Do you own a career website, then you’ll want to improve it. Here are some great ways to do so
- Show Employer Branding and Professional Image
Your career website will be the first point of contact for most of your potential candidates. The candidates may or may not be familiar with your organization, but it is highly likely that they will get the first impression of employee life from the career website. If you would not have interviewees wait in an outdated, dirty waiting room, ensure that you have a quality, modern version of your site. Here are some smart tips from 4Mat on website creation.
Whether you develop your own page or use an outsourced service for managing it, ensure that it contains the logo, colors, and fonts of your company. Generic websites tend to appear less desirable and attractive to the potential candidates and raise the suspicions of the candidates regarding sending resumes to con artists as opposed to a respectable organization.
- List All the Open Position Then Delete Them Once Closed
It is quite common for organizations to add new positions to their websites when looking to hire, but problems usually arise once they forget to remove them once they have been filled. Appearing as if you are planning to hire 200 individuals might get a great deal of attention, but sending even a single ‘regret’ response will cause many people to start wondering about the number of positions that are not actually available. Job seekers already understand that just between 15 and 20 percent of positions are ever advertised, so be sure to let them think that their miniature list is updated.
- Using Legal Protection
The federal labor rules do not require employers to actually post openings. However, the human resource (HR) departments in many organizations require that job openings are listed on a career website or job board for a certain period. Such postings are designed to make sure that the process of hiring is done in a transparent and fair manner and can help protect employers from any potential discrimination lawsuits.
Even if the position was created since you already conducted a search internally and found the ideal candidate, it is still advisable to do some advertising online. Any time you don’t notify the general public about the existence of a job opening, you are opening yourself to the possibility of being sued due to discriminatory hiring practices. However, if it is a strict company policy to always spread the news pertaining to job openings, you are less likely to be sued because of choosing favorites.
- Learning How to Apply Updates
The importance of updating the positions when they are vacant and filled has been discussed earlier, but you should also not forget about the physical act of getting them on the website. It is quite simple if somebody within the organization manages the website, but it can be trickier if the website is designed and managed externally. In such an instance, only a few good options are available. The first one should be to learn a bit of web design, or purchase a software program, then become capable of allowing the recruitment managers to update the site themselves. The other good option available to you would be to integrate the recruitment system into your website and those changes will happen automatically.
- Integration with Recruitment Systems
A good number of ATS services allow for the capability of combining the applicant tracking system with the recruitment website directly. In some cases, they do host a dedicated page for you, to ensure that you have a properly managed career page and all the information will be contained in one location.