- Make it visible. A company’s careers page should be clearly accessible from the homepage – a reasonably sized link or tab placed above the fold. If the applicant has to go on a search and seek mission to apply for a job at your company, you’re doing it wrong. Navigation should be intuitive and as simple as possible.
- K.I.S.S. job descriptions. When it comes to job descriptions, They should be specific yet interesting. But Keep It Simple and too boring. Most importantly: no typos!
- Got Benefits? If you offer benefits, brag about them.
- Get social. A presence on social networking sites – LinkedIn, Twitter, Facebook – is more important than ever. In fact, savvy skilled younger workers, especially Generation Y, seek companies that are connected.
- Brand your company culture. Job seekers want to know what it will be like to work at your company. Companies spend significant time, money, and resources branding their company and culture to customers. But when it comes to job applicants, they are often treated as the fair-haired stepchild. Build an employer brand (including company culture, videos, bios, and community activities) into a company careers site.
- Single recruiting software platform. Finding enough skilled workers requires sourcing candidates from multiple sources. That’s impossible to do without using some sort of automated applicant processing system. Employers must stay on top of the latest application technology – to manage an increasingly complicated recruitment process efficiently and to screen more candidates faster.
- Keep in touch. There is nothing more unprofessional than receiving an application and ignoring the candidate. The best career websites acknowledge the recruitment process by laying out what’s next on the website or in a follow-up email. If a candidate is disqualified, let him know right away. If the process is delayed, don’t keep candidates in limbo.
