Did you know that at least 80 percent of job seekers use a company’s career site to learn more about and “investigate” potential employers? We live in the age of over-information, so if you’re an employer that isn’t utilizing every possible online channel available to communicate with applicants (including an optimized career site), then you’re missing vital opportunities to connect with people who “connect” with someone or something online every six minutes! Fortunately, most HR professionals are convinced that having a career site is essential to their success. Compared to five or so years ago when only about 40 percent of our clients had a career site, that’s significant improvement. Unfortunately, slapping up a haphazard and last minute career site simply for the sake of throwing one together will cause you more grief in the long run because it has the potential to impart a negative perception of your company in your applicant’s mind. If you have a career site, but it’s buried below ten unknown links on your company website, then you might as well not have a career site at all. These simple steps should help ease some of your career site pain: Make your career site visible. One of the biggest frustrations for millennials is hopping onto a website that is not user friendly or intuitive. If you have a career site, but it’s buried below ten unknown links on your company website, then you might as well not have a career site at all. After all, the first rule of the Internet is that you have to be found. If no one can find you, you don’t exist. Additionally, having your career site somewhere conspicuous on your homepage helps you to establish a. . .
Mark my words, mobile recruiting is the only future. Actually, because 86 percent of applicants start their job search on a mobile device, that future forecast for mobile recruiting is more likely our predictable present. So what does all this mobile recruiting talk have to do with HR? A lot more than you think… The employment landscape has evolved over the years and mobile recruiting is one of the latest offshoots of our society’s dependence on technology. If you were to analyze recruiting strategies ten or so years ago, the employers dominated and dictated where job openings were advertised and available (newspaper classifieds, wanted signs, etc). Nowadays however, it’s applicant traffic trends that determine where employers go to post their jobs. If you are looking to attract a high quantity of top talent, then you need to adapt your hiring process around the needs of job seekers – enter mobile recruiting. When you say mobile recruiting, what devices are you referring to? Let’s start with the basics. Mobile recruiting involves applicants looking for and applying for open positions on a mobile device. A mobile device ranges anywhere from a smartphone to a tablet. So how many people can you actually target with mobile recruiting? Well, let’s put it this way, there are more smartphones on this planet than there are people, so the chances of someone using this type of device to search for jobs is pretty much guaranteed. There are more smartphones on this planet than there are people. Why mobile recruiting? The answer to why mobile recruiting surpasses traditional job searching methods is simple – because it’s mobile. Pretty much everything you could ever want to learn about the world now. . .