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Trends, Product and Industry Insights to Help Create Your HR Tomorrow, Today.

Top 3 Questions to Consider for Your Career Site

Guest Author

By Pete Jaradeh

Your career site is the face of your company to candidates. A great candidate experience will determine whether or not they click that “apply” button in the end. So when it comes to enticing top talent and filling openings fast, how do you know if your website is meeting expectations? Here are 3 important questions to consider in delivering a candidate-centric experience.

What’s Your Employment Brand Story?

Chances are, your future employees are not only shopping for the right career fit but also for a great place to work. And in a competitive job market, applicants may have ample career options to choose from. So how well your career site educates the candidate about your company can be critical in competing for top talent. To do this, try to find creative ways to incorporate your culture, values and personality right into your employment offerings and your overall message. Focus on accurately communicating who you are and what you stand for, showcasing your brand in a visual manner and promoting the positive aspects associated with your establishment. Are you committed to redefining industry standards? State that. Want to give people a look inside your business? Put together a video. Do your employees appreciate the social activity calendar such as your after-hours wine and cheese events? Talk about it. Bryan Chaney, Talent and Employer Branding Specialist, states, “Highlighting differentiators like culture, benefits and events on your career site and other inbound channels will attract great potential people who are passionate about finding the right fit.” Take a look at our budget-friendly ways to boost your brand for some more easy and affordable brand recommendations.

What’s Your Candidate Experience Like?

Convenience is key to enhancing and optimizing the candidate experience and there’s nothing more convenient than getting what you want fast. One easy way to provide convenience is through the use of filters and search capabilities. As long as your available positions are tagged and categorized accordingly, filters quickly assist job seekers in finding openings of relevance, dramatically improving their chances of finding a relevant opportunity. Combine this with built-in, algorithmic search functions and you’ve got two great methods for helping users rapidly identify specific titles or positions of interest.

Simplicity is also key. Give candidates the opportunity to start the job application on their desktop, or in the comfort of their own home and allow them to finish the application on a lunch-break, a commute ride home or even over the weekend. A study conducted by recruitment technology company Jibe found that one-in-five candidates would abandon a job application entirely if wasn’t optimized for smartphone use, and this figure continues to rise. Can you afford to miss out on 20% of the applicant community? More information on the importance of a mobile-friendly career site can be found here.

How Do You Keep In Touch?

As an applicant, nothing is more frustrating than applying for a job and not hearing a word back. In fact, the same Jibe study referenced above found that 44% of job seekers would be deterred from completing a companies’ online application if they knew that they couldn’t confirm their status as an applicant. That’s nearly every other person! Organizations that understand the importance of candidate communication are capitalizing on this recruiting trend in several ways. First, some companies are making this practice mandatory amongst their recruiters and, more often than not, equipping them with fill-in-the-blank templates and canned responses to make things easier. Other companies are using software automation that triggers email correspondence by a specific event or criteria, such as when an application is received, when an interview has been booked or when another candidate has been selected. Read more about automation’s expected impact in 2018 by visiting our blog.

The most essential and valuable asset for your business is your employees, and when it comes to attracting top talent, there’s no tool at your disposal more powerful than your career site. I strongly urge you to take a look at your companies’ website and perform a thorough analysis, ensuring that you’ve emphasized major components of your organizational story, provided your candidates with an optimal experience and are capable of delivering periodic updates to applicants throughout the process.

Check out the Taleo Business Edition Homepage to see exactly how easy it can be to revamp your career site and get people applying.

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