Don’t Lose Them At Your Career Site

Topics: career sites, candidate experience

Posted by Lisa B. Radloff on Oct 4, 2018 9:00:00 AM

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Your career site is the first place candidates go when their interest is piqued, and it’s the hub for getting candidates into your recruitment pipeline. And yet, many organizations still take a “set it and forget it” approach to their career site.

Is your career site working to keep candidates engaged while moving them into your recruitment process? While there are many ways to make your career site a great candidate attraction platform, there are also key best practices to follow. If you are experiencing candidate drop-off, consider the following tried-and-true tactics:

1. Promote your culture front and center
Culture, mission and values resonate with candidates, particularly those who are not yet fully active in their job search. Passive candidates who are just beginning to look around will be swayed to another organization if they feel a better culture fit.

Your own employees are your greatest ambassadors. Let them shine on your career site and allow them to “tell your story” in a unique and compelling way. Create a bank of testimonials and refresh them on a regular basis. Develop videos as your budget allows and give them a prominent place on the page.

2. Make your jobs easily searchable
Most candidates want to see what jobs are available before they do anything else on your site. Readily available, easy-to-navigate job search functionality is a core component of high-performing career sites. It allows candidates to quickly find jobs that are most relevant to them, based on search criteria of their choosing. 

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The advice that HR professionals are thankful for

Topics: HR tools, candidate experience, recruitment analytics

Posted by NAS on Nov 20, 2017 4:00:00 PM

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In honor of Thanksgiving, the NAS team asked our clients a simple question:

What advice about recruiting are you most thankful for having received? 

Here is what they had to say… 

The advice I received that I am most thankful for is to truly not “sweat the small stuff!” You can plan visits down the last detail, only to have them derail completely, for example, while the physician is visiting. You do your best to get the visit back on track and then move on. It’s that simple. No need to dwell on what didn’t happen, just focus on what happens next!

Angela K. (Kallenbach) Gunther, MBA, PHR
Senior Faculty & Executive Recruitment Administrator
Roswell Park Cancer Institute
Angela on LinkedIn

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Award-Winning Strategies for Interviewing Candidates: An Interview with SSM Health

Topics: candidate experience, interviewing

Posted by Lori Vrcan on Sep 7, 2017 9:00:00 AM

 

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When your organization ranks Number 6 as one of 100 winners in Glassdoor’s annual Candidates’ Choice Awards honoring the Best Places to Interview in 2017, you are clearly doing something right. That organization – SSM Health – received an impressive overall interview experience of 83%. SSM Health serves the needs of communities across the Midwest through one of the largest integrated delivery systems in the nation.

“We received an overwhelmingly positive response from our candidates on their interview experiences, which is the result of hundreds of quality daily interactions between our candidates, recruiters, hiring managers and staff,” said Thomas Ahr, System Vice President of Talent for SSM Health. “Our commitment to providing an exceptional candidate experience parallels our commitment to providing an exceptional patient experience and employee experience at SSM Health.”

Start with candidate prep

According to Becki Feldmann, System Leader – Talent Management Systems & Technology at SSM Health, candidate preparation is a good first step. “We send an email to the candidate stating date, time and location of the interview, as well as the name of the person they will be interviewing with. We also send a link to directions to the interview location for easy access,” she said. “We are working to provide even more assistance to the candidate as they prepare for the interview, including format of interview, sample questions, overview of department/location, and who we are as an organization.”

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