Desirable Candidates Could be Saying “NO” Based on Your Web Site
Tuesday, August 15, 2006 - Direct Recruiters Inc
Your company website could mean the difference between landing the candidate of your choice and losing them. According to a survey conducted by WetFeet.com, a business solutions provider for companies and careers, 90% of job seekers visit corporate websites before making their decision about where they want to work. About one of four job seekers reject potential employers based on their web sites and one of two job seekers said that a company’s web site was a factor when considering their next career move.
Despite investing large amounts of money into website design, companies often forget to consider the job candidate. This is a serious recruiting mistake since today the Web is one of the most popular ways to attract talent.
From our experience, here’s what recruited candidates want to see on your site:
- Sizzle & Steak. Provide more information about your company and the industries you serve. Offer testimonials from renowned customers.
- Detailed Offerings. Include a page with detailed information about your products and services and include photos where applicable.
- Breaking News. All too often, old news releases are left out on the site. This gives the impression that nothing new or exciting is happening at your company. Make sure to maintain your site and keep company news fresh and interesting.
- Who’s Who. It’s always important for candidates to know more about those who run your organization. Include brief bios with head shots so the candidate can become familiar with your team.
- Different from the Pack. Make your site is memorable and different from what’s out there. Leave a lasting impression.
It’s clear that the Web plays a key role in today’s recruitment process. Thus, don’t allow top talent to judge your company based on web pages alone or even in part. A site that is easy to read, sophisticated and full of solid and useful information will capture and hold the attention of desirable candidates.
Direct Recruiters, Inc., Human Capital Resource Specialists since 1983, focuses on Supply Chain, AIDC, RFID, Mobile Enterprise, Identification Labels, Packaging, and Material Handling. Top industry companies rely on DRI to help build solid teams in Sales, Sales Management, Marketing and Technical Support. For more information, contact Shel Myeroff, CPC (216) 464-5570 x103 / fax (216) 464-7567/ e-mail shel@directrecruiters.com / www.directrecruiters.com.
Share this Story
Digg 
del.icio.us 
Yahoo 
Reddit 
Facebook 
Google
Related Articles
:
- Better People Faster
Businesses need to be fast moving and agile especially when it comes to their hiring and recruiting practices. Patient candidates are rare in today’s fast paced environment and shortening your hiring process will ensure landing them. Here’s how to hire better people faster: - In Search of The Passive Candidate
There's a popular trend when it comes to sourcing for industry job candidates. More and more hiring managers are in search of what has been dubbed, “The Passive Candidate”. Passive candidates are defined as candidates who are satisfied with their current position and are accomplishing great things. They are not actively seeking a new opportunity and job hunting consumes 0% of their time. Most of them don't even have a resume. So why the current fascination to reach out and attract this elusive group? - The Summer Hiring Blues
It’s that time of year again where outdoor activities and vacations occupy our thoughts and often take priority. As for me, I enjoy golf and grab every opportunity to chase that white ball around the greens. However, when it comes to the hiring process there’s one thing I’ve learned over the years...Time Kills Deals. - RFID Demanding Professionals
Recent events such as RFID World and RFID Journal Live once again confirmed that RFID is a hotbed of activity and a driving force for the industry. In fact, the anticipated growth of this technology is staggering. According to a recent market forecast by IDTechEX, the value of the total RFID tag market including systems and services will explode from $1.95 billion in 2005 to $26.9 billion in 2015! - Calculating the Value of Your Employee
A recent study conducted by top business graduate schools and reported by Bob Marshall, contributing writer for the Fordyce Letter, reports that in the U.S., an employee’s value to their company is usually set at five times their salary. So, for example, if your job opening calls for a salary of $50K, then the value that person should bring to your company is $250K per year. - RFID: Where the Jobs Are
An interview with Sheldon Myeroff of Direct Recruiters on the RFID market and employment needs. - You’re Hired, Now What?
You just landed a great new job. Congratulations! No doubt you want to start off on the right foot. But how do you parlay the wonderful impression you created during the interview process to success on the job? - Making The Grade
Savvy companies of every size are now discovering the huge benefits of using proven, validated pre-employment assessments. These assessments have become vital tools used to ensure that organizations hire individuals who will allow them to better meet their strategic business objectives. By taking the guess work out of hiring, companies can avoid the sad scenario of having an intelligent, capable person in the wrong position. - The 30-Day Counter Offer
We’ve all heard about the immediate counter-offer made by an employer at the time a valued employee resigns. Actually, most employees expect to receive one and employers usually don’t disappoint. - RFID and Leveraged Learning: Dr. Richard E. Billo on The Industry’s Next Generation
RFID Connections interviewed Richard E. Billo, Ph.D., Associate Dean of Engineering Research at the University of Texas at Arlington for his views on what students interested in RFID should be studying now to make the greatest impact on the industry in the future. Richard’s views can be heard by clicking on the “podcast” in the article. So if you don’t have time to read Richard’s entire interview now, download it onto your iPod/MP3 player and listen in on your way home. - Do you know if you or your company is positioned for success?
Are you or your company at an "A," "B," or a "C" level? If you don’t accurately assess your level or don’t know your level, you may be seeking the wrong kind of impact talent and frustrating your own ability to be successful. - Delivering a Consistent Image
It’s important to know just how you and your company are perceived by potential candidates. And with the decreasing number of truly qualified impact talented people available, you should be making ever effort to ensure the image you want is consistently being delivered. - Telling Your Boss Goodbye
You have decided to accept a new position with another company. Now it’s time to tell your boss about your decision. If this is the moment you have been dreading, you are not alone. How to resign isn’t something that is taught in high school, college or even graduate school. That’s why Direct Recruiters, Inc. offers candidates advice on how to resign from a company in a way that makes leaving less stressful. Here are several pointers: - How to Sell a Job to “A” Players
You are probably familiar with the 80-20 rule relating to a Sales Division: 20% of the salespeople produce 80% of the business. The 20% are an elite group, among the best in their profession and referred to as “A” Players. - A Decline in Decorum: "Interviewers Display Bad Behavior"
Despite the fact that companies are in tight competition for talent, I’ve heard from many candidates that hiring managers are not treating them as a top priority during the interview process. In fact, many hiring managers are displaying a decrease in decorum that has become counterproductive to landing good people. According to a study conducted by Vault Inc. (www.vault.com), a career information resource center, 37% of respondents believe that interviewers’ manners have significantly declined over the last two years.
or 