• http://www.mycompas.com Jack Smith

    John – great article! One of things I’ve seen as a major challenges to organizations who are trying to create a rich candidate experience is the Applicant Tracking provider. We (COMPAS Technology) did a similar study and found that the candidates that arrive at a disjointed careers site and or if application process is too cumbersome, the bounce rate (the number of candidates that do NOT finish the process) spikes. More about this can be found here: http://www.mycompas.com/news20120202.htm

    At COMPAS we’ve re-engineered our career site integration to be the most flexible in the market. Our client can integrate their COMPAS’s content management capability to display positions strategically throughout their site. Additionally, we’ve made the application process as seamless as possible. Our integration creates an excellent candidate experience and streamlines the application process. Additionally, throughout social integration our clients can share job openings socially and link that social message back to their website directly to the position. This allows our customers to receive reports on what social networks and job board yields the best results, allowing them to make informed decisions on what advertising channels work the best.

    Thank you again for the great article !


    Jack Smith | Creative Guy @ COMPAS Technology | http://www.myCOMPAS.com

  • Scott Weaver

    I don’t mean to sound harsh or uneducated about the fact that the very best students will be highly recruited, but the ball is definitely in the employers court as it applies to campus recruiting these days. If there was a rush on students, then I think you may see some employer websites trying to do more to attract them. The reality is, however, the importance should be placed on the candidate going the extra mile in this situation as opposed to the employer. That said, the employer should stay up and react with recruiting/interaction trends.

  • http://www.shakercg.com Joseph Murphy

    The career site itself, says PotentialPark, “rarely offers any interaction.”
    Interaction can take on many shapes and forms.

    Staffing for real-time interaction is a resource commitment few companies are willing to make. CareerXroads and the TalentBoard research shows most companies do not post recrutier contact information. When you look at LinkedIn profiles, recruiters often use non-company email.
    So, that leaves Chat, the infamous info@Company.com black-hole, or… a candidate experience that delivers interaction, testimonials, workplace values and culture insights. The application itself can be interactive, informative and evaluative.

    Being present on multiple platfoms makes access easy. But access and value are not the same.

    Candidates are decision makers too. Your online experience and application process should provide candidates with the information they need to make a sound career decision. Questions you might consider asking the candidate about how they interact with your career page include:
    Did you experience any problems with our on-line process? (Ease of use)
    Are you in a better position to decide if this job is right for you? (Educational)
    Based upon this experience will you refer others to opportunities here? (Exceptional)
    Please provide any comments on your application experience. (Evaluative)
    We wrote about our job seeker survey and contributed data and insights that went into the candidate experience monograph and provided some of the perspectives that fueled the candidate experience award.. Hold up the mirror to your candidate experience – apply.
    Read more job seeker perspectives from our survey. here.

  • http://www.4mat.com/blog/user-davidjohnston David Johnston

    Interesting article and to be honest nothing there surprises me. The conversations may start on social media and elsewhere, but invariably the potential candidate will arrive at the career website to find out more.

    Researching your own employees is a good place to find out what is the most important factor of a career website and is something we do when designing and building career and recruitment sites. It hasn’t changed much in 12 years, but the following is what we have found to the top 5

    1) Jobs and in an easy to use job search – NO FORMS, let me browse (I don’t fill in forms to shop online!)
    2) Information on what it’s like to work for you
    3) Employee profiles & career case studies – Tell me the stories
    4) The recruitment process – what should I expect
    5) Keep in touch – Help me keep in touch, Jobs by EMail, Follow on Twitter, Facebook, LinkedIn etc

    There’s no reason why a career website can’t be interactive, but the first step is to give someone the Amazon experience and dynamically deliver relevant content – If they’ve searched for customer service jobs, let them see customer service employee videos and similar jobs in customer services. Let them read a customer service blog, don’t show them HR employees or the latest jobs in Procurement, its not relevant. If they search Google for Customer Service Jobs at Company X make sure your SEO has been though through so they land on the Customer Service Page, not on the home page where they then have to navigate or hunt for what they want.

    As @Jack Smith says – the problem is that the traditional career site is a brochure and an ATS car crashed together. Make sure the career website and ATS work in harmony, each doing what they do best. An ATS isn’t a career website and a Career website isn’t an ATS, they should complement each other.

    After running a lab on this at TruLondon we published the results. http://www.4mat.com/blog/applying-science-to-career-websites-trucareers-blog-25928162856


  • http://www.mycompas.com Jack Smith

    Thx DJ… Good points!

  • Ugur Arcan

    Thank you DJ and others. These are great feedback.

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