Sure, you might be getting some applicants, but could you be missing out on a lot more? To get a better idea of what I mean, check out this Washington Post article from September:
Applying for a job with the federal government can be a miserable experience. Announcements of vacancies are often written in arcane, incomprehensible jargon; applications can stretch for dozens of pages; one branch of an agency might not have any idea of the hiring needs of a second branch.
Unneeded jargon, Unreadable, Hard to navigate, Stuck in the ‘90’s -- Is this you?
There are so many reasons to create a nice-looking, fluid, and easy-to-use career site that if you’re guilty of the above, it might be time to refocus. You could start first on content, for example. Make sure that all of your job listings are concise and don’t scare potential applicants. In fact, before an interview, the language you use on your career site is one of the most telling indications of what it would be like to work for a company. If it takes ten minutes to click through links just to find your open jobs, candidates might think they’re walking into a bureaucratic nightmare. Likewise, if your job searching tools are outdated and hard to use, they can easily make your company look behind the times.
Here are some other quick tips to making your websites a little more current:
1. Trackers– Website trackers and free tools like Google Analytics can tell you a lot about visitors to your website: how long they stay, where they come from, what they do, and more. Plus, they might help you figure out why they leave: do candidates flee your website one second after a full-page splash covers up all of your content? You know what to do.
2. Keep it simple – I mentioned this above, but keeping your career site accessible bears repeating. If candidates are getting lost just trying to find your career site's open jobs, you won’t be getting a lot of follow-through. I’ve heard complaints from applicants at some career sites who’ve actually had to leave the corporate site and go back to Google to find the open jobs page. Unless a critical job skill is escaping a labyrinth, don’t do that. Make an easy to see “Careers” tab that lets job-seekers go right to your page and see your openings.
3. Video – If done right, videos can be a fantastic way to engage your applicants. Consider Whole Foods, an iCIMS client that uses sidebar videos from real employees to tell applicants about the benefits and opportunities for working at Whole Foods. Making these videos can be cheap and easy to embed in your page, and also show how employee-oriented your company is.
4. Social Linking – Add some web tools and social media. Google maps, Facebook, LinkedIn, Twitter, and beyond: all of these resources are fantastic. With LinkedIn and Facebook, potential applicants can see if they know anyone else at your company. Google maps lets applicants see where your jobs are and whether they’d mind commuting to the office. Of course with all of these, it’s important to ensure that you’re using tools that are actually going to motivate candidate or increase your company’s perception -- there’s no point of creating an interesting tool on your career site if no one’s going to use it. Likewise, don’t link to your Twitter account if you don’t use it; why direct potential talent to a ghost town?
5. Search Agents –Why limit your ability to reach out to candidates only when they visit your site? Letting candidates opt-in for email alerts for specific types of jobs, search agents are pretty cool and are offered with iCIMS’ Talent Acquisition software.
6. Keep it Simple – If a candidates leaves after page 92 of your job applications, it may not be their fault. Screening questions and assessments are vital for pinning down the best talent, but sometimes you can scare applicants away by asking too many questions. Keep it simple and remember that you can always reach out to them if they match your requirements – people are appreciative when you save them time.
These are just a few ways to spruce up your career site, but there are dozens of things you can do to create a better environment for candidates -- you can even experiment. But, at the end of the day just make sure that for all the money you're paying to attract new hires, you aren’t scuttling your plans on a poorly designed career site.