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How Do Your Blog Posts Affect Your Website's Bounce Rates?

What is "Bounce Rate"?

Simply put, Bounce Rate is counted when a visitor leaves from the exact same page that they came from, without taking further action. "Further action" can be described as moving to another page in the site or taking some action on the page such as downloading a document or submitting a form, in summary: clicking something.

You really can drill down in GA to find the bounce rates per channel (eg from Search Engines, Direct, from other websites etc) as well as per visitor segment, page, time frames and much more.

Now,despite what many people think, time spent on the page is not the essential parameter for "bounce speed". So, you may have a bounce listed if a person reads a page for 5 minutes but then leaves without taking additional action. It is all about the discussion of your visitor with your site, not the time spent on webpages.

What's Organic Bounce Rate?

The organic bounce speed metric shows the amount of visitors who return to search results (Google search results importantly) from the website. Google can of course measure this, and I believe, uses it as a ranking factor. This makes sense, if we think about it. Someone searches for your product or service on Google and the search returns a bunch of results, of which your website is one. The customer clicks your search result and goes to your landing page. Now, say that visitor doesn't find what they're looking for on your page and returns back to the Google search results. (We've all done that right?) Well, Google sees them return, or "bounce" back. Now further, say 80 percent of people who land on that page from the Google search results (SERPs) see the webpage and bounce back to the search results. This page has an 80% bounce rate, in simple terms. Of course those men and women who return to the Google search results will attempt other results and see those pages. What if one of those results is much better suited to their search and not as many people bounce back, say just 40 percent of visitors to this page bounce back to Google? That page would have only a 40% bounce rate, right? Theirs, so Google may well lower the rank of your webpage against theirs. And if your whole website has a high average Organic Bounce Rate then Google may see your entire website as lower value and your whole website may have lower SEO potential than is desirable.

Is it better to have a high or very low bounce rate?

Generally, obtaining a low bounce rate is better. A low bounce rate means that the people that are visiting your entry pages are going on to see and interact with other pages or articles on your website -- which increases time on page.site figures, improves dwell time and in theory may increase your conversion rate (i.e. the speed at which your visitors take the desired action).

But things are not always as simple; sometimes a high bounce rate might be a good thing as it would mean that visitors obtained the information they needed from the entrance page (such as contact information, event information etc.). A low bounce rate, on the other hand, could also mean that your visitors are finding it tough to find the information they need on your website. However, for simplicity's sake, we want Bounce Rates to be a slow as you can.

What's a "good" bounce rate on a website?

If we discount situations where a higher bounce rate is acceptable, as outlined above, then we can make some broad generalisations.

A 26 to 40 percent bounce rate could be thought of as desirable; we want to try for that. A bounce rate of 41 to 55 percent is typical and generally needs work. A rate that is between 55 and 76 percent needs to be looked at but if it ought to be a source of concern will depend on the type of website. If a bounce rate is80% that's a cause for evaluation. Typically, anything above 70% should be worrying for everything beyond news, events, blogs and similar websites that generally attract single-page visits. If the bounce rate is too good to be true (less than 20%), it probably is and could be the result of an analytics implementation that's broken.

What does a high bounce rate mean?

A high bounce rate could mean two things: either your visitors are getting what they want inside the entry page -- negating the need to delve further into your website -- or the content that is contained in the entrance page is not relevant to the visitors. In the latter case, the traffic your site gets won't lead to any conversions, leads or sales making your site to be of diminished commercial value for this search term. If your website depends upon your visitors viewing more than 1 page, then, having a high bounce rate means your site is not performing as it should. For example, if the gateway into the rest of your


A primary objective of your blog is to be informative, we need people to read those articles, and often they will spend several minutes doing this before leaving and ...going back to the search results creating a "bounce"! This is why our blog posts often have a great "time on page" value (dwell value) but a bad bounce rate. Those posts are great to read but these visitors simply don't take any further action on your site, after reading your https://en.search.wordpress.com/?src=organic&q=bounce rates article. They have what they came for, which is information. If you have many posts then your blog section average bounce rate may be high, like this:

And this high Organic Bounce Rate for your blog section can push up your websites overall average bounce rate and possibly lower your SEO and rankings.


There're a number of reasons why your site has a high bounce rate. These include:

  • A slow loading site.
  • Self-sufficient articles on entrance pages. This is content that doesn't require the user to look to learn more on other pages.
  • Misleading meta tags and meta descriptions. Visitors will leave as soon as they discover the content on the page isn't what was described in the meta tag and meta description (which generally display in the Google search results).
  • Technical errors and blank pages. Users will bounce if they don't find anything on the page they see.
  • Bad backlinks from other websites. A talking website could be sending visitors to your site, or the link could have a misleading or out-of-context anchor text.
  • Low quality and/or under optimized content.
  • A bad UX that turns off visitors. A website that's hard to navigate will turn users off.
  • An erroneous Google analytics setup that is producing false data.

How do you cut your Organic Bounce Rate?

It makes sense that we want to decrease the instance of individuals leaving our website after they have read our blog posts (or some other page actually) and increase the number of traffic going further into our website -- this will lower the bounce rate for the blog posts. That is what we often want anyway: for people to our website, then into our site and become a client, right? But from only an SEO perspective, we want to get that bounce speed down. So how can we achieve this?

  • Obvious: make sure your blog post page loads quickly and is visually appealing
  • Focussing on creating fewer but more (more substantial) blog articles. To put it differently, it would be better to spend the time writing one premium article that engages the audience, rather than several average posts. For these longer posts set a quick menu at the top which readers can click to jump down to the sections inside the article. Like I have with this post at the top.
  • Including more pictures and infographics in Posts which can be clicked to enlarge.
  • Include clickable links in the article text to other sections of the site.
  • We should also:
  • Adding video in articles!
  • Asking questions in articles to be able to prompt discussion.
  • Enhance the user experience of your site. This includes doing things such as improving your site's UI, reducing the page loading times for your site and eliminating annoying adverts and pop-ups.
  • Create a compelling call-to-action for all entrance pages. A compelling call-to-action reduces the bounce rate by increasing the odds of a user taking a positive
  • Make your site mobile friendly. If your site does not load properly on mobile devices, your bounce rate will be high.
  • Fix the technical issues. Remove page loading errors and blank pages and make sure your Google analytics is installed correctly to get precise data.

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Differences Between A Labour Hire Firm and A Recruitment Business

At first glance, a labour hire Perth company and labor hire recruitment company might look quite similar in what they do, but analyze their roles more closely, and also important gaps will emerge. They may be in the exact same line of business -- that of supplying labour to companies -- but the way they go about it's fundamentally different.

While both companies are experienced recruiters who aim to simplify the often long, odious and expensive process of hiring new employees, understanding how each functions is imperative to ensuring that you chose the best one for your staffing needs.
To help you differentiate between a labour hire and recruitment firm, we shall be studying each comprehensively to understand how each works, how each can benefit your organization, and the best to suit your specific labour needs.

A recruiting company is a matchmaker connecting individuals searching for gainful employment with businesses searching for workers. They essentially take over all the manual work of HR ensuring that candidates supplied have the necessary skills, qualifications and experience needed to fill the job and meet the business' needs.

Once approved by the client company, the candidate provided by the recruitment firm becomes a full employee of the client company that's responsible for paying wages, entitlements and managing them henceforth.

How recruitment companies work

Although every entity has their own way of doing things, recruiting companies generally follow the exact same pattern.

  • The customer (after identifying a vacancy) sends out a comprehensive job description for the vacant position to the recruitment firm.
  • The bureau will then sift through their CV database and identify people that best meet the customer's criteria and draw up a shortlist. If the skill sets are not available from their database, they'll advertise and evaluate candidates for that specific position.
  • The customer is then handed the best matching CVs for a last selection and the agency will arrange and organize the final interviews.

The selected candidate is inducted into the customer's company as a "direct" employee on the company's payroll. A finder's fee is paid to the recruitment agency, and their relationship with the candidate ends there.

Benefits of using a recruiting company

Businesses gain several benefits from using a recruiting agency for their labor requirements.

The process of selecting a new employee isn't only long but expensive too. When you employ the services of a recruitment firm, you are basically farming out the recruitment function and applying the recruitment firm's database to find the best employee to fill a vacancy. Labour recruitment companies maintain large databases of employees with various kinds of skills. This allows them to recruit for almost any position within a brief time. A recruitment firm takes all of the hassle out of recruitment, all you need to do is provide the job description of the employee you need through email or phone call, and they'll do the rest of the job.

  • Market knowledge. Recruitment companies are vastly knowledgeable in the labor market for the businesses they recruit for. This enables them to receive the best employees for you for those niche skillsets.
  • Robust recruitment processes. Recruitment companies have specialised recruitment processes that ensure they only provide the best labor for your business.
  • Labour hire companies -- about them

    Labour hire firms are similar to recruitment companies in that they join ready and willing workers with firms seeking labour. Unlike recruitment agencies that completely deliver the employee after the recruitment process, labour hire firms provide employees on a 'labour hire' arrangement.

    What this means is that the workers provided to the client company either for short term or long term positions aren't employees of the customer. recruitment agency The workers are hired out to them. They are those that maintain the worker's payroll.

    When stationed at the client's organisation, the employee will work just like regular workers, wear the company uniform if needed, and will use the company's tools and resources. The direct employer-employee relationship will, however, remain under the labour hire company's domain name.

    The benefits of labour hire to companies

    Businesses stand to gain numerous benefits from labour hire, these include:

    1. Reduced prices. Like recruitment businesses, labour hire businesses take care of the whole recruitment process including advertising the positions, assessing CVs, screening applicants, providing preliminary training and onboarding. Along with this, labour hire companies offer payroll maintenance for their workers freeing you from doing it. Unlike recruiting companies, candidates provided by labour hire firms are not suggestions to be considered but workers who have been vetted, trained, and deemed capable of taking on the role. This makes them ideal for emergency cover because they may come in and begin working immediately reducing the effect of employee absences. Whether an employee misses work because of illness, maternity leave or annual leave, labour hire makes sure that you get a worker to take over their responsibilities in a short while.
    2. Experience and experience. A labour hire arrangement enables you to bring in the specialised skills and experience you require for some project on hire basis without needing to take on the employee full time. This means that you'll not have to train your employees on a skill that will only be required once the job is complete. For a lot of companies, manufacturing requirements keep changing seasonally. Labour hire enables you to adjust your workforce to suit the current workload. You, therefore, don't need to employ permanent staff that will not be needed when the peak season or project is complete.
    3. Trying employees before hiring. For your permanent personnel requirements, you may use labour hire to discover a worker's compatibility with your company prior to hiring them. On-job evaluation is the best way to find out whether an employee will be a fantastic fit.
    4. Short notice and emergency cover. Sometimes worker shortages can't be foreseen such as when a worker falls ill or gets injured. Because labour hire companies have vetted candidates ready and willing to begin work with little notice, you can find a temp to pay your labor shortfall minimising interruptions.
    5. Robust recruitment processes. Labour hire firms are experienced in recruiting labour and have developed processes to ensure that candidates supplied to your organization are the best for your needs.
    6. Bulk recruitment. Because labour hire companies have large databases of pre-screened employees, they have the ability to fill a large number of positions concurrently without compromising the quality of labor provided.
    7. Network. A labour hire firm will have a larger network for finding workers than any company could have. The wide network enables them to fill any vacant position you've really quickly.
    8. Market knowledge. Labour hire firms have an in-depth understanding of the labour market for many industries they recruit for. They understand current hiring complexities, current salaries and available skill-sets and will offer viable alternatives for hard to acquire skills. Their knowledge lets you get the right individual to fill a position regardless of the prevailing market conditions.

    What's the best option for your organization?

    The kind of firm you select for your company greatly depends on your needs. If you need a one-off hire for a permanent employee, a recruitment company would be a good fit.

    If your business has varying and short-term labour requires, though, a labour hire company would be the better choice for you since it would greatly reduce recruitment costs and time. Businesses that use labour hire firms can tap into vast pools of highly trained workers at any time to cater for emerging labour needs without the time-consuming constraints of recruiting and training -- or the expense of hiring permanent workers.

    Aspects of a great recruiter

    Whichever solution you select, make sure the recruitment or labour hire firm covers the following aspects to ensure that you get quality services.

    1. Particular industry expertise. Unless your recruiting needs are extremely general, make sure that the recruitment firm you select has the capability to recruit for your specific industry. Otherwise they will fight to offer the best labour for you. A good worker is hard to find. The recruitment company that you choose should, therefore, have several recruitment strategies to ensure they get the best worker for you.
    2. Robust screening procedures. Screening is important to ensure that your company gets the employee they need. A fantastic recruitment firm should have processes in place to make certain that all candidates brought forward will suit your requirements.
    3. Registration and compliance. The labour agency you choose should be registered with the appropriate government authority and needs to be in compliance with all labour laws and ethics. This can help protect your businesses reputation. If a labour hire provides guarantees for their services, it shows they are confident in their systems, and you can hold them accountable if they fail to provide what you are searching for. An agency may boast of their ability to fill 100% of customer vacancies, but only some of the candidates make it through a year of employment. Consult your agency to provide hard numbers for the retention of the candidates they supply. An agencies job doesn't end when they've provided the worker. They need to check in frequently for at least 6 weeks to ascertain the candidate is progressing nicely and help out with any emerging issues.
    4. Reliability. A good agency should be able to deliver on time as flaws may be quite expensive in terms of productivity. Prior to settling on a recruiter, request recommendations.
    5. Relationship building. For a company to recruit efficiently for your business, they should build a relationship with you to understand your organization culture and the sort of candidates that will fit well into the organisation.
    6. Communication. Good two-way communication has to be maintained to make sure that each party plays their part in the recruitment process.

    Next time you are looking to employ staff either on short-term or long-term basis, bear in mind that a recruitment business is not the only labour provision solution available; evaluate your needs carefully to get the solution https://www.washingtonpost.com/newssearch/?query=recruitment that will work best for your organization.

    Differences Between A Labour Hire Company and A Recruitment Business

    At first glance, a labour hire Perth company and labor hire recruitment firm might seem quite similar in what they do, but examine their roles more carefully, and also significant differences will emerge. They might be in exactly the exact same line of business -- that of supplying labour to companies -- but the way they go about it's fundamentally different.

    While the two companies are experienced recruiters that aim to simplify the often long, odious and expensive process of hiring new employees, understanding how each operates is imperative to ensuring that you picked the right one for your staffing needs.
    To help you distinguish between a labour hire and recruitment firm, we shall be looking at each comprehensively to understand how each works, how each can benefit your business, and the best to suit your specific labour needs.

    A recruiting company is a matchmaker linking individuals searching for gainful employment with organisations looking for workers. They essentially take over all the manual work of HR ensuring that applicants provided have the necessary skills, qualifications and experience needed to fill the role and meet the business' needs.

    Once approved by the client company, the candidate provided by the recruitment firm becomes a complete employee of the client company which is responsible for paying wages, entitlements and managing them henceforth.

    How recruitment companies work

    Although every thing has their own means of doing things, recruitment companies generally follow the same pattern.

  • The bureau will then sift through their CV database and identify people that best meet the customer's standards and draw up a shortlist. If the skill sets aren't available from their database, they will advertise and evaluate candidates for that particular position.
  • The customer is then given the best matching CVs to get a final selection and the bureau will arrange and organize the final interviews.
  • The selected candidate is inducted into the client's company as a "direct" employee on the company's payroll. A finder's fee is paid to the recruitment agency, and their relationship with the candidate finishes there.

    Advantages of using a recruitment company

    Businesses gain several benefits from using a recruiting service for their labour requirements.

    The practice of hiring a new employee is not only long but expensive too. When you employ the services of a recruiting company, you're basically farming out the recruitment function and utilising the recruitment firm's database to find the best employee to fill a vacancy. Labour recruitment businesses maintain large databases of workers with different kinds of skills. This enables them to recruit for virtually any position within a short time. A recruitment firm takes all of the hassle out of recruiting, all you will need to do is provide the job description of the worker you require through email or telephone call, and they'll do the rest of the work.

  • Market knowledge. Recruitment firms are vastly knowledgeable in the labour market for those industries they recruit for. This enables them to receive the best workers for you even for those niche skillsets. Recruitment companies have specialised recruitment processes that ensure they only supply the best labor for your business.
  • Labour hire firms -- about them

    Labour hire firms are very similar to recruitment companies because they join ready and willing workers with companies seeking labor. That's about where the similarities end. Unlike recruitment agencies that completely deliver the employee after the recruitment process, labour hire companies provide employees on a 'labour hire' arrangement.

    What this signifies is that the workers given to the customer company either for short term or long term positions are not employees of the client. Thus worker wages and entitlements including insurance covers fall into the world of the labour hire firm. They are the ones that maintain the worker's payroll.

    When stationed at the client's organisation, the employee will work just like regular workers, wear the company uniform if required, and will use the corporation's tools and resources. The direct employer-employee connection will, however, remain under the labour hire company's domain name.

    The benefits of labour hire to companies

    Businesses stand to gain numerous benefits from labour hire, these include:

    1. Reduced prices. Like recruitment businesses, labour hire companies take care of the whole recruitment process including advertising the positions, assessing CVs, screening candidates, providing preliminary training and onboarding. In addition to this, labour hire firms provide payroll maintenance for their workers freeing you from doing it. Unlike recruiting companies, candidates supplied by labour hire firms aren't suggestions to be considered but workers who have been vetted, trained, and deemed capable of taking on the function. This makes them ideal for emergency cover because they may come in and start working immediately reducing the effect of employee absences. Whether an employee misses work because of sickness, maternity leave or annual leave, labour hire makes sure that you get a worker to take over their duties in a short time.
    2. Experience and expertise. A labour hire arrangement enables you to bring in the specialised skills and experience you require for some job on hire basis without having to take on the employee full time. This means that you'll not have to train your employees on a skill that will only be required once the project is complete. For a lot of companies, manufacturing requirements keep changing seasonally. Labour hire enables you to adjust your labour force to suit the present workload. You, therefore, don't need to employ permanent staff that will not be needed once the peak season or project is complete.
    3. Trying employees before hiring. For your permanent personnel requirements, you may use labour hire to find out a worker's compatibility with your company prior to hiring them. On-job evaluation is the best way to find out whether an employee will be a fantastic fit.
    4. Short notice and emergency cover. Sometimes worker shortages cannot be foreseen such as if a worker falls ill or gets injured. Because labour hire companies have vetted candidates ready and ready to begin work with little notice, you can get a temp to pay your labour shortfall minimising interruptions.
    5. Robust recruitment processes. Labour hire firms are experienced in recruiting labour and have developed processes to ensure that candidates supplied to your company are the best for your needs.
    6. Mass recruiting. Because labour hire firms have big databases recruitment agency of pre-screened employees, they have the ability to fill a high number of positions simultaneously without compromising the quality of labor provided. A labour hire firm will have a bigger network for finding workers than any employer could have. They maintain relationships with workers they've recognized to be reliable and dependable and can fill a vacancy in a matter of days -- sometimes hours. The broad network allows them to fill any vacant position you've really quickly. Labour hire firms have an in-depth comprehension of the labour market for many industries they recruit for. They understand current hiring complexities, current salaries and available skill-sets and will offer viable alternatives for hard to acquire skills. Their knowledge lets you get the ideal person to fill a position no matter the prevailing market conditions.

    What's the best option for your organization?

    The kind of firm you select for your company greatly depends upon your needs. If you need a one-off hire for a permanent employee, a recruitment company would be a good fit.

    If your company has varying and short-term labour needs, however, a labour hire company are the better choice for you since it would greatly reduce recruiting costs and time. Businesses that use labour hire firms can tap into vast pools of highly trained employees at any time to cater to emerging labour needs without the time-consuming constraints of recruitment and training -- or even the expense of hiring permanent workers.

    Aspects of a great recruiter

    Whichever solution you select, make sure the recruitment or labour hire company covers the following aspects to ensure that you get quality services.

    1. Specific industry expertise. Unless your recruiting needs are very general, make sure that the recruitment firm you select has the capacity to recruit for your specific industry. Otherwise they will fight to provide the best labor for you. A fantastic worker is hard to find. The recruitment company that you choose should, therefore, have several recruitment strategies to ensure they get the best employee for you.
    2. Robust screening procedures. Screening is important to make certain that your company gets the employee they require. A fantastic recruitment firm should have procedures in place to make certain that all candidates brought forward will suit your requirements. The labour agency you choose should be registered with the relevant government authority and needs to be in compliance with all labour laws and ethics. This will help protect your companies reputation. If a labor hire provides warranties for their services, it shows they are confident in their systems, and you can hold them accountable if they fail to provide what you are searching for.
    3. High employee retention. An agency may boast of their ability to fill 100 percent of client vacancies, but only a few of the candidates make it through a year of employment. Ask your agency to provide hard numbers for the retention of the candidates they provide. An agencies job does not end once they have provided the worker. They will need to check in regularly for at least 6 months to ascertain the candidate is progressing well and help out with any emerging difficulties. A good agency should have the ability to deliver on time as delays may be quite costly in terms of productivity. Prior to deciding on a recruiter ask.
    4. Relationship building. For a firm to recruit efficiently for your business, they need to build a relationship with you to understand your company culture and the sort of candidates that would fit nicely into the organisation.
    5. Communication. Good two-way communication needs to be maintained to make sure that each party plays their part in the recruitment process. Without proper communication, the recruitment process would be greatly flawed.

    Next time you're looking to employ staff either on long-term or short-term foundation, http://www.thefreedictionary.com/recruitment bear in mind that a recruitment company is not the only labour provision alternative available; evaluate your needs carefully to get the solution that will work best for your organization.

    Industry Website Conversion Rates

    It doesn't matter the stations you utilise -- be it printing advertising, social networking or email marketing -- that the call-to-action usually leads to a site where a conversion, possibly generating a lead or completing a purchase, happens.

    Before we proceed any further, let us first define what conversion rate is. Conversion speed is defined as the percentage of traffic to your website who execute a desirable goal, also known as the "conversion occasion".

    The conversion could be anything from filling in a lead form, purchasing a product, registering for a newsletter to downloading an application trial. A simple equation for this is:

    Conversion Rate (%) = Goal Conversions (Number) / traffic (#) x 100 percent

    If it comes to calculating conversion prices, the majority of people aren't sure how to count the number of users and events. On conversion occasions, people do not know if to only count a particular person once regardless of the amount of times they purchase or count each person as many times as they purchase.

    Either way of counting is okay, simply select what works best for your site and adhere with it. By this I mean use.


    Now to the matter of the day: What is a good conversion rate?



    This is a very common question, for which there isn't one definitive answer. All that may be said about this is that a good conversion rate for your site is one which is greater than your previous one. In other words, it is relative. That is because:

    1. Businesses don't have the same preexisting manufacturer reputation. Keeping all other things constant, conversion rates for adored brands will be higher than those for less reputable brands.
    2. Websites selling cheaper things are going to have higher conversion rates than those selling more costly things.
    3. Impulse purchases will have more conversion speeds than items that https://www.washingtonpost.com/newssearch/?query=website analytics need research and deliberation. It is easier to get a consumer to read a couple of posts than to get them to register for an email newsletter. This is because people do not find the need to dedicate to something just to navigate a web site.
    Conversion rates have continued to rise as the year 2000 as customers become comfortable with taking the desired action. For instance in 2000 the conversion speed for e-commerce sites was about 1 percent but had attained around 3% by 2013.

    How to use standard/benchmark http://www.webanalytix.com.au industry conversion rate data

    As I mentioned earlier, how conversion prices are measured differs from 1 website to the other. It all depends on the conversion events and all these are different even for sites from precisely the exact same industry. This makes swallowing this data somewhat catchy.

    Well, you can use this information as a less official yardstick of your performance, a general ballpark of where you would like your functionality to be. But all in all, the best method to deal with your own conversion prices is to make sure that you improve in your previous ones.

    Although the industry benchmarks cannot be completely ignored, it is more difficult to focus more on your website's performance. They may help you optimise certain stages in your funnel, but they should not be the ultimate step of your advertising success.

    Article Source: http://www.webanalytix.com.au/standard-industry-website-conversion-rates/

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