Is Your Recruiting Website Designed For Your Staff or Applicants?
That may seem like an odd question, but consider what applicants say about their most unfavorate websites:
“I spent an hour filling out an online application before I knew if there is a fit for me!”
“I never heard back” or “it was months later and I got a canned form letter!”
A company brand is a promise made to customers about quality, cost and delivery. Companies with great brands consistently deliver their brand promise to customers. In the same way, an employment brand is a promise regarding one’s recruiting and on-boarding process. To attract candidates, deliver consistent communication about the work environment such as climate, engagement, rewards, vision, values, traits, and development opportunities. When you hear statements that contradict the stated employment branding from job seekers about their online experience, you know your brand is being eroded:
“My resume didn’t fit their online application so I spent an hour correcting their form.”
“While my credentials were ideal, I got a rejection right away which means no one actually looked at my resume.”
“I will never apply there again . . . my application went into a black hole!”
“Why should I provide references and contact information before I am interviewed?”
“The questions they ask are not relevant until there is a serious mutual interest.”
“I have interviewed repeatedly and they haven’t made an offer . . . I can’t wait any longer!”
There is a simple solution to avoiding those kinds of statements from applicants about your website… think like an applicant and design your website accordingly! Focus your online recruiting system on ease of use, reinforcement of your employment brand and a positive applicant experience. If your effort to create seamless flow of information with HR processes has “backfired” it is time for a change! Gather systematic feedback from applicants to ensure your website is accomplishing your stated goals.
A Talent System That Sets the Standard
The Harrison Assessment Talent System (HATS) offers simplicity, efficiency, and a quick and easy way to screen for applicant eligibility. Applicants with strong eligibility are then invited to complete a powerful, job specific, validated behavioral assessment to find the most suitable candidates to interview. Applicants feel good about the process for the following reasons:
- In 5 minutes applicants can answer a few job relevant questions and simply submit a cover letter/resume.
- Your recruiting department receives a stack ranked list of applicants rank ordered by their experience, education and critical skills: ELGIBILITY!
- After reviewing resumes only of high scoring eligible applicants, your recruiters invite selected applicants to take the suitability assessment which takes 20-30 minutes. Again, applicants appreciate the ease of response and relevance of the questions.
- Your recruiters receive a stack ranked list of applicants by job suitability — applicant traits match job relevant, essential and desirable traits for the specific position.
- Applicants selected for interviews will experience job specific questions, customized-to-them provided by Harrison. Recruiters can probe for related experience, skills, credentials, and traits/tendencies that match the demand of the job and work environment.
- Hiring managers receive reports explaining “How to Attract the Candidate” based on the individual’s behavioral hot buttons enabling them to “live out” the employment brand in words and actions.
Applicants who think and feel the hiring process was consistent with your stated employment brand promise are more likely to choose your company offer. Harrison Assessments can make all the difference in candidates’ experience both on your website and during the interview process.
—Reid Tolley
