All companies struggle with the amount of letters from incompetent job seekers. How can your website contribute to attracting suitable candidates? An effective recruitment section on your corporate website will facilitate this process. There are many fish in the sea, but finding the right one is the challenge for every company.
All companies struggle with the amount of letters from incompetent job seekers. How can your website contribute to attracting suitable candidates? An effective recruitment section on your corporate website will facilitate this process. There are many fish in the sea, but finding the right one is the challenge for every company.
A corporate website should communicate the company’s unique value proposition. This will filter out persons who are not suitable for the position or the company and urge the ones who are to apply.
Next to that, potential employees need information on your company before they will decide to apply. On the one hand they want to know all about the company culture and the people working there. On the other hand they need concrete facts and figures.
Effectively communicating the company culture
How can you get your values - or even the working tmosphere - across via the corporate website? Most websites make an effort naming and explaining company values. Or they mention the qualities and characteristics a future employee should possess. Unilever for example stresses that its employees should be determined to win and have intellectual skills.
An advanced way of checking a candidate’s qualities is by offering a (psychological) test. The CIA presents a fancy personality quiz determining whether a person is suitable for the intelligence agency. However, be careful when using flash tests or games on a recruitment website. They may appear somewhat childish and might harm the company’s image. The Dutch website to recruit policemen offers an alternative version of the game PACMAN: stop the thief. This somewhat undermines their serious image. Unilever provides a personal evaluation toolkit. This useful questionnaire helps candidates choose the right career path within Unilever, as the candidate can analyse his goals, strategy and competencies. Moreover, it prepares the job seeker for an interview.
Let your employees do the talking
Job seekers always appreciate employee testimonials. However, the success of such testimonials depends on the credibility. Is the testimonial really written by the employee itself? Only then will job seekers attach value to the information. ABN AMRO offers real-life dilemmas. Job seekers can consider for themselves how they would deal with problems the bank’s employees might face.
Compared to traditional media the internet of course has unique possibilities to combine and integrate content, images, audio, and video. These features enable the company to make its people and culture more tangible for potential employees. Nokia offers an interactive audio interview with several employees. The visitor of the recruitment website can choose a question and then decide which employee to pose the question. The questions are relevant and also treat subjects such as the work-life balance.
The most important facts and figures
Next to the culture, potential employees will require certain facts on the company, when determining whether it would be a suitable employer. Therefore consider providing the following information:
- Information on the company and its divisions, its mission, strategy, values, and company history (See Microsoft: who we are)
- Access to the latest annual and social report or to Sustainability information, relevant to job seekers.
- Facts & figures about the workforce: number of employees, age diversity, gender diversity, female executives, etcetera (See Fortis: facts and figures)
- Information on training, mentoring and coaching programmes
- Insight in internal growth possibilities, (international) career development and management development
- Insight in working circumstances such as: working hours, travelling, transfers
- Information on (fringe) benefits. Novozymes provides extensive information on its conditions of employment per country. US employees get their dental insurance covered, but only 2 weeks of vacation. Denmark uses other standards. In case of pregnancy, when both parents work for Novozymes, maternity / paternity leave can mount up to 53 weeks with full pay.
Disability integration
A few companies indicate on their website that they aim to appoint handicapped people as well. Total elaborates on its policy to employ 6 handicapped workers for every hundred members of staff. Personal testimonials show that blind persons can have a successful career within Total, using only a few work place adjustments.
How to catch that fish…
An effective recruitment section:
- adequately covers the company culture
- gives the floor to real-life employees
- treats the necessary facts
This way, chances increase that suitable job seekers will apply with your company. The corporate website becomes a highly effective medium to find that one valuable fish.
Our next news article will treat the online application process. We will provide you with advice and tips on how to disclose vacancies, what to ask job seekers and how to facilitate a successful recruitment procedure.
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