Given the increased difficulty in finding qualified candidates today, do you fully realize the potential of your website in helping improve your recruitment strategy? Besides posting your jobs and searching for potential candidates on a recruiting website, have you thought of using your company website as an efficient tool for finding talent?
To really kick your recruitment campaign into high gear, you should consider implementing the following action plan:
1. Write descriptive job postings: Avoid postings that read like an online classified ad. Provide a description of the position as detailed and informative as possible so that your candidates can easily evaluate your position.
2. Make the site user-friendly: Research has shown that if a person doesn't find what they are looking for within three clicks, they usually leave the site. Here are some guidelines to follow:
* Place the link to your recruitment page on the main page of your site. 73 percent of Fortune 500 companies have their careers section one click away from the corporate homepage.
* Avoid the use of graphics and flash animation that take a long time to load
* Make your recruitment site look the same as your main site – be consistent.
* Choose a separate web domain exclusively for your recruiting site – advertise it everywhere!
3. Communicate your company image: This is an ideal opportunity to communicate to applicants about your company values, benefits, and culture.
4. Build relationships: If appropriate, use an online forum to handle question-and-answer sessions with prospective candidates.
5. Include a "refer a friend" button: This feature allows the candidate to tell a friend about your posting.
6. Provide a self-assessment tool: A simple test or form can help a candidate pre-screen themselves for the position.
7. Include an online application option: Let the candidate apply from directly within your website. Let them upload or email their resume directly.
8. Give the job seeker access to future opportunities: Invite candidates to supply their email address so you can notify them of changes and new opportunities.
9. Frequently test your site: All technology fails – at an alarming rate, and usually when you're not looking. Your site is a reflection of you, make it a good reflection.
10. Measure As Much As You Can: Collect stats and data from your website. Without measurement there is no management and you can’t tell if your recruitment efforts are working properly. At the very least record the following:
* Number of visits to particular web pages.
* Number of applicants.
* Most frequently used features.
* Website points of entry and exit.
You should look at things this way: if your company uses a website to help "sell" to customers, then you should also be using a website to help "sell" to potential candidates.
