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.co m Stay C onnected w ith M onster. 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:

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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.

TRANSCRIPT

Page 1: 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

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:

Page 2: Career Sites, Recruiting Strategy & The Candidate Experience

1990.

Page 3: Career Sites, Recruiting Strategy & The Candidate Experience

XO Laptop.

3laptop.org

Page 4: Career Sites, Recruiting Strategy & The Candidate Experience

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

Page 5: Career Sites, Recruiting Strategy & The Candidate Experience

Barriers to Designing Better Websites.

Speed of change.

Resources.

Know How.

Ownership.

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Page 6: Career Sites, Recruiting Strategy & The Candidate Experience

The Candidate Experience.

Page 7: Career Sites, Recruiting Strategy & 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

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P O L L

Please Vote to the Right of Your Screen

Page 8: Career Sites, Recruiting Strategy & The Candidate Experience

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

Page 9: Career Sites, Recruiting Strategy & The Candidate Experience

Every Website Must Contain the Vowels.

Page 10: Career Sites, Recruiting Strategy & The Candidate Experience

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“A” Stands for “Authentic”.

Cut the corporate mumbo jumbo.

Employment Brand.Employment Brand.Employment Brand.

Page 11: Career Sites, Recruiting Strategy & The Candidate Experience

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Previous Career Site.

Page 12: Career Sites, Recruiting Strategy & The Candidate Experience

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Current Career Site.

nisource.jobs

Page 13: Career Sites, Recruiting Strategy & The Candidate Experience

“E” Stands for “Engaging”.

13webkinz.com

Page 14: Career Sites, Recruiting Strategy & The Candidate Experience

“E” Stands for “Engaging”.

Podcasts

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Video Blogs Social Networks

Page 15: Career Sites, Recruiting Strategy & The Candidate Experience

Podcasts.

15accenture.com

Page 16: Career Sites, Recruiting Strategy & The Candidate Experience

Video.

16americaneaglecareers.com

Page 17: Career Sites, Recruiting Strategy & The Candidate Experience

Blogs.

17microsoftjobsblog.com

Page 18: Career Sites, Recruiting Strategy & The Candidate Experience

Social Networks.

18explorehyatt.jobs

Page 19: Career Sites, Recruiting Strategy & The Candidate Experience

LinkedIn.

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Page 20: Career Sites, Recruiting Strategy & The Candidate Experience

Facebook.

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Page 21: Career Sites, Recruiting Strategy & The Candidate Experience

Twitter.

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Page 22: Career Sites, Recruiting Strategy & The Candidate Experience

“I” Stands for “Intuitive”.

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Page 23: Career Sites, Recruiting Strategy & The Candidate Experience

Intuitive Design.

23wendys.jobs

Page 24: Career Sites, Recruiting Strategy & The Candidate Experience

Site Map.

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Page 25: Career Sites, Recruiting Strategy & The Candidate Experience

“O” Stands for “Options”.

More than just ‘apply’ or ‘leave’.

Engage Candidates no matter what their ‘temperature’.

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Page 26: Career Sites, Recruiting Strategy & The Candidate Experience

Talent Network.

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Page 27: Career Sites, Recruiting Strategy & The Candidate Experience

Talent Network.

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Page 28: Career Sites, Recruiting Strategy & The Candidate Experience

“U” Stands for “User Friendly”.

Navigation is the key.

Two clicks is too many.

.jobs domain.

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Page 29: Career Sites, Recruiting Strategy & The Candidate Experience

.mobi

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Page 30: Career Sites, Recruiting Strategy & The Candidate Experience

“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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Page 31: Career Sites, Recruiting Strategy & The Candidate Experience

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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

Page 32: Career Sites, Recruiting Strategy & The Candidate Experience

You Must Capture the Metrics.

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Investment Allocation Candidate Experience Process Effectiveness

Page 33: Career Sites, Recruiting Strategy & The Candidate Experience

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

Page 34: Career Sites, Recruiting Strategy & The Candidate Experience

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