2015 has been an exciting year for ResearchGate. Our network has reached the 9 million member mark and we have been growing by leaps and bounds. It’s time to introduce one of the teams that has helped the job advertising solutions become a key component of the ResearchGate platform.
Meet the Targeting Team
Our Scientific Targeting Team is composed of research professionals who left academia to join ResearchGate. Headed by Hugo, a former molecular and computational biologist, the Targeting Team ensures that featured jobs are only shown to qualified candidates – no small order when considering that RG now counts over 9+million scientists as users!
In essence, the members of the Targeting Team are the gatekeepers of our job advertising solution. Hugo’s team tailors the content and the delivery of each posting according to the specific needs of the employer, thereby guaranteeing that only the highest quality candidates for the position are reached. This is one of the features that makes posting a job on ResearchGate more effective than posting on traditional, or even specialized job boards.
The Key is Keywords
How does ResearchGate deliver this level of accuracy? The short answer is through the use of keywords.
On traditional job boards, where job seekers search for positions in their respective fields of interest, keywords are generally a one-way street. Matches are generated solely according to the criteria of the job seeker. The Targeting Team, however, takes a different approach.
With over 86 million publications and 9 million user profiles, the Targeting Team has access to a vast database of scientific keywords to assist them in their targeting efforts. These indicators are then matched to the contents of relevant jobs postings, thus creating the perfect match between candidates and recruiters.
This advanced level of matching is possible thanks to the core-tagging system developed by ResearchGate, which enables the Targeting Team to identify job seekers according to their skills, academic discipline, location and level of experience.
The Targeting Team’s work is not finished once the job has been tagged with the appropriate keywords and uploaded to ResearchGate. In fact, their work has only just begun. Targeting Team members constantly monitor and refine the content of job postings on the ResearchGate in order to maximize their impact within their respective target audiences. Updated reports on each posting enable the team to make adjustments when needed in real time, thereby delivering optimal results to all parties involved. Furthermore, the Targeting Team analyzes the past performance of similar postings on ResearchGate in order to further optimize its targeting efforts. With this multi-layered and personalized approach, the Targeting Team ensures that each posting meets – if not exceeds – its performance expectations on ResearchGate.
Scientific Recruitment Knowledge
Though having a scientific background is certainly an asset when recruiting for scientific and academic positions, not all of us have this skill set. Therefore, ResearchGate has designed its job service to be accessible to all users, to both scientists and non-scientists alike.
For example, recruiters without a non-science background can still take full advantage of ResearchGate’s Scientific Recruitment service by creating a recruiter account. After creating an account, recruiters may begin working directly with the Targeting Team through posting a job on ResearchGate.
At the beginning of the posting process, recruiters are asked to define the area of research their ideal candidate comes from. Here the recruiter is presented with a comprehensive list of scientific disciplines to choose from, allowing him or her to set the basic search criteria of the posting. After selecting the basic search criteria and filling out the job description, the job posting is passed on to the Targeting Team, where it is further refined to optimize its performance. This all occurs before your posting goes live!
Engaging Active and Passive Candidates
Job advertisements are presented to relevant candidates throughout the course of their user experience on ResearchGate. Whether in the form of personalized on screen recommendations, weekly direct emails, job digests or network notifications, qualified users are constantly engaged with relevant job postings. Significantly, this approach allows for both active and passive candidates to be presented with job postings that fit their research profile and level of experience.
The ability to engage passive candidates is particularly important. Passive candidates are individuals who are interested in new employment opportunities, but are not actively looking for a job. Notably, 58% of people who applied for a job through ResearchGate in 2014 weren’t actively looking for a new role. Instead, they seized on the opportunity that was presented to them – through the work of the Targeting Team – and applied for the position. This demographic of users should therefore not be ignored and is one which ResearchGate can deliver highly relevant content to.
Still want more from the Targeting Team? Here are some of their insider tips on things to remember when posting a job on ResearchGate.
Your job title is the first impression that the applicants get, so it is important that is both informative but that also prompts them to learn more. Try to keep it simple, try writing one that contains the position and the scientific area of your ideal candidate. Further information on research team/area can be placed in the job description.
For a successful job posting, we suggest that you use the separate fields for the ”Job description” to shortly describe the position and the tasks, the ”Required skills & Expertise” to list the required qualifications, and the ”About the Employer” field to give the applicant a little more information about your company/institution. Doing so, will make your posting more friendly and easier to read and help the applicant find all the information he needs much faster by looking at the appropriate field. People’s time is limited so, if possible, try to keep the information succinct and organized in short paragraphs and/or bullet points.
Targeting Your Ad
Our job recommendation system will ensure that your advertisement is only shown to relevant candidates with the right skills and research experience. In order to make the most out of it, please keep in mind to use only one position per advertisement. From our selection of researcher profile presets, please select the one that is the closest to the area of research your advertisement will focus. If you cannot immediately find anything you find relevant, you can always get in touch with us – and don’t worry: our targeting team will always go over your advertisement and ensure it is matched to the right audience.
Please provide an e-mail address that will be used as the application destination, or alternatively, an application website. These should not be visible in the job description in order to safeguard your privacy. You should, however, include details of relevant required documentation (CV, cover letter, list of publications, references) and your preferred document format to ensure the applications are sent in a complete and organized way.