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網站跳出率僅有 1.5% 的實戰經驗報告
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田中系統的人力招募網站達成驚人網站成效的方法,就在這裡
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網站跳出率僅有 1.5% 的實戰經驗報告
1.
2.
田中系統田人中才系招統募人網才站招的募網網站站數的據數據 令人吃驚的1.50 %
的跳出率和9.16 的單次工作階段頁數, 顯示田中系統人才招募網站的內容,對訪客極具吸引力。 跳出率單次工作階段頁數 平均工作階段時間長度目標轉換率
3.
製作人才招募網站的背景 • 在知識產業,人才的品質決定營業額,因此招募
好人才很重要 • 因為我們是小公司,所以更要強調自己的優點 • 雖然人力招募網站在國外很流行,但不知道國內 行不行得通 所以我們決定製作自己的人力招募網站作為嘗試
4.
我們在網站上說明工作內容 求職者一定會想了解工作內容,所以我們說明各部門人員的職 務,幫助求職者思考自己是否適合這份工作。
5.
分享公司經營理念 人才對企業有認同感,求職的意願也會提高,所以我們呈現公 司的經營理念,希望吸引適合的人才。
6.
說明公司的制度與環境 具體說明工作準則與環境,新任員工就不會無所適從,也能盡 快適應新生活。
7.
讓求職者認識這裡的員工 由前輩來分享心得,求職者除了能認識未來的夥伴,也能了解 這份工作實務面的挑戰。
8.
完成網站後,我們在人力銀行刊登職缺,並用最低的預算刊登 廣告,吸引求職者進入網站。 投遞履歷
以人才招募網站進行三波徵才活動 流入內容 AdWords
9.
第一波徵才目標:工讀生1 名 應徵條件:
• 年滿18 歲的大學生、科系不拘 • 對Google Apps 有興趣 • 主動思考、態度積極 • 樂觀、好學
10.
第一波徵才結果:成功延攬優秀青年1 名 我們從16
份優秀的履歷中,挑選了一位最適合的年輕人。 目標:工讀生1 名結果:優秀的高材生1 名 刊登職缺收到優質履歷16份成功招募人才 • 台大與政大學生4 名 • 多益985 分 • 大二即具備國際外語 導遊領隊、執照 • 目前就讀政治大學的高材生 • 熱愛繪圖、精通英文、擅長數 理的通才 • 曾擔任動物園志工,積極熱情 瀏覽網頁 797 人 2 – 4 周
11.
第二波徵才目標:網站監製1 名 徵才條件:
• 學經歷不拘,歡迎社會新鮮人 • 對網站製作有熱情或想鍛鍊提案技巧 • 不怕接觸陌生人、不怕失敗 • 思路清晰、具良好的溝通技巧 • 英文須有中上程度
12.
第二波徵才結果:成功招攬實力派人才1 名 我們從3
份出色的履歷中,成功找到理想首選。 目標:網站監製1 名結果:實力派人才1 名 刊登職缺收到優質履歷3份成功招募人才 • 台灣大學畢業生 • 系統開發專案管理人才 • 顧問、領導、語言能 力兼備的人才 • 台灣大學外文系畢業 • 擅長網站分析優化 • 一百家客戶以上的SEO實戰經 驗 • 擁有大幅降低EDM 退信率的 實戰經驗 瀏覽網頁 453 人 2 – 4 周
13.
第三波徵才目標:Google Apps 專案執行1
名 徵才條件: • 學經歷不拘,歡迎社會新鮮人 • 溝通能力佳 • 英文須有中上程度 • 思考靈活、有執行力 • 好學、態度積極、不怕失敗
14.
第三波徵才結果:成功延攬一顆明日之星 刊登職缺兩周後,我們從3 份優質履歷中,決定了未來的夥伴。
目標:專案執行1 名結果:明日之星1 名 刊登職缺收到優質履歷3份成功招募人才 • 台灣大學畢業生 • 具有策展與創業經驗 的新鮮人 • 5 項全國電腦競賽得 獎紀錄 • 台大國企系畢業的社會新鮮人 • 商業設計專案的顧問經驗 • 曾領導50 人以上的社團活動 • 具備大學指考作文曾入選十大 佳作的英文寫作能力。 瀏覽網頁 443 人 2 – 4 周
15.
以前 (介紹+人力銀行) 現在
(人力銀行+人才招募網站) 結論 質量量多但亂槍打鳥的人也多量少但應徵者的品質提高了 效率篩選履歷很花時間篩選履歷的效率提高了 工作應徵者不了解職務內容了解職務內容才投履歷 文化應徵者不了解公司理念認同公司才投履歷 適應新人可能適應不良適應不良的狀況減少了
Editor's Notes
網站數據和首頁圖片
雖然人力招募網站在國外很有效,但國內行不通就不行,所以我們決定自己嘗試
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