Military Auto Source

Digital Marketing Case Study

Redesign the website, implement recruitment system, and conversion tracking.

Military Auto Source

Digital Marketing Success Story

Redesign the website, implement recruitment system, and conversion tracking.

Military Auto Source

Digital Marketing Case Study

Redesign the website, implement recruitment system, and conversion tracking.

The Company        

MAS(Military AutoSource)는 보안 차량 구매 프로그램을 통해 해외 미군에게 자동차와 오토바이를 구매할 수 있도록 지원하는 서비스를 제공하고 있습니다. 한국, 일본, 괌 등에 걸쳐 여러 곳에 지점이 있어 적합한 영업 사원을 끊임없이 필요로 하고 있습니다.

디지털 마케팅 전략 구현     

  • 웹사이트 디자인
  • 적성 검사 및 확인 과정 자동화
  • 구글 애널리스틱 변환 추척
  • 구글 데이터 스튜디오 보고

문제점 : 비효율적인 채용 과정         

그들이 원래 가지고 있던 채용 시스템은 지원서를 제출하기 전까지 최소 5개의 이메일 주고받는 과정이 포함되었습니다.

  • 지원자들은 채용에 대해 문의하기 위해 이메일을 보냅니다.
  • MAS는 적합한 지원자인지 인적성 검사와 답변을 보냅니다.
  • 응시자들은 인적성 검사를 이메일로 제출합니다.
  • 점수를 집계한 후, 적합한 성격 유형의 응시자들에게 지원서를 보냅니다.
  • 응시자는 지원서를 작성하고 제출합니다.

해결책: 웹사이트 자동화 및 추적

01

CORPORATE SITE

The new website we built at maseastasiarecruiting.com allowed MAS to explain the job and what it entailed as well as answer many candidate questions on the FAQ page before they ever applied for the job.

01

CORPORATE SITE

First, we set out to create a professional website at pureumlawoffice.com, where they could send potential clients who need legal help in Korea. It was crucial that we make it easy for users to immediately contact them, either by phone or through the contact form.

01

웹사이트 제작

새롭게 제작한 웹사이트 maseastasiarecruiting.com를 통해  MAS는 채용할 포지션에 대해 설명하고 FAQ 페이지에서 지원자들의 질문에 답변할 수 있었습니다.

01

CORPORATE SITE

First, we set out to create a professional website at pureumlawoffice.com, where they could send potential clients who need legal help in Korea. It was crucial that we make it easy for users to immediately contact them, either by phone or through the contact form.

01

CORPORATE SITE

First, we set out to create a professional website at pureumlawoffice.com, where they could send potential clients who need legal help in Korea. It was crucial that we make it easy for users to immediately contact them, either by phone or through the contact form.

01

CORPORATE SITE

The new website we built at maseastasiarecruiting.com allowed MAS to explain the job and what it entailed as well as answer many candidate questions on the FAQ page before they ever applied for the job.

02

SOCIAL MEDIA PRESENCE

Then made sure that the firm had a presence on major social media networks to drive potential clients to the site with links: Facebook, Twitter & Linkedin. (We avoided Instagram because it does not allow links to the site and was not consistent with the firm’s image.)

02

자동화

그리고 응시자들의 인적성 검사를 디지털 온라인 형식으로 진행하여 언제든지 받을 수 있도록 했습니다. 적합하지 않은 지원자들에게 자동적으로 정중한 거절의 메세지를 보냈으며 적합한 지원자들은 자동적으로 온라인 지원서를 제출하도록 권유했습니다. 이전에는 이 과정이일주일 이상 걸렸지만 새로운 사이트를 통해 지원자들은 1시간 안에 완료하였습니다. 그리고 세계 어느 곳에서라도 시간 제약 없이 신청할 수 있게 되었습니다.

02

AUTOMATION

Then we built their personality quiz in digital, online format, allowing candidates to take it anytime. Candidates who were not right for the position automatically received a polite explanation/rejection. The candidates who were a good fit were automatically encouraged to immediately submit their applications online. The process previously took a week or more. With the new site, candidates could be done in 1 hour and apply any hour of the day from anywhere in the world.

02

SOCIAL MEDIA PRESENCE

Then made sure that the firm had a presence on major social media networks to drive potential clients to the site with links: Facebook, Twitter & Linkedin. (We avoided Instagram because it does not allow links to the site and was not consistent with the firm’s image.)

02

SOCIAL MEDIA PRESENCE

Then made sure that the firm had a presence on major social media networks to drive potential clients to the site with links: Facebook, Twitter & Linkedin. (We avoided Instagram because it does not allow links to the site and was not consistent with the firm’s image.)

02

AUTOMATION

Then we built their personality quiz in digital, online format, allowing candidates to take it anytime. Candidates who were not right for the position automatically received a polite explanation/rejection. The candidates who were a good fit were automatically encouraged to immediately submit their applications online. The process previously took a week or more. With the new site, candidates could be done in 1 hour and apply any hour of the day from anywhere in the world.

03

DIGITAL MARKETING STRATEGY

We use both paid and organic means to drive traffic to the website. We used Search Engine Optimization to get the #1 article organic response on the SERP for topics that their firm specializes in handling, like getting an F-5 visa in Korea. 

From there we set up a Google Ads account and optimized their ads by connecting it to their Google My Business, their Google Analytics and setting up Sitelink Extensions, etc. Their paid advertising is a consistent driver of new paying clients.

03

CONVERSION TRACKING

We set up Google analytics to track where successful applicants were coming from. Originally were were running Facebook and Google advertising efforts that we assumed were successful because they drove substantial traffic to the site.

We soon found, however, that traffic from these sources had an incredibly high bounce rate (meaning people left quickly without taking the test) and rarely if ever resulted in a successful candidate application. MAS quickly moved their recruiting advertising budget to more productive sources, which resulted in more qualified applications coming in.

This move resulted in freeing up staff members’ time for more productive endeavors. 

03

전환 추적

우리는 적합한 지원자들의 출처를 추적하기 위해 구글 애널리스틱을 설정했습니다. 원래 페이스북과 구글 광고를 통해 사이트로 상당한 트래픽을 유도했기 때문에 성공적이었다고 예측했습니다. 그러나 곧 트래픽의 출처가 놀라울 정도로 높은 반동률(검사에 응하지 않고 빠르게 이동함)을 가지고 있으며, 적합한 후보자들이 지원으로 연결되는 경우는 거의 없다는 것을 알게 되었습니다. MAS는 그들의 채용 광고 예산을 더 생산적인 출처로 옮겼고 적합한 자격을 지닌 지원서를 더 많이 받을 수 있었습니다.

이런 움직임은 직원들의 생산성을 향상하는 결과를 만들었습니다.

03

DIGITAL MARKETING STRATEGY

We use both paid and organic means to drive traffic to the website. We used Search Engine Optimization to get the #1 article organic response on the SERP for topics that their firm specializes in handling, like getting an F-5 visa in Korea. 

From there we set up a Google Ads account and optimized their ads by connecting it to their Google My Business, their Google Analytics and setting up Sitelink Extensions, etc. Their paid advertising is a consistent driver of new paying clients.

03

CONVERSION TRACKING

We set up Google analytics to track where successful applicants were coming from. Originally were were running Facebook and Google advertising efforts that we assumed were successful because they drove substantial traffic to the site.

We soon found, however, that traffic from these sources had an incredibly high bounce rate (meaning people left quickly without taking the test) and rarely if ever resulted in a successful candidate application. MAS quickly moved their recruiting advertising budget to more productive sources, which resulted in more qualified applications coming in.

This move resulted in freeing up staff members’ time for more productive endeavors. 

03

DIGITAL MARKETING STRATEGY

We use both paid and organic means to drive traffic to the website. We used Search Engine Optimization to get the #1 article organic response on the SERP for topics that their firm specializes in handling, like getting an F-5 visa in Korea. 

From there we set up a Google Ads account and optimized their ads by connecting it to their Google My Business, their Google Analytics and setting up Sitelink Extensions, etc. Their paid advertising is a consistent driver of new paying clients.

결과

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