Loader Brdiging Neighbours

Subscribe to our newsletter

Bridging Neighbours Logo
     

The Career Site – Candidate Experience to the MAX!

As the need for new employees increases, the pressure on your company’s career site becomes huge. But how can your career site be optimized successfully?

As the need for new employees increases, the pressure on your company’s career site becomes huge. But how can your career site be optimized successfully?

Writing a couple of new texts, exchanging a few pictures and hoping that the right employees will come around eventually is like putting on a new costume in figure skating because the double Rittberger does not work properly: it is not completely out of scope, but it is way too short-sighted. When the career site has been updated – but the success is missing after all – you will know it was not enough.

But what can you do instead?

The career site stands on its own in many companies and is rather detached from the overall context. This is a pity, because ideally it should be softly embedded in the middle of a complete Recruitment ecosystem, providing potential new employees with a coherent overall experience. A real candidate experience! We will show you how to tackle the challenge:

1. Lay the foundation: Define your Employer Value Proposition

To find out what a career site is supposed to be talking about in the first place, it is necessary to work out your company’s existing DNA: What makes it special for the employees to work here? What makes it unique and attractive to potential new employees?

Without doing this homework, the texts on the career site can not get any individual substance. That is the reason why so many career site use the same buzz words and lame texts that stay on the surface.

The DNA has to be nailed down to understand what makes the company unique – and sets it apart from others.

2. Build on the foundation: Communicate your Employer Brand

After defining the Employer Value Proposition, it gets serious: How does your company want to be perceived as an employer? Which aspects of the EVP should be in the focus, what message will be brought into the world and which channels will be used?

The communication strategy is based on these decisions and, among other things, the texts and the structure of the career site are resulting from it. The potential new employee who is now visiting your career site will feel personally addressed because there is a strong distinction to other career site.

The interest is there and your career site becomes a magnet for suitable candidates.

3. Create clean processes: Understand the technology behind your career site

There is still a long way to go between the initial interest of a potential new employee and the signed contract! When everything worked out so far, the applicant has now understood the DNA of the company and would like to apply. Once again, the chaff separates from the wheat in terms of the career site: Is it an intuitive snap to apply – or a farce with many login fields and system crashes?

If the application is to be sent to an e-mail address, the applicant must first use his e-mail program. Not exactly the professional “one-click application” and also questionable in terms of data protection.

A simple, cloud-based ATS (Applicant Tracking System) can remedy this cost-effectively and, when integrated into the career site, reduce the application process to the minimum effort. In addition, it can map all processes – from the automated confirmation to the processing status up to the storage of all documents and notes for each applicant – all in one (secure) place.

The career site is the gateway to your corporate world and guarantees a smooth start for the candidate. The system behind it ensures that the promises made so far can be fulfilled.

4. Build a funnel: More visitors to the career site= more applicants

When the foundation, structure and processes are in place, action can be taken to bring more visitors to your career site. This is a numbers game: the better the channels and messages have been chosen in your communication strategy, the more likely it is that suitable candidates will find their way to your career site – and feel in good hands from the first touchpoint.

The maximum Candidate Experience can only be achieved when all steps are attuned to each other. Even if the career site is the linchpin – all alone and detached from the rest it will not be able to fill your key positions.

By the way: The Career Site also plays an important role in active recruiting activities such as Active Sourcing, because this is where most candidates get a first impression of your company.

Your are curious how to implement a Recruitment Eco System into your company? Please read our Case Study =>