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)公司提供一项预先确定的安全购车计划,通过这个计划可以帮助海外美军购买汽车和摩托车。Military AutoSource (MAS)公司的职位遍及日本、韩国、关岛的十多个海外基地,他们需要源源不断的专业销售人员。

数字营销战略执行     

  • 网站设计
  • 自动化评测和过程审查
  • Google Analytics转换率跟踪
  • Google Data Studio报告

问题:低效的招聘流程        

他们最初建立的招聘系统在提交申请和完整申请之前,至少需要处理5封电子邮件:

  • 申请人通过电子邮件了解职位要求
  • MAS回复邮件并发给申请人性格测验问卷,确认申请人是否符合职位要求
  • 申请人填写测试内容并通过邮件提交
  • 计分统计后如果申请人符合要求,MAS会发送正式职位申请表
  • 候选人填写和提交申请表

解决方案:网站自动化和跟踪

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

创建网站

我们为MAS East Asia Recruiting创建了网站,该网站使整个招聘过程实现自动化,并跟踪成功申请人的来源,提高广告投放效率,减少广告支出。

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

自动化

我们创建了线上性格测试工具,申请人可随时随地参加测试。 对于不具备职位要求的申请人,他们会收到系统发送的自动拒绝邮件,以及详细原因说明。对于符合要求的申请人,他们会收到系统通过,建议他们尽快进入下一个申请阶段。之前这样的招聘流程通常需要一周多的时间,新的网站投入使用后申请人可以在一天的任何时候任何地方一小时内快速完成申请。

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

跟踪网站转化率

我们为网站设置了Google Analytics系统用来跟踪成功申请者的来源。起初Military AutoSource (MAS)认为Facebook和Google广告能带来相当数量的网站流量和机会,但是很快他们理解了这些流量的跳出率(网站访问者没有申请职位测试并快速离开网站)过高,几乎很少能给他们带来高质量的人才申请信息。很快他们转变招聘战略,把预算投入到更加有效的招聘方式上来,并给他们带来了更多合格优秀人才。

通过这种的改变,MAS为员工提供了更多的时间去进行更富有成效的工作。

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.

结果

增长率 44% 招聘人数比去年同期增长