XML Job Post Management. As Easy As ABC?

Image showing person at a computer looking at an job application page.

“Synchronize watches and move out!”

We’ve all heard that line, or something like it, in a movie. XML job post management doesn’t usually require groups of anxiously determined people, bent over their watches, before scooting determinedly off in different directions.

But the job management stakes are high for millions, including you.

Whether you love or hate action movies, your career is about action and results. You are tasked with making things happen in a world where the stakes are high and the plot thickens with every technological twist.

It should be classified as sci-fi, but it’s real.

Your plot saw a huge twist with the advent of the internet. Suddenly it was easy to get job posts out there; and just as easy for enthusiastic amateurs to apply for any job — as easy as ABC, in fact — on the off-chance they might get a result. Making management tough.

Then came the downturn.

Targeting your jobs at the qualified experts you want to fill your candidate pool is key. Avoiding the enthusiastic amateurs who use technology to their career advantage is more important now than it ever was.

So what’s the solution? Technology!

ABC vs. XML

XML (eXtensible Markup Language), is designed to turn the ABC ease of online job applications in your favor. By enabling you to manage your job posts in a fast and efficient manner, you can target talent and control results with synchronized efficiency.

But it’s still about how the hero of the movie goes about it.

Advances in technology turned the phrase Post-and-Pray into Spray-and-Pray. XML job post management does offer huge advantages in terms of high quality distribution across the net.

An XML job feed connects your jobs to job aggregators and optimizes the process for formatting, consistency, and so on. Online search optimization is also easy enough and covers various areas:

  • Use keyword sensitive job titles
  • Maximize keyword density
  • Mention the nearest metro area in location
  • Allow aggregators to pull from your careers page

It all helps to get you out there, like the ATS solution helps you process the results.

So the secret sauce lies in fine targeting.

Ladders’ XML Job Feed

Let’s give Ladders a part in this movie.

As a company dedicated to $100K-$500K+ professionals, with an average of 15+ years of experience, a bachelor’s degree pool that stands at 89% and a Master’s degree pool that stands at 36% across industries, we answer specific needs by design.

With an XML job post management feed, each time a new $100K+ job is added to your system, it’ll be automatically added to Ladders, too, for flawless targeting of high-end candidates. And when it closes, the post will be automatically removed.

Automated targeting combined with flawless synchronization.

If interested, you can learn about our XML feed guide. After your development team has created the feed, you can submit it to us at the address provided and you’re good.

Staying up with the times doesn’t get you ahead. Smart choices based on specific needs still spells success. That will never change.

So what’s the next evolution of the phrases Post-and-Pray and Spray-and-Pray?

Automate-and-Celebrate? Get-Wise-and-Synchronise? 

Aim-and-Hit? (Recommended)

In the movies, the hero makes the call, so we’ll leave it with you.

ATS Applicant Tracking and Employee Turnover

Keyboard showing a Tracking System button for Job Application Tracking.

ATS Applicant Tracking Systems matter because time and money are the bottom line.

In the recruiter space, employee turnover and hiring applicants are the two big dollar drains.

Sourcing, processing, interviewing and hiring — when done right — is the answer to both.

Enter Applicant Tracking Systems (ATS).

Still, that first step to automated assistance isn’t easy. In a world of continuously evolving technical possibilities, the acronym ATS means different things to different people.

Even today, most would likely describe an ATS as something to aggregate and manage resumes, with basic applicant tracking stemming from that benefit. 

Depending on how much you’re willing to spend (more later) — the best ATS’s can help organize and automate:

  • Management of job requisition
  • Posts on job search sites
  • Application forms
  • Candidate search
  • Templates for candidate emails
  • Interview alerts
  • Recruiting metrics reports
  • Background checks
  • Candidate information verification
  • Creation and delegation of tasks
  • Collaboration
  • Duplicate candidate alerts/prevention
  • Personalized outreach
  • Advertising
  • Social media posting

And more.

Connecting your existing ATS to Ladders would ensure timely and highly accurate job delivery, track candidates and posts all the way to hire, and sync candidate data with your system for flawless management. 

Investing in Success

While most ATS’s are cloud based, there are vendors who provide on-prem hosting.

On-prem will require an upfront payment (perpetual licensing), while cloud-based hosting comes with a monthly or yearly subscription. 

A company looking into this kind of investment can usually expect three pricing models:

Pay per User — based on the number of users granted administrative access.

Pay per Position — based on number of open job requisitions each month.

Pay per Module – based on unified HR solutions rather than best-of-breed.

The Keyword Is Candidate

Of course, there’s nothing like the ability to write a job description that works.

And key words do play a big part in that. The right key words — informed by a clear description of who is wanted to do what — get your job description found by people hunting for those jobs.

And that in turn is informed by some useful XML job post management.

On the ATS side, keywords are used to reject resumes that don’t contain them, and approve those that do.

How effective that is in separating enthusiastic amateurs from qualified experts is up for debate, particularly in a downturn, where ambition and enthusiasm can meet desperation.

And all in a world where technology has made applying for a job very easy to do.

So to the bottom line: The better you target your candidates in the first place, the more time and money you’re likely to save.

Targeting Talent – Tech & the Human Touch

Let’s say, for example, that you have a $100K-$500K+ job opening. You decide to create an XML job feed with Ladders.

Now your high-end job is being targeted directly at $100K-$500K+ professionals, with keyword targeting directing it to the experts required within that field and range.

When you close the job on your end, it automatically closes on Ladders, too.

Leaving your ATS with far less of the heavy-lifting to do in the initial stages, and you with far less of the heavy-lifting to do during the following stages.

Sometimes your easiest investments can get you the best results. It really boils down to knowing who and what you want, then taking the smartest route to it.

And the human touch remains a key differentiator, especially when technology works with it.

An example of this comes with the challenge of moving forward with a shortlist of candidates, with a view to successful interviews and long term retention.

Ladders ThirdPage™, for example, combines technology with member interaction to collect key interview questions.

20 million questions answered so far.

This enables recruiters to gain key knowledge about an individual before sending an email or picking up a phone.

Knowledge is power. And answering the bottom line will always be less about technology than it is about intelligent choices.

Recruiter Outreach: That Personal Quality

Image saying Targeting with icons and images showing various methods.

In some circles, the term spray-and-pray covers recruiter outreach to potential job candidates in a wide variety of situations.

Essentially it’s a potentially reputation-damaging spam campaign (to the majority of recipients), in the hope of netting a couple of good prospects.

In other circles, it covers sending a job post to as many job aggregation sites as possible. The ATS system is then depended on to help sort applications that are increasingly easy to send — and which multiply in a downturn.

We’ll deal with outreach here, but in both cases the problem can be solved with just a couple of easy upfront investments.

Outreach Personalization

If there’s one thing most recruiters have going for them its personality. Gregarious, fast on their feet, discerning, and always easy to talk to.

Pride in these strengths is the first step to investing a little time into the resources that are almost always at your disposal.

Personalization of approach is about personal style.

Imagine the difference between receiving a generic email and one that greets you with an upbeat reference to some achievement you’ve earned. Something you and the sender have in common.

Or any personal reference — probably pulled in a matter of seconds from a social media profile.

It might be a professional connection, a shared school, hobby or virtually anything that stands out. That message says: “I’m reaching out because you made a genuine impression.”

This includes the subject line, to win that initial open.

Using the person’s name (obvious), along with current company, some achievement, or anything else that shows you know them, is potent:

John, your work at {{company}} has gained attention.

This small effort is the best investment a recruiter can make.

In fact it can be the antithesis of the foot-in-the-door technique. It triggers Dr. Robert B. Cialdini’s groundbreaking 6 Principles of Influence:

Reciprocity — the practice of exchanging things with others for mutual benefit.

Your recipient feels complimented. You are clearly writing a personal message. You know something about her. And you are impressed enough to reach out.

The recipient knows you did your homework. You spelled the name right. Heck, you’ve probably been showing the profile around, with various important heads nodding and smiling as they stared at it.

Your recipient is now warm inside and feels you deserve time and effort.

And what was the cost?

In another instance, you could quickly discover that a qualified expert out there is actually connected to somebody who works at your company.

You would know what to do next, right?

Because a personal email from that person would go a long way to getting a result.

Ladders as a Quality Example

Hey, if you don’t blow your own trumpet, right?

Imagine you’re tasked with a high-end position. It’s important and lands between a $400K-$500K salary range.

You bring Ladders into the picture for targeted $100K-$500K+ professionals, with resumes that spell out “expertise” “experience” and “highly qualified” at every step.

And you use Ladders Experts and pull some interesting profiles. 

Great, but results are key. So how do you optimize personalization?

Easy — make yourself invisible.

You pick any personalized talking points you’ve discovered. You draft an email. Then you talk to a key hiring manager about putting her name and picture with it.

Back to another principle of persuasion — authority.

Now the personalized correspondence, with personal touches, comes from the authority figure. 

Instant compliment. Instant personalized experience.

Your win is your smart thinking — your strategy.

Every small investment of time and effort pays back in a potentially major way.

And every smart thing you do that isn’t spray-and-pray protects your reputation and your company’s reputation.

Also, any extra effort you put into areas such as networking and relationship building will reward you with great ROI. 

Ladders makes it easy for its recruiters to create their own member profiles on Ladders, for example, and encourages them to do that. So here’s our recommended mantra:

Personalization is productivity. Results earn rewards.

Job Expertise & Engagement

So taking a few minutes to find a personal way to connect is an easy investment. Approaching through a relevant connection or a hiring manager is a smart tactic when applied properly.

As is knowing your target’s field.

A little research into the field you’re recruiting for is always a good idea. Maybe there are upheavals or new innovations there that people are talking about, or worried about.

However, acting like you too are an expert is going too far. Maybe you’re aware of something via friend in the field, for example.

Your target now feels you respect him as a professional.

Maybe certain approaches don’t work well with certain professionals: being overtly positive and upbeat with journalists or PR people could lead to guardedness and mistrust, for example.

We shouldn’t indulge in stereotypes, but we should respect the kind of work performed and the culture that goes with it. It can shape the way professionals respond.

Cold-calling is a thing of the past. Personalization is everything.

Small investments do gain great rewards

And when good people, who you very quickly built something of a relationship with, don’t work out for a position, make sure you keep their details and throw them a friendly line for others.

Because relationship building is as personal as it gets.

Quality Job Candidates for Hiring Teams

Image shows a recruiter picking a digital job candidate from a screen.

Tough times for job candidates demand targeted solutions for recruiters.

Calm over chaos. Calculation over confusion. Strategy over stress.

Spray-and-Pray for yesterday. Aim-and-Hit for today and every day.

Easily said, right?

So let’s look at a sourcing resource for recruiters.

One that’s designed to cut out time-wasting job candidates. And attract talent that matters.

Talent with enthusiasm, experience, and expertise.

Full Access to Experts


An ATS system is essentially technology’s answer to a problem it created.

That’s because the internet made job applications super simple.

In a downturn, eagerness to get ahead can heavily outweigh expertise.

And your ATS can only do so much.

Consequently, surfing, sifting and sorting becomes the daily grind.

And it’s a sloppy solution to a growing problem.

However, talent attraction by fine-targeting combines technology with strategy.

This encourages high-end results — with a full access advantage.

Additionally, it’s easy.

Which doesn’t mean there’s anything wrong with eagerness or enthusiasm.

Combine them with experience and expertise and you have the perfect job candidate package.

For example, a professional full access job candidate package like this:

7 million users pre-assessed and targeted as active or passive $100K-$500K+ job seekers. Answering recruiter long term or short term needs.

15 years’ experience on average — no enthusiastic amateurs targeted, just professionals.

 92% with a bachelor’s degree; 45% with a master’s degree. Educated and proactive.

$154K median member income — expertise meets achievement meets results.

360 million Ladders News opens per year — high-end engagement from experts.

On the other hand, you could be targeting up-and-coming professionals in the $80K-$100K range.

This need is also answered in Ladders’ rarified space.

Big Date With Big Data


Knowledge is power.

So access to big data is collated to cover a specific candidate area. And targeted to answer detailed recruiter job needs. Providing a powerhouse solution.

Let’s unpack that.

A Full Access License from Ladders enables a deep data dive for recruiters:

Unlimited search — the complete Ladders database of professional experts.

Unlimited job posts — targeted to the high-end experts who fit your needs.

Unlimited resume downloads — search-and-save, contact info, and desired salary.

Third Page™ data — 20 million answers to key interview questions from members.

Advanced search – fine-targeting with Boolean search options (and support).

Resume Preview — fast assessments with a resume preview in search results.

ATS connectivity — optimized processing management and fast job delivery.

XML connectivity — easy, automated job post management across systems.

Email alerts — inbox backup, suggested candidates based on saved searches and more.

Success Management — easy access to live support across all recruiter needs.

Tap2Call on mobile — one-tap dialing for busy recruiters who are on the move.

Candidates, Careers & Craft


Spray-and-Pray is history.

The new normal means evolving with the times.

So rather than placing all bets on technology, technology is incorporated into a focused strategy.

Big data is broken down based on needs, then targeted.

Optimization enhances productivity.

Time saved equals gains.

Technology and strategy combine for fine-targeting. Fast results. And great outcomes.

And quality selection equals retention.

Expert candidates are matched to careers based on your craft, honed for efficiency.

Aim-and-Hit is the future — and, of course, that started already.

Ready to turn this downturn around?

Raising the Question? 82% of Professionals Say They Deserve a Raise Next Year

A new research study from Ladders reveals that 82% of high-earning professionals surveyed believe they deserve a raise next year, but only 25% asked for one in the past year — which raises interesting questions about raises, promotions, and how professionals go about getting them.

With the Great Recession a decade in the rearview mirror, America’s top professionals are feeling more confident in their abilities, and their worthiness for additional compensation. But they still aren’t asking for it.

82% of respondents agreed that they deserved a raise next year, while only 25% had asked for a raise in the past 12 months. Nonetheless, approximately two-thirds of survey participants indicated that they had received a raise in the past year.

Almost half of respondents settled for a meager raise of 3% or less in the past year, while only 8% reported a 15% or greater increase from their employer.

Promotions are coming much faster in the modern era, with almost a quarter of respondents indicating they had been promoted with less than 12 months on the job. An additional 23% indicated it took them leaving their employer to get promoted.

Ladders professionals responded to the following:

“I deserve a raise next year”:

Strongly agree45%
Agree37%
Neutral18%
Disagree 0%
Strongly disagree 0%

“I asked for a raise in the past year”:

Yes 25%
No 75%

“I received a raise in the past year”:

Yes 65%
No 35%

“My most recent raise was”:

0%-3%49%
4%-6%20%
7%-9%7%
10%-15%12%
Greater than 15%8%
Other4%

“I deserve a promotion next year”:

Strongly agree25%
Agree25%
Neutral43%
Disagree4%
Strongly disagree3%

“For my most recent promotion, I was promoted after __ months on the job”:

Less than 12 months24%
13-24 months22%
25-36 months11%
37-48 months5%
4 years or longer15%
I changed companies to get my promotion23%

Methodology
Ladders, Inc. research study conducted October 20th to October 27th, 2019 among the members of the Ladders professional community. 1,233 responses were recorded. Gender distribution was 75% male, 25% female. Average annual compensation of respondents was $148,000.