Career Sites, Recruiting Strategy & The Candidate Experience

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A significant component of a company’s recruitment strategy is a corporate website. This website showcases your company, your culture and your recruitment brand. Great Candidates who are carefully managing their careers are visiting your website and making assumptions about your organization based on what they find. Unfortunately, many websites are not designed with the Candidate experience in mind and fail to engage the right talent.

This presentation illustrates how leading edge organizations are developing sites that are intuitive, experiential and most importantly help filter the right Candidates in and the wrong Candidates out.

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Career Sites, Recruiting Strategy & The Candidate Experience

  1. 1. 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:
  2. 2. 1990.
  3. 3. XO Laptop. laptop.org
  4. 4. 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
  5. 5. Barriers to Designing Better Websites. <ul><li>Speed of change. </li></ul><ul><li>Resources. </li></ul><ul><li>Know How. </li></ul><ul><li>Ownership. </li></ul>
  6. 6. The Candidate Experience.
  7. 7. As a Candidate, what information would you be most interested in learning on a website? <ul><li>Diversity </li></ul><ul><li>Benefits </li></ul><ul><li>Culture </li></ul><ul><li>Job Family Info. </li></ul><ul><li>Career Pathing </li></ul>P O L L Please Vote to the Right of Your Screen
  8. 8. You Never Get a Second Chance to Make a First Web-pression.
  9. 9. Every Website Must Contain the Vowels.
  10. 10. “ A” Stands for “Authentic”. <ul><li>Cut the corporate mumbo jumbo. </li></ul><ul><li>Employment Brand. </li></ul><ul><ul><li>Employment Brand. </li></ul></ul><ul><ul><li>Employment Brand. </li></ul></ul>
  11. 11. Previous Career Site.
  12. 12. Current Career Site. nisource.jobs
  13. 13. “ E” Stands for “Engaging”. webkinz.com
  14. 14. “ E” Stands for “Engaging”. <ul><li>Podcasts </li></ul><ul><li>Video </li></ul><ul><li>Blogs </li></ul><ul><li>Social Networks </li></ul>
  15. 15. Podcasts. accenture.com
  16. 16. Video. americaneaglecareers.com
  17. 17. Blogs. microsoftjobsblog.com
  18. 18. Social Networks. explorehyatt.jobs
  19. 19. LinkedIn.
  20. 20. Facebook.
  21. 21. Twitter.
  22. 22. “ I” Stands for “Intuitive”.
  23. 23. Intuitive Design. wendys.jobs
  24. 24. Site Map.
  25. 25. “ O” Stands for “Options”. <ul><li>More than just ‘apply’ or ‘leave’. </li></ul><ul><li>Engage Candidates no matter what their ‘temperature’. </li></ul>
  26. 26. Talent Network.
  27. 27. Talent Network.
  28. 28. “ U” Stands for “User Friendly”. <ul><li>Navigation is the key. </li></ul><ul><li>Two clicks is too many. </li></ul><ul><li>.jobs domain. </li></ul>
  29. 29. .mobi
  30. 30. “ Y”…Ask the “Why?” Questions. <ul><li>Why do you ask for people’s SSN? </li></ul><ul><li>Why don’t you tell Candidates what they can expect? </li></ul><ul><li>Why don’t you respond to Candidates? </li></ul>
  31. 31. 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
  32. 32. You Must Capture the Metrics. Investment Allocation Candidate Experience Process Effectiveness
  33. 33. Every Website Must Contain the Vowels. <ul><li>A uthentic. </li></ul><ul><li>E ngaging. </li></ul><ul><li>I ntuitive. </li></ul><ul><li>O ption Filled. </li></ul><ul><li>U ser Friendly. </li></ul><ul><li>Y …Ask the ‘Why?’ Questions. </li></ul>Capture the Metrics
  34. 34. 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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