manual process connected with hiring, allowing recruiters and HR managers to curate recruitment processes and source qualified candidates efficiently and quickly. No wonder it’s trusted by over 5000 organizations across the world! JazzHR is an excellent option for staffing agencies and internal hiring. It has an unlimited user feature that allows businesses to bill on a per-user basis, which simultaneously eliminates any additional charges. The software is also highly customizable. You can tailor-make a process to suit your team’s needs and preferences when it comes to recruitment and hiring. Prominent Features
PricingJazzHR has three plans on offer: Hero, Plus, and Pro. At $39 per month, the Hero plan caps the maximum open jobs at three. While this might be suitable for small teams, it still doesn’t offer an applicant tracking system. For ATS and other benefits like interviews and assessments, all-access support, and so on, we would recommend the Plus and Pro plans, which cost $219 and $329 per month, respectively, You can also request a free demo and get a free trial for 21 days. Pros
Cons
Wrapping UpFinding the right talent is crucial – more so because employees serve as the foundation of an organization. We hope you were able to find an ATS software that suits your companies recruitment and hiring needs from this guide. Irrespective of your choice, an application applicant tracking software will help you select the best candidates from a talent pool of thousands of people in a surprisingly efficient manner. So, why wait? Get your ATS now. The post Best Applicant Tracking Software appeared first on Neil Patel. SEO via Neil Patel https://neilpatel.com September 27, 2020 at 04:00PM
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Were There Google Search Canonical URL Issues Around September 23rd? https://ift.tt/3j8bajv Remember that possible Google search ranking algorithm update from September 23rd? As I mentioned in my weekly video this Friday, some felt it may have been caused by a canonical bug with Google search. I wanted to share more around that topic before I go offline tonight for Yom Kippur, since I am not posting anything tomorrow. SEO via Search Engine Roundtable https://ift.tt/1sYxUD0 September 27, 2020 at 01:19PM |
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