There are many
companies who emphasise that their staff is their most valuable asset but out of
all those: How many make an effort to present on their corporate website
valuable information for jobseekers? The benefits of having your own career
site are manifold. It will first of all, give any potential employee the
impression that you really care and value your staff. Secondly, your company
will be perceived as a professional, attractive, innovative and well-organised
enterprise. Thirdly, it will also save you time because you will deal only with
candidates who (hopefully!) read all the details and think they are the perfect
If you want to
stand out from the crowd you might also want to get a corporate recruitment
brochure printed which could be distributed at Job/Career Fairs and several
other events. It would give you the opportunity to brand your company as a
great place to work for.
These are 12 strategies which will help you to create
an impressive career website:
- Make the CAREER section on your website instantly visible to job seeking
people. Many companies call this section ‘WORK FOR US’. The mistake that they
often make is that people need to dig for this information because it is hidden
somewhere and just mentioned as a subcategory. How to make it more effective?
Put it on the front page of the website on the main menu bar. This way it will
be instantly visible and noticeable.
- Publish your current open vacancies. Be aware that the more
specific you are in the job description and the person specification the more
suitable candidates you will be able to attract. You might want to consider of
providing a job ad also in video format, this would be surely something that
will make you stand out from the crowd. It would also give the applicant an
impression about an employee who is already working at that company.
- Providing a step-by-step description of the recruitment
process is something that every job applicant would highly appreciate.How many interviews can a candidate
expect? What type of interviews (face to face, panel interview, phone
interview, video interview, lunch interview) is a job seeker going to face? How
many people are involved in each type of interview? How long will the interview
last? Are there any tests/assessments/presentations that need to be done? What
is the timeframe in which a decision will be made?
- A video about your corporate culture. A picture can tell you more
than 1000 words but what do you think can a video tell you? No job ad in the
world would be able to give you the same impression of a company’s culture like
a video. It will obviously require some more time and money but it will be well
invested. It will help jobseekers to decide quickly whether they would fit into
a particular culture or not. Every applicant would appreciate of getting a
glimpse (even though maybe just a short one) into what it looks and feels like
working for a particular company. How do the offices look like, what kind of
people are working there, does it look like a fun or more serious environment?
- Testimonials from employees can be very
revealing. Listening and watching someone talk about their job (what they like
about it, why they love to work for that company) would surely help to increase
the company’s public image and motivate people to apply. Adding to each job
vacancy a story, such as “A Day in the Life of a (job xyz) at (company xyz)”
would be something that would not be overlooked!
- Make a list of the Top 5 or 10 Reasons why it is great to
work for your company. Focus on what current employees really appreciate and
what makes them think that your company is special. These points might have
already been mentioned in the videos, however, reading about them one more time
makes it more memorable.
- Avoid asking your candidates to register,
sign up or fill in lengthy forms in order to apply for a job at your company.
For most of the job applicants it will just lead to one thing: to look for a
job somewhere else.Make the whole
process instead easy, quick and smooth so that the number of candidates
stopping halfway through the process will be minimised as much as possible.
- Include social media buttons (Twitter,
Facebook, Linkedin etc.) at the top of your job vacancy. This will allow people
to spread the word about certain jobs quickly and easily.
- If candidates can’t find a
suitable job, give them the opportunity to submit their speculative application in an easy way. It would be great if your
company could create a system in which speculative CVs would automatically be
transferred to the corporate talent database.
- You might also want to consider
to set up a job alert tool which
will notify jobseekers about suitable jobs in the future.
- Offer a Live Chat Option in which interested people can ask specific
questions before they decide to apply.
- Create an interactive quiz. If your company is keen on having people aboard
who are very knowledgeable about the company, their products and services it
would be great to make them participate in a fun and interactive quiz. Here you
would have two options: a) Make it a part in your screening process ‘How much
does the candidate know about us?’ or b) Offer it just as an entertaining tool
which will help jobseekers to be better prepared about what the company is all
about before heading to the interview. But you could also offer it for everyone
who would like to learn more about your enterprise.
Companies need to realise that in today’s
competitive world it’s not just about marketing their products or services.
Additional efforts and investments need to be made in order to attract great
talent. It’s a two-way selling process between a company and a candidate. Companies
are getting more demanding in their requirements but so do also jobseekers.
They want to spend half of their life (which they do at their job!) doing
something that they love and they consider as meaningful at a company that
appreciates their contribution.