The resume black hole is getting a little brighter among companies that care enough about the experience of their candidates to submit their hiring process to a grueling inspection in hopes of being found worthy of a Candidate Experience Award.
This year, 37 of the 90 companies that entered won the two-year-old competition, seven of them with distinction. Most of the winners were large operations like Pepsico and Intel, with thousands or tens of thousands of employees. However, smaller firms like BTRG, with 500 or so employees, also made the list.
What all the participants share in common is a willingness to open their recruiting process to scrutiny.
Unlike almost every other HR award (excepting Great Places to Work designations), the Candidate Experience Awards are more report card than competition. Companies not only respond to a detailed survey about their recruiting practices, they also must submit their applicants — successful or not — who are also asked to complete a survey about the process. keep reading…
All across the U.S. retailers this month are doing something you should be doing. They’re counting stock and taking inventory.
They do this for a number of reasons. One of the biggest is to know what’s selling, what’s not, and how fast. Scan codes and computerized inventory management keep track of things day in and day out. Hand counting verifies the data.
Now is a good time for you to do likewise and verify your data. No doubt you know the number of hires, the time to hire, hopefully the source of hire, and likely the full cost of hire. Those are the kind of metrics every recruiter should monitor regularly.
The inventory I’m referring to here is the performance of the company career site.
Just what do you know about how well it is performing? If you were an e-commerce vendor, you would absolutely be tracking visitor counts (and repeat visitors), bounce rates and conversion rates, and abandonment rates. To see where you’re losing customers, you would want to know exit pages. To know how visitors found you, you would be checking the entrance pages and the keywords they plugged into search engines. keep reading…
The hiring process is tough on everyone, especially the job seeker. It’s even a little bit harder on them actually, since while talent acquisition and management pros are used to dealing with the complicated ins and outs of applicant tracking systems, assessment programs, video and mobile technology and much, much, more — job seekers only have to deal with the front end of those systems when they’re looking, which is not “quite” every day.
And when they do go through your hiring process, they hate it. Here are the top reasons why: keep reading…
The long-standing legal dispute over the establishment of job boards using the SHRM-sponsored .jobs Internet address has been resolved in favor of the job boards.
This means that the 40,000 site Universe.jobs network, run by DirectEmployers Association, will continue to operate, and can even expand if it chooses. Other job boards now will also be able to use that Internet domain, an extension just like the more familiar .com, .org, and .net. A new round of address issuance is scheduled to open in January.
Industry analyst Kevin Murphy called the decision by the Internet’s addressing authority — the Internet Corporation for Assigned Names and Numbers — “opening the floodgates for third-party job listings services.”
ICANN, which issued a breach of contract notice in February 2011 over how the .jobs addresses were being used, did not explain its decision. Nor, for that matter, has it as yet posted any official notice of its decision. Instead, it posted the request to end the legal proceedings sent to an international arbitration group by registrar Employ Media. An ICANN spokesman called to say additional details were unavailable today, but there may be some tomorrow. keep reading…
Remember the UK company Reckitt Benckiser that launched a Facebook game a couple years’ back? The consumer-products giant is out with a new game, one that’s a takeoff on the “Would you rather?” game that — depending on your age — you may have played late at night in college. keep reading…
Following up our recent article about the 12 things you could do to improve your careers pages, we’ve listed 10 companies with great looking careers sites and one in particular that we really like. We’ll also give a few details on why we like them so much. So if your careers site is lacking a certain something and you’re not making enough direct hires, take a look at how this group do it and start copying !
My company, iKrut, reviewed more than 500 corporate careers sites which represented a cross section of as many industry sectors and types of organisation as possible. The criteria we judged them against were ease of use, the quality and quantity of information provided, how likely the site would be found by a search engine and it’s overall attractiveness. Here are the sites, alphabetically:
It’s amazing how many companies say that “people are at the heart of our business.” Oh really? So how come so few employers bother to really develop their careers site to try to attract absolutely the best person for the job? How many bother to develop it beyond a simple list of current vacancies?
Most companies don’t have a very good careers site. Some suggestions follow:
Avoid Visibility and Death by Clicks keep reading…
An eye-catching career site asks site users to “help our nerd drive 100 programmers to their rightful home.”
The Nerdery (yes, that’s the name of the Minnesota IT firm) has instructions for finding nerds (“Overhear a large group debating Star Trek vs Star Wars? Goldmine — send them all our way”) and a prominently displayed countdown of how many nerds have been hired to date.
Refer someone to the Nerdery and you may be eligible for a pocket protector. Plus, $100 if the candidate interviews, and $400 more if they’re hired. More here.
There are many scenarios that determine whether a company should have both a corporate site and a separate career site, all of which are driven from the organization’s workforce strategies, complexity of the company, talent they seek, and the depth of the employer value proposition story that needs to be told.
What do I mean by this? I’ll explain below how the two sites differ, but in conventional behavior, job seekers would arrive at corporate sites and navigate to career content right from the corporate site’s navigation. The career site is therefore just a subsection of the corporate site. It is a subsection structured the same way as all the other subsection pages are.
A separate career site is a self contained and oftentimes separately hosted site that has its own main home page, its own priority navigation, and sub-navigation pages separate from the corporate site’s navigational pages. It has its own unique address for SEO and marketing strategies, and is linked to from the corporate site. In some cases, the career site may take on a different theme and design from the corporate site that is specific to the employer brand. But in most cases, the key core essence and elements from the corporate brand are woven into the career site design.
Charlie Brown never got much respect. Not from Lucy, who when she wasn’t snatching the football away at the last minute, was making fun of his pitching skills, nor from the Little Red-Haired Girl, with whom he was so infatuated.
Now, as it turns out, Charles Brown doesn’t get much respect from Fortune’s 100 Best Companies to Work For. Out of his 100 applications for a job as a marketing manager, the Charlie Brown of our story has no idea where he stands with six out 10 of the companies.
Six weeks after applying, Charlie heard directly from only 28 companies that he isn’t getting a job. Seven more gave him a reference number, but despite having an MBA from Michigan and BA in mechanical engineering, Charlie didn’t know what to do with it. Three companies allowed him to check his status through their website. One — REI, the outdoor company that has been on the 100 best list for years — actually gave him a call.
As the other Charlie Brown would say, “Good grief.” keep reading…
Informatica, multiple honoree of the ERE Recruiting Excellence Award, has launched a new careers site whose design isn’t full of bells and whistles, but whose verbiage touts Informatica’s “big data, big difference, big purpose.” It’s part of an ongoing relaunch, with more changes to come.
The company, fighting hard to bring in hundreds of people, got help from an agency not well known in the recruiting field — Emotive Brand, which had about 10 people working with Informatica from start to finish.
What Emotive delivered over the past year was more than a site, but a larger strategy as to how to recruit. Its research showed that Informatica had a strong company brand, but not a strong employer brand. Put differently: you may not have heard of this company. Perhaps more important, “I don’t think people really knew why Informatica mattered,” says Emotive Partner Tracy Lloyd.
Screen shot of the top of Informatica's previous careers main page
Cindy Cloud, talent attraction consultant at Informatica, says the site has been designed to be “teed up” for a mobile version. In other words, it was built in such a way that it’ll be easy to convert to a mobile site, and has a bit of an iPad look to it. “Minimalist on content,” she says, “big on job searches. You don’t have to read through blah blah blah, culture this, culture that — this just accentuates our brand discourse, our language, instead of the usual.”
As online recruiting sites get more complex, they can get harder to read for people who can’t see, as well as others who use “screen readers” because of challenges with their arms or other disabilities.
It doesn’t have to be that way, says Corbb O’Connor, a web usability consultant with O’Consulting Group. In the video below, O’Connor talks about:
- Why video and slick images aren’t always a bad thing for the blind
- The problem with contacting a company and asking for special help reading the site
- What he’s finding on corporate career sites vs. job boards
- Craigslist and LinkedIn
- Simple things to keep in mind when designing sites
It’s about 10 minutes, below. keep reading…
Chrysler uses the “Get in and Drive” theme of its employment branding in a new website, one that begins with you looking down on a car with no roof and allows you to stop and start the car as it moves along.
The company is hoping to show it is committed to change, is innovative, and willing to develop people. It got help in the redesign from NAS, The Right Thing, and mResource.
Chrysler also has jobs pages on LinkedIn, Facebook, and Twitter.
In a video (below) used throughout the site, it plays up its organization as one of risk-taking and innovation. keep reading…
When U.S. college students and recent grads go looking for a job, they want quick answers, trustworthy insights, and evidence the employers know how to use the various social media channels to add value to their search.
So says PotentialPark, a Swedish recruitment market research firm. Its annual survey (U.S. results were not posted as of this writing) of 3,552 U.S. college students and recent grads found young job seekers are comfortable with social media and expect that you will be too. While 86 percent of them make use of company career sites, more than half (56 percent) expect to find a company on Facebook, and 69 percent expect you to be on LinkedIn.
What PotentialPark found when it audited the corporate career sites of almost 500 U.S. firms was that only 57 percent link to their Facebook page; 79 percent connect to LinkedIn or some other professional network. The career site itself, says PotentialPark, “rarely offers any interaction.” keep reading…
What do you expect from a website feature whose URL is mynitro.com/nobullshit?
What’s after the slash is what Nitro tries to give you in its new careers site feature, a little game built by Nitro’s developers. The San Francisco company, in the paperless office/document management business, wants to show that it is creative, fun, Australian-influenced, and un-corporate. So it asks candidates if they want to take the “wombat pack” career track or the “corporate drone” career track, as well as a few other quick questions to that effect.
On the site, it says it’s looking for engineers and product managers (and even a recruiter) who are “rock stars” and who “get *%$@ done.” Except it doesn’t use those characters.
Like most every other careers pages, it unfortunately loses a bit of the cool factor once you click on the job descriptions. Anyhow, check it out here.
Marriott is giving away $100 each day for 10 days to a different job seeker, a Facebook freebie meant to generate a little attention to the company’s community and make more people aware it has open jobs.
The hotel chain received the 2012 ERE Recruiting Excellence Award in the employment branding category. It also has experimented with Facebook contests and games in the past, as mentioned in this post by Matt Jeffery.
Marriott’s Jessica Lee and I talk about the shoe program, below. She describes what drove the creation of the giveaway; how the company will measure results; what it means by a “spirit of community” it wants to create; and the balancing act between investing in a Facebook career page vs. a corporate careers site. keep reading…
We mentioned that awards honoree AT&T had added a military skills translator to its career site. The latest to do so is Ryder, which today is launching a website section for hiring veterans that also includes a translator feature.
On the Ryder site, service members enter what’s called a “military occupation code” or a “military occupational specialty code” to see what open jobs might match what they’ve done in the military.
Ryder has said it’ll hire 1,000 veterans by 2013. It has 670 jobs open, and about 8 percent of its current workforce is made up of veterans.
What if you set out to change the business world and found a company with endless opportunities to do it?
That’s the first question Walmart asks job-seekers when they head to its new careers site and military microsite, and perhaps an appropriate one for a chain with about $444 billion in sales and 2.1 million employees.
Corporate Recruiting VP Mike Grennier says the company had multiple goals with the new site, which involved a partnership between recruiting and marketing, and countless meetings and much input from multiple divisions from e-commerce to Sam’s Club. It also used the agency TMP.
Walmart wanted a site that was authentic, with real employee photos, “speaking to candidates like they spoke to customers,” Grennier says. It wanted something clean and simple, with as few clicks as possible. It wanted to improve the candidate experience, reduce the time it takes to navigate the site, and make sure people are captured, not lost before they leave. The company wanted to showcase its technology expertise, something Grennier says the scrolling style used on the main page helps do. In addition, Walmart wanted to be easily able to update the content on the back end.
Grennier says the site is a “work in progress”; for example, the company has made it mobile-friendly, but would like to make it even friendlier. keep reading…
A repair technician - Camp Dwyer, Afghanistan
The Marines have launched a new career site, heavy on interactivity, video, and big, striking photos. A career tool asks users 10 questions about themselves — Do you have a fear of swimming? Are you a visual thinker? Are you good with maps and diagrams? — and then shows videos to candidates depending on their answers to the questions.
There’s a big section on “recruit training” overviewing the 12-week training, with video.
The U.S. Marine Corps began in 1775.
Ask the next hire you onboard to describe everything, every step they took on their way to becoming a candidate, and you may be in for a surprise.
If you track your source of hire, chances are excellent that what your numbers tell you is only a part of the story — the most recent part. What all that data is telling you may be not more than from where your new hire submitted their application.
With two-thirds of the companies participating in CareerXroads’ source of hire survey relying on the hires to say how they learned of the job, “What that’s telling us is what the candidate remembers, which is going to be from where they applied. You might get them to tell you where they first heard about the job,” says Gerry Crispin, one of the survey authors. “But we’ve suspected that more goes into this than is being captured (by source of hire reporting).”
So for the first time in the 11 years CareerXroads has surveyed America’s largest employers on how and from where they make hires, this year’s report includes the best thinking of recruiting leaders about what influenced their new hires to apply.
The just released report, 2012 CareerXroads Sources of Hire: Channels that Influence, not only offers a look at what recruiting leaders believe about the pathways in talent acquisition, but it also provides a data-rich look at where the 36 responding companies attribute the hires they make. The sources of hire were detailed on ERE yesterday. Today’s post looks at the social media influencers of that hiring. keep reading…