Career Sites, Recruiting Strategy & The Candidate Experience
description
Transcript of Career Sites, Recruiting Strategy & The Candidate Experience
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Does Your Website Help Or Hinder Your Recruitment Goals?
For more hiring & recruiting best practices, visit
Monsterthinking.com
Stay Connected with Monster.
http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/
http://www.youtube.com/user/MonsterVideoVault
Presented by:
Matt AdamChief Talent StrategistNAS Recruitment Communications Sponsored by:
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1990.
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XO Laptop.
3laptop.org
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The Challenge.
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“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
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Barriers to Designing Better Websites.
Speed of change.
Resources.
Know How.
Ownership.
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The Candidate Experience.
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As a Candidate, what information would you be most interested in learning on a website?
Diversity
Benefits
Culture
Job Family Info.
Career Pathing
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P O L L
Please Vote to the Right of Your Screen
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You Never Get a Second Chance to Make a First Web-pression.
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Every Website Must Contain the Vowels.
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“A” Stands for “Authentic”.
Cut the corporate mumbo jumbo.
Employment Brand.Employment Brand.Employment Brand.
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Previous Career Site.
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Current Career Site.
nisource.jobs
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“E” Stands for “Engaging”.
13webkinz.com
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“E” Stands for “Engaging”.
Podcasts
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Video Blogs Social Networks
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Podcasts.
15accenture.com
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Video.
16americaneaglecareers.com
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Blogs.
17microsoftjobsblog.com
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Social Networks.
18explorehyatt.jobs
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LinkedIn.
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Facebook.
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Twitter.
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“I” Stands for “Intuitive”.
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Intuitive Design.
23wendys.jobs
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Site Map.
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“O” Stands for “Options”.
More than just ‘apply’ or ‘leave’.
Engage Candidates no matter what their ‘temperature’.
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Talent Network.
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Talent Network.
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“U” Stands for “User Friendly”.
Navigation is the key.
Two clicks is too many.
.jobs domain.
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.mobi
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“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?
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Do you track on a regular basis where Candidates come to your website from and what
they do once they are there?
P O L L
Please Vote to the Right of Your Screen
YES
NO
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You Must Capture the Metrics.
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Investment Allocation Candidate Experience Process Effectiveness
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Every Website Must Contain the Vowels.
Authentic.
Engaging.
Intuitive.
Option Filled.
User Friendly.
Y…Ask the ‘Why?’ Questions.
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Capture the Metrics
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Thank you & Questions
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Matt AdamChief Talent Strategist
NAS Recruitment Communications
Phone: (800) 264-1942
E-mail: [email protected]
Facebook: Facebook.com/Matthew.Adam1
LinkedIn: Linkedin.com/in/matthewadam
Twitter: madam