Saturday, June 26, 2010
Use Your Website for Recruiting
Most organization websites do little to help recruit candidates online. If the website lists openings at all, they are buried several clicks deep and merely describe the position. Does your website help you recruit? Does your "Join Our Team" section of your company website tell and even, "sell," potential employees about the vision, mission, values and culture of your company? Do you present a message about how people are valued? Do you express your commitment to quality and to your customers?
If your website fails to bring candidates to your door, you are missing out on one of the most important recruiting tools you have to appeal to prospective high-potential employees. Instead of the typical, dryly-written job listings about available positions, your website needs to include this vision, this information that sets your company apart from others in your industry. Your job listings must sparkle with personality so a potential candidate thinks, "This organization is for me!"
Once you have your candidate’s attention, you also need to provide a way for candidates to easily submit resumes for consideration for future positions. One client website has a "Talk to the President" link and, believe me, people do. We receive a constant stream of resumes and contacts through this invitation and even hired a Director of Production who made his first contact here. Another website posts generic position descriptions for positions that frequently need applicants. People respond. Website recruiting works
Additional ways to use the web for recruiting include these.
Use Professional Association Websites for Recruiting
Post your open positions on professional association websites. This includes posting on local chapter websites or professional associations related to the job. (This is an excellent method for finding local talent.) Your online recruiting definitely targets the “right” applicant at professional website.
Many professional sites also send out emails to their members and/or post open positions in their journal, newsletters or magazine. For a small fee, if you have the time, you will reach a targeted, potential audience through professional association mailings to members.
Use College and University Alumni and Career Services Websites for Recruiting
You can usually post your positions at no cost on college and university job boards. They are a service for students and alumni and the educational institutions strive to create more postings. Additionally, for specialized positions, often departments have their own job boards. They may also provide employers email access to alumni mailing lists. While seeking an Environmental Compliance Specialist, I found several candidates through the University of Michigan’s Department of Natural Resources.
Post Positions on Local and National Low-cost and No-cost Private and Public Sector Websites
Post open positions on websites that private vendors or your state and/or local government provide. By recruiting online at these sites, you target local candidates for your available positions. Even posting at national low and no-cost sites, you can target local jobseekers. In Michigan, positions can be posted, at no cost or low cost, on various websites including:
JobOpenings.net – Michigan (you can search for your own state),
MLive.com - Everything Michigan and Michigan workforce development, this site provides local candidates I’m sure your state or country has an equivalent site.
Post your available positions at America's Job Bank,
Click on the map to select a state or choose from the list for the Department of Labor/Employment Security Commission/Job Service Office in your state at About's Job Searching site. Your state Workforce Development organization, through your state department of labor, appreciates employer job listings. In Michigan, employers can post positions with the Michigan Talent Bank through the Michigan Works. You'll find multiple options for both posting positions and searching for jobs.
Pay to Post Recruiting Ads on Commercial Websites
Websites such as Monster.com and Yahoo Hot Jobs attract large national and international audiences. In a recent search for a Chief Financial Officer (CFO), posted at Monster.com, we received over 150 applications. In fact, one of our finalists for the position would never have found us except for our online job posting.
The key to working well with the commercial websites is to:
expect pricing deals for frequent use or multiple online job listings,
re-use your posting locations for different positions when you have the applicants you need for a specific opening,
use keyword and location filters supplied by the sites, and
recognize that many commercial sites that specialize in particular fields or positions are now available. A quick search by the position desired and the words, “job search site,” will provide many options.
The Most Important Use of the Web for Recruiting
You are aware of the power of networking in accomplishing business, job searching and other professional goals. Networking remains the most important tool for recruiting in the online world, too. In the CFO search, mentioned earlier, three of my finalists for the position were recruited through old-fashioned networking. We just used a web recruiting twist.
We gathered the email addresses of 100+ business associates and wrote a job description that defined the candidate we sought. We then sent emails to all of the associates asking them to refer candidates to us for the open position. Their referrals were among our best recruits. Most were currently-working CFOs with all the required credentials.
You can use online networking to help recruit candidates in one additional way. Post the open positions in Forums, such as the one connected with this site, or networking sites such as LinkedIn.com or Ryze.com: Business Networking. More of these social and professional networking sites appear every year. Even Facebook.com, a site that started out for college students, has a place in your professional networking playbook as more professionals fill in their profiles.
Recruiting online is a viable alternative in today’s competitive job market. Why not use such an excellent resource to help you develop the best candidate pool for your job openings? People you find via web recruiting are technically savvy, up-to-date and willing to try new options. They’re numerous, they’re local and they’re skilled – just waiting for you to find them online.
Posted by Abul Khair at 11:22 PM