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Ontame.io | Blog - Recruiters Daily Doze

Product Announcement: Ontame.io Now Offers Benchmarking

21st Jun 2018 by Cristina Lezcano

In order to close open positions, you need to drive traffic (candidates) to your career website and when they do visit, you need to focus on how to turn the passive candidates into an active applicants.

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4 Tips on How to Find & Recruit Talent in Retail (Fast)

30th May 2018 by Cristina Lezcano

Staff turnover in retail still remains high (as for any other sector with client services functions, such as call centers). According to XpertHR UK Labour Turnover Rates Survey, staff turnover in retail averages 25%, behind only hotels and leisure (46%) and with high employee turnover an inevitable consequence is the cost implication. As reported by HR Review UK, for the UK retail industry it takes up to 23 weeks before a “newbie” is up and running and the cost of replacing an employee is £ 20,114 per staff member, representing an overall annual cost to the retail sector in the UK of £ 673m!

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Introducing Cost & Recruitment KPIs

8th May 2018 by Cristina Lezcano

We are happy to introduce new relevant recruitment metrics and KPIs across our dashboard. These new metrics are Cost-per-View, Cost-per-Application, Cost-per-Hire, Time-to-Fill, and Job View Rate.

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Are You Failing to Attract Top-Talent?

30th Apr 2018 by Cristina Lezcano

There are a number of reasons why companies are failing to find top-talent to fill in their open positions (skill shortage, low unemployment rates… reasons that are mainly out of your company’s control). In today’s blog-post, we will focus only on the challenges you can address and how.

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Engaging Your (Potential) Talent: Employer Branding on SoMe

16th Apr 2018 by Cristina Lezcano

According to the World Employment and Social Outlook: Trends 2018, the global unemployment rate has been stabilizing after a rise in 2016. This implies that the war for talent is on, and that companies’ HR and Talent Acquisition teams need to examine their efforts in order to attract and retain high-quality candidates.

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Why Mobile is Changing Your Recruitment Strategy

3rd Apr 2018 by Cristina Lezcano

Mobile devices have revolutionized the way we work, travel, shop, and stay connected. They also play a crucial role in why companies should switch to social media when pursuing new talent, as a significant part of people’s time is spent checking Facebook and Linkedin on their mobile phones. If companies wish to attract the best talents, it is a must to have a strong presence on SoMe, because that is where their potential candidates are.

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Ontame.io Closes $800K in New Funding & Adds New Hire of Experienced CEO

23rd Mar 2018 by Press Release

Copenhagen, March 23, 2018 - Data-Driven Recruitment Marketing Platform, Ontame.io, empowers recruiters to reach the right talent by maximizing their recruitment activities with intelligent predictive technology, appoints new chief executive officer Martin Stockfleth Larsen (former CMO of Adform). Ontame.io secures at the same time $800K from PreSeed Ventures and The Danish Growth Fund.

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Ontame.io Launches Sponsored Jobs

8th Mar 2018 by Cristina Lezcano

Do you experience difficulty reaching your desired candidates? Are you missing the opportunity to meet highly-qualified candidates, because they simply didn’t access your career site? Or just didn’t see your job ad?

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6 Best Practices for Using Social Media Recruitment (+Real Examples)

17th Jan 2018 by Manuel Engelbrecht

In 2018, recruiting via social media isn’t just a novelty - it’s a must-have for any successful recruiting strategy. Sites like facebook, instagram and LinkedIn inherit the potential to deliver great and totally  different candidates in comparison to jobboards and traditional candidate sourcing.

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A guide to pay-per-click for recruiters, not marketing GURUS

4th Jan 2018 by Manuel Engelbrecht

Over ten years ago, search engines introduced performance-based recruitment, which was born from existing advertisement approaches. Besides those pay-per-click (PPC) models, services recently also started to provide billing by application (PPA).
How do those alternative pricing models work and what are the differences to traditional pay-per-placement?

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