Corporate Web Sites

One of the best places to market your company is on your own web site.  You control the placement, the look, the content, the cost, everything. This is your best opportunity to develop the foundation for your employment branding as an employer. Remember, if you do not brand your company as an employer, former employees and candidates will do so for you - and may not be so complimentary. As a Contract Recruiter Consultant, RecruiterGuy always researches corporate websites prior to conversations with the potential client. Generally the Marketing arm of the company owns the website development. It is important to partner with them in order for your business to get the best business impact when attracting Impact Performers. 


Therefore, make your "job opportunities" or "employment" pages easy to find.  Unfortunately, on some companies’ sites, candidates have to click three or more times to reach the “Job Opportunities” or “Employment” pages.  Some pages actually are hard to find.  Impact Performers will lose interest quickly if that is the case.

Companies have measured that for every click that a candidate has to make to get to your employment opportunities, you lose half of them. For example, if 400 somewhat interested candidates visit your homepage and must click on "About Us" to find your Career Opportunities page, you just lost the 200 passive candidates. Then they have to click "Job Openings" in order to get to the job openings pages, you just lost the slightly more interested candidates. Now you have gone from 400 candidates to 100 candidates - and no one has yet seen an opening. When they get to the "Job Openings" page but have to choose among the types of openings, you just lost 50 more potential candidates. Now you are down to the 50 desperate candidates. This is the reason that you use a Contract Recruiter Consultant. RecruiterGuy helps you optimize your recruitment webpages.

Make it easy on your candidates.  This type of marketing is also indirect sourcing (if you include job descriptions) and can be a great bang for your corporate recruiting buck.

It would be worthwhile to buy a .jobs TDL, like RecruiterGuy.jobs that leads the candidates right to your employment pages. The additional advantage of a .jobs site is that the Internet aggregators such as Indeed.com scrape for fresh openings every night.

Allow the candidate to apply for a job directly from your web site.  You may also include an on-line application, because if they do not already have a resume, you do not want them to build one now. This is also an opportunity to automate your EEOC applicant tracking.

However, be careful that you do not require a candidate to complete an application until there is mutual interest - such as prior to a personal interview. Otherwise you may lose an Impact Performer. Remember some companies' Applicant Tracking Systems (ATS) have the candidate reputation of being a "black hole" - see employment branding above. They will want mutual interest before investing their time.

Make the opportunities pages attractive and discuss your culture.  Possibly show some of your corporate outside activities (outings, picnics, holiday parties, etc.) on your web site. This is a place to discuss your charitable donations of time, service, or money.

Generation Y is interested in learning about your corporate values.

Finally, attach meta-tags to each job description page.  You want your candidates to be able to find you through search engines and directories.

It would also be good to create pages with informational links.

As a contract recruitment consulting firm over the past 14 years, RecruiterGuy.com has helped many firms improve or develop their Employment Opportunities WebPages.