7 Ways to Make Your Website a Recruiting Machine
7 Ways to Make Your Website a Recruiting Machine
As a business owner, you probably pay close attention to how your customers interact with your website. Why would you put any less effort into people who you have entrusted with the success of your company—people with whom you will be spending every working day, possibly for years—than you would on other aspects of your business?
Although it was only a few years ago, it was still true that the vast majority of positions were filled through networking and referrals. Nowadays, the majority of recruitment takes place online.
Online hiring provides your company with a genuine opportunity to improve your screening process and ensure that you hire only the most qualified candidates for the position. Here are some pointers to get you started on the path to finding the most qualified candidates.
Adapt to mobile
It's best if your site is already mobile. If not, attracting top talent is another reason to go mobile. According to a 2019 Glassdoor study, 58 percent of job seekers use mobile devices to search for jobs. Don't turn away mobile applicants—make your online application process simple and mobile-friendly.
Give potential hires a taste of your culture
Most companies use their website to provide basic information to job candidates, but does knowing your company's location and employee count really convey what it's like to work there? Aside from the basics (benefits, executive bios, corporate values and mission, company history), consider adding video: a virtual tour of the office, interviews with current employees about their experiences working for the company, and perhaps even footage of a company-sponsored social event.
Cover letter allowed
Most companies ask for an application and a resume, but many companies make it impossible to attach a cover letter—or make the process so convoluted it's unusable. It is vital in the hiring process. It can reveal someone's attention to detail, knowledge of your company and industry (or willingness to do research) and personality and attitude.
Gather data and deliver targeted content
Your website is a great place to start collecting information from candidates. Instead of just listing jobs, consider customizing the application process to learn more about job seekers, such as their preferred location or job type. If a candidate self-identifies as entry-level, for example, they may see more details on benefits and the application process, whereas higher-level executives may see more details on company performance and positioning.
Talk to your candidates
Subscribe to your email newsletter from your Jobs page. Potential employees will learn about your company, how they might fit in (or not), and possibly get referred to qualified candidates if they receive regular communications from you.
Customize your thank you page and email
So, after submitting their information on your site, applicants get a standard “thank you for your application” screen? Let them know more about your company, and point them to additional resources like examples of your work, customer testimonies, recent accolades, and articles about your company. An automatic email confirming receipt of their application will also reassure you.
Make use of social media
Companies increasingly use social media to advertise job openings and recruit candidates. Society for Human Resource Management recently found that 84% of HR professionals use social media for recruiting. Provide a current list of job openings and an engaging company description on your social media pages (especially LinkedIn, Facebook, and Twitter).
