Taxonomies are essential to peak optimisation. Often, when a client joins us at Get-Optimal (to optimise their job ads for diversity, equity, inclusion and SEO) we end up with some familiar questions - “Why did you use this job title?”, “Why are you using this term?”, “What you’ve included here doesn’t seem right, I wouldn’t put that in”, “That’s what the CEO wants”, “The Product team just feels that’s right”, “I saw a competitor's Job Ad so I just copied it”...or, our number one response… “That’s just what we’ve always done”. Changing up the content of a job ad can be tricky, especially when the criteria used by consultants and Talent Attraction are on average more than six years old, and constructed without recent assessment criteria or insights.
Before working with us at Get-Optimal, you might find you’re spending (at most) a couple of hours a year in job ad training with your marketing folks. In 95% of situations, there’s no internal loop, no data, no insights or quality threshold in place to measure how candidates think or feel. At Get-Optimal, we change all that. We work as a team - that’s Marketing and onboarding teams together, to help educate our users on our cutting-edge, ever learning, Artificial Intelligence (and how it works), how text and data analysis helps us refine our product, ensuring the AI selects and inserts only the most searched-for keywords, phrases and terms into your optimised job ad.
We’re aware it might feel like a massive change to jump in here with us at Optimal. When processes have been the same for your whole career, such as copying old ads, pasting from competitors or not posting ads at all, it can seem precarious to use the single-point solution we have on offer. But did you know that 98% of your potential candidates start their job search online? How does a search engine or job board begin to categorise and make sense of the data in a job ad so a job seeker can be connected to the most relevant job ad based on their personal search criteria and journey? In the firestorm of tens of millions of people all searching for a job, it can be an overwhelming burden to categorise all those search terms, job titles, misspelt words, misspelt phrases and incorrect company names.
Here’s where algorithms, and in turn taxonomies, come in.
Scientifically based programs called algorithms - the internal wiring of most search engines and job boards - have this under control. Algorithms are often mysterious, autonymous background behaviour analysers, tracking millions of moments, actions and predeterminations. Based on sequence, selection and iterations they spit out outcomes based on this data.
Within search engines and job boards is a classification system method called Taxonomy, a system that seeks to bring order in this overwhelming data chaos!
Let's start a the beginning.
Wikipedia states - “Taxonomy, for search engines, refers to classification methods that improve relevance in vertical search. Taxonomies of entities are tree structures whose nodes are labelled with entities likely to occur in a web search query”.
Clear?! Nope. You’re probably realising it takes a great deal of learning, investment and experience to really get under the skin of Taxonomies, and also ensure that we can make it relevant for you, the avid reader - as users of our optimisation software.
Taxonomies are hierarchical based on multiple factors, vertical type (Software), job title (Software Developer), search criteria and frequency of that search. This means you can create main topics that have their own subtopics. Categories are hierarchical, you can create subcategories, and using a specific Decision Tree you set a series of rules-based outcomes that use a tree-shaped model of decisions and their possible consequences, including chance event outcomes.
In Optimal’s world of job ad optimisation, our tech team uses tens of millions of sets of training data across multiple verticals to analyse, understand and determine the outcome of an individual candidate’s journey. Job taxonomy is aimed toward automated industry category recognition that analyses job ad content and maps industry sector/category data based on available job information. Crucially, we also include industry, sector and title keywords.
For example - Candidate A searches for a DevOps role. They use the following search terms: Developer, Dev Ops Job, Developer remote role, Dev Ops flexible job. Optimal uses deep learning insights to ensure that only the most relevant search terms are included in the final optimised job ad. This will enable the previously mentioned algorithms to find the ads, scientifically, and match them with jobs on job boards and search engines. What power!
Once we optimise your job ad, these keywords will be included within the text, not abandoned as bullet points, or isolated terms. Our aforementioned algorithms are smart, and including unnecessary keywords is seen as ‘spam stuffing’ by job boards and could result in the suspension, or deprioritisation of your job ads in the search engine results pages.
Once we’ve optimised, your job ad will be DE&I compliant. The language, text, search terms and phrases will have undergone a real-time transformative journey. It takes under a minute to optimise your job ad based on all of these actions, sequences and data-led outcomes. To do this manually would be exhausting. That’s how deep we go at Get-Optimal, and why we’re the global experts - not just in algorithmic structures, but in how unique candidates search for jobs.
And we’re not asking you to blindly follow us, or ‘take our word for it’.
We’re just saying, trust the process. Trust the outcomes. What you’ve always done isn’t going to future-proof your business, or career, or create diverse hiring opportunities for all.
Change is inevitable.
Change is constant (thanks Heraclitus).
Change is Get-Optimal.
Work with us at Optimal, and your response rate for open positions will soar by a minimum of 24%. Let our AI choose the most readable parts of your job ads to display and you’ll save you the precious time you would have spent combing through old or plagiarised job ads to ensure you’re conveying the correct image in the new world of attracting suitable and diverse candidates. No longer will applicants be put off by the vacancy or how it’s been advertised. Optimise once and post in multiple places - your new ad is provided in a downloadable, editable form to drop in to whichever job board or multi-poster you like!
We are also integrated with Bullhorn and Salesforce. We ensure your ad is Diversity & Inclusion compliant, meaning you’ll be the top choice commercially and win business over other, less enlightened competitors.
Ready to join forces? Why not book your demo today and get started with Get-Optimal?
Taxonomies are essential to peak optimisation. Often, when a client joins us at Get-Optimal (to optimise their job ads for diversity, equity, inclusion and SEO) we end up with some familiar questions - “Why did you use this job title?”, “Why are you using this term?”, “What you’ve included here doesn’t seem right, I wouldn’t put that in”, “That’s what the CEO wants”, “The Product team just feels that’s right”, “I saw a competitor's Job Ad so I just copied it”...or, our number one response… “That’s just what we’ve always done”. Changing up the content of a job ad can be tricky, especially when the criteria used by consultants and Talent Attraction are on average more than six years old, and constructed without recent assessment criteria or insights.
Before working with us at Get-Optimal, you might find you’re spending (at most) a couple of hours a year in job ad training with your marketing folks. In 95% of situations, there’s no internal loop, no data, no insights or quality threshold in place to measure how candidates think or feel. At Get-Optimal, we change all that. We work as a team - that’s Marketing and onboarding teams together, to help educate our users on our cutting-edge, ever learning, Artificial Intelligence (and how it works), how text and data analysis helps us refine our product, ensuring the AI selects and inserts only the most searched-for keywords, phrases and terms into your optimised job ad.
We’re aware it might feel like a massive change to jump in here with us at Optimal. When processes have been the same for your whole career, such as copying old ads, pasting from competitors or not posting ads at all, it can seem precarious to use the single-point solution we have on offer. But did you know that 98% of your potential candidates start their job search online? How does a search engine or job board begin to categorise and make sense of the data in a job ad so a job seeker can be connected to the most relevant job ad based on their personal search criteria and journey? In the firestorm of tens of millions of people all searching for a job, it can be an overwhelming burden to categorise all those search terms, job titles, misspelt words, misspelt phrases and incorrect company names.
Here’s where algorithms, and in turn taxonomies, come in.
Scientifically based programs called algorithms - the internal wiring of most search engines and job boards - have this under control. Algorithms are often mysterious, autonymous background behaviour analysers, tracking millions of moments, actions and predeterminations. Based on sequence, selection and iterations they spit out outcomes based on this data.
Within search engines and job boards is a classification system method called Taxonomy, a system that seeks to bring order in this overwhelming data chaos!
Let's start a the beginning.
Wikipedia states - “Taxonomy, for search engines, refers to classification methods that improve relevance in vertical search. Taxonomies of entities are tree structures whose nodes are labelled with entities likely to occur in a web search query”.
Clear?! Nope. You’re probably realising it takes a great deal of learning, investment and experience to really get under the skin of Taxonomies, and also ensure that we can make it relevant for you, the avid reader - as users of our optimisation software.
Taxonomies are hierarchical based on multiple factors, vertical type (Software), job title (Software Developer), search criteria and frequency of that search. This means you can create main topics that have their own subtopics. Categories are hierarchical, you can create subcategories, and using a specific Decision Tree you set a series of rules-based outcomes that use a tree-shaped model of decisions and their possible consequences, including chance event outcomes.
In Optimal’s world of job ad optimisation, our tech team uses tens of millions of sets of training data across multiple verticals to analyse, understand and determine the outcome of an individual candidate’s journey. Job taxonomy is aimed toward automated industry category recognition that analyses job ad content and maps industry sector/category data based on available job information. Crucially, we also include industry, sector and title keywords.
For example - Candidate A searches for a DevOps role. They use the following search terms: Developer, Dev Ops Job, Developer remote role, Dev Ops flexible job. Optimal uses deep learning insights to ensure that only the most relevant search terms are included in the final optimised job ad. This will enable the previously mentioned algorithms to find the ads, scientifically, and match them with jobs on job boards and search engines. What power!
Once we optimise your job ad, these keywords will be included within the text, not abandoned as bullet points, or isolated terms. Our aforementioned algorithms are smart, and including unnecessary keywords is seen as ‘spam stuffing’ by job boards and could result in the suspension, or deprioritisation of your job ads in the search engine results pages.
Once we’ve optimised, your job ad will be DE&I compliant. The language, text, search terms and phrases will have undergone a real-time transformative journey. It takes under a minute to optimise your job ad based on all of these actions, sequences and data-led outcomes. To do this manually would be exhausting. That’s how deep we go at Get-Optimal, and why we’re the global experts - not just in algorithmic structures, but in how unique candidates search for jobs.
And we’re not asking you to blindly follow us, or ‘take our word for it’.
We’re just saying, trust the process. Trust the outcomes. What you’ve always done isn’t going to future-proof your business, or career, or create diverse hiring opportunities for all.
Change is inevitable.
Change is constant (thanks Heraclitus).
Change is Get-Optimal.
Work with us at Optimal, and your response rate for open positions will soar by a minimum of 24%. Let our AI choose the most readable parts of your job ads to display and you’ll save you the precious time you would have spent combing through old or plagiarised job ads to ensure you’re conveying the correct image in the new world of attracting suitable and diverse candidates. No longer will applicants be put off by the vacancy or how it’s been advertised. Optimise once and post in multiple places - your new ad is provided in a downloadable, editable form to drop in to whichever job board or multi-poster you like!
We are also integrated with Bullhorn and Salesforce. We ensure your ad is Diversity & Inclusion compliant, meaning you’ll be the top choice commercially and win business over other, less enlightened competitors.
Ready to join forces? Why not book your demo today and get started with Get-Optimal?
