Career Sites, Recruiting Strategy & The Candidate Experience

Does Your Website Help Or Hinder Your Recruitment Goals? For more hiring & recruiting best practices, visit Monsterthinking.com http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/ http://www.youtube.com/user/MonsterVideoVault Presented by: Matt Adam Chief Talent Strategist NAS Recruitment Communications Sponsored by:

XO Laptop. laptop.org

The Challenge. “ These websites are bad, most to the point of embarrassment. When will companies realize that whatever employment branding or advertising you do is instantly lost when 70% of your candidates judge the credibility of what you said based on what they find on your website? Without exception, candidates find dated material, dinosaur technology, and copy that’s about as exciting as reading an accounting textbook.” - Dr. John Sullivan

Barriers to Designing Better Websites.
Speed of change.
Resources.
Know How.
Ownership.

The Candidate Experience.

As a Candidate, what information would you be most interested in learning on a website?
Diversity
Benefits
Culture
Job Family Info.
Career Pathing
P O L L Please Vote to the Right of Your Screen

You Never Get a Second Chance to Make a First Web-pression.

Every Website Must Contain the Vowels.

“ A” Stands for “Authentic”.
Cut the corporate mumbo jumbo.
Employment Brand.
Employment Brand.
Employment Brand.

Previous Career Site.

Current Career Site. nisource.jobs

“ E” Stands for “Engaging”. webkinz.com

“ E” Stands for “Engaging”.
Podcasts
Video
Blogs
Social Networks

Podcasts. accenture.com

Video. americaneaglecareers.com

Blogs. microsoftjobsblog.com

Social Networks. explorehyatt.jobs

LinkedIn.

Facebook.

Twitter.

“ I” Stands for “Intuitive”.

Intuitive Design. wendys.jobs

Site Map.

“ O” Stands for “Options”.
More than just ‘apply’ or ‘leave’.
Engage Candidates no matter what their ‘temperature’.

Talent Network.

“ U” Stands for “User Friendly”.
Navigation is the key.
Two clicks is too many.
.jobs domain.

“ Y”…Ask the “Why?” Questions.
Why do you ask for people’s SSN?
Why don’t you tell Candidates what they can expect?
Why don’t you respond to Candidates?

Do you track on a regular basis where Candidates come to your website from and what they do once they are there? YES NO P O L L Please Vote to the Right of Your Screen

You Must Capture the Metrics. Investment Allocation Candidate Experience Process Effectiveness

Every Website Must Contain the Vowels.
A uthentic.
E ngaging.
I ntuitive.
O ption Filled.
U ser Friendly.
Y …Ask the ‘Why?’ Questions.
Capture the Metrics

Thank you & Questions Matt Adam Chief Talent Strategist NAS Recruitment Communications Phone: (800) 264-1942 E-mail: [email_address] Facebook: Facebook.com/Matthew.Adam1 LinkedIn: Linkedin.com/in/matthewadam Twitter: madam

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Career Sites, Recruiting Strategy & The Candidate Experience

by Monster.com on Aug 17, 2011

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Career Sites, Recruiting Strategy & The Candidate Experience — Presentation Transcript