An increasing number of candidates are using the internet to look for new job opportunities. It is interesting to note that during a recent job assignment, one my top candidates said that he was only looking for jobs advertised on the internet in preference to the daily newspapers.
When asked why, he said "I want to work for a techologically savvy company. This company should have a comprehensive and enticing internet presence.
I subscribe to several job boards and I am keen to receive job opportunities through email alerts.
Once something fancies my eye, I visit the company's web site. If the site pleases me, then I know it is worth while to continue with this company."
So, what makes a candidate-friendly website? Is it the content, the easy navigation, the download speed, the message, the technology behind all this? We think that every little bit counts.
We can not emphasise enough how important it is to have a web site which is easy to navigate, with well-laid out information about your company, your clients and where your company is going.
Here are some basics and some examples of candidate-friendly web sites.
Is your website easy to download? If it is heavy in graphics, you can guarantee that candidates will not stop to look.
Are the jobs just listed or advertised? It pays to advertise your jobs by presenting them as the future than a list of duties and responsibilities. In addition, one should pay attention to the job titles. If the title is enticing, then you will most probably get better candidates.
Some sites present the same jobs month after month. This can be a demotivator for candidates, especially when they apply for a position and get a notice that the position has been filled. News travels fast. So, beware. In addition, speed of reply is important. A comprehensive and fast reply with the prospect of a phone interview can keep candidates motivated and eager to proceed.
How easy is it for candidates to apply for positions? How long is the list of questions they have to fill in? Have the candidates the opportunity to just fill some questions and then attach their resume? Again, people do not have lots of time to spend filling huge questionnaires. Make everything easy.
This can steer some of the best candidates to your web site after they have read your well-laid out newspaper advertisement. Combine your site's career section with the newspaper and you can have some good candidates knocking on your door.
A good site to look at is Cisco. If you go to http://www.cisco.com/jobs/us/culture.shtml, you will see a terrific web site in action. Everything about the company is nicely laid out in a very inviting way: instructions on how to apply, how to complete a profile, information about he culture of the company.
It even has a special section Make Friends @Cisco. Here you can directly get in touch with Cisco employees in the areas that interest you and ask them questions directly. Now here it is a candidate friendly web site in action.
Another good site to visit and get some ideas is www.optus.com.au.
A candidate-friendly web site will dramatically increase your chances to get to the top candidates. In addition, it will help you create a good image as an employer of choice who looks after its staff and is prepared to invest time up front by presenting the best possible environment for potential employees.