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        

Military AutoSource (MAS) serves overseas US armed forces by helping them purchase cars and motorcycles through an upfront, secure vehicle buying program. With positions at dozens of bases at remote locations spread out over Korea, Japan & Guam, they are in constant need of qualified salespeople.

Strategies implemented      

  • Website Design
  • Automation of quiz & vetting process
  • Google analytics conversion tracking
  • Google Data studio reporting

The Problem        

The recruiting system that they originally had in place involved a minimum 5-email process before a vetted and completed application was submitted: 

  • Candidates emailed to inquire about the position.
  • MAS sent answers along with a personality test for the candidate to complete.
  • Candidates took the quiz and returned it by email.
  • After tallying the score, if candidates had the right personality type, MAS sent an application.
  • Candidates filled out the application and returned it.

THE SOLUTION

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

RECRUITINGSITE

We created the website for MAS East Asia Recruiting that automated the entire process and tracked where successful applicants had come from, reducing the advertising spend while making it more productive.

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

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

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

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

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.

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.

THE RESULTS

44% Increase in Recruits Year-on-Year