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In a similar vein, I've discussed with customers why it's not a good idea to slavishly follow conversions, in our case on our hosted corporate careers site prod
by abraae 5y ago
In a similar vein, I've discussed with customers why it's not a good idea to slavishly follow conversions, in our case on our hosted corporate careers site product.
If job seekers are not well matched to a job, then we don't want them applying (i.e. a conversion)! That wastes everyone's time and good will. Instead, we want them to leave the process as quickly as possible.
It's not unknown to have one person at the customer banging on about realistic job previews, to discourage unsuitable candidates as soon as possible ("if you take this job, you'll be standing and lifting boxes in the warehouse for 5 hours a day"), while someone else is banging on about why/how the site's conversion rate could be increased.
- hinkley 5y agoThere's a point though, where you are telegraphing perfectly good reasons someone would not want to work for you while they are desperate to fill positions even if it means tricking people into working there.
- jpadkins 5y agoone could argue that your conversions are not defined well enough. Define conversion as a qualified lead. Or define conversion as a job application that results in a callback. Then you can go back to obsessing over conversions :-) Not enough people push back when a bad KPI is set.
- abraae 5y agoIt's a fair point, but really best practice would be to class a conversion as someone who applied for the job, was successful, and then performed at a high level for the next two years. Not practical for many reasons and hard to convey to someone hunched over their Google analytics dashboard.