| It's hard to imagine why anyone would pick up a | | | | whole organization. Make your careers section visible. |
| newspaper to find a job any more. With a seemingly | | | | It should be tempt a candidate to visit your careers |
| endless array of career sites, mailing lists, corporate | | | | page if not for applying but at least to know what |
| sites and newsgroups, job seekers have more | | | | kind of career your company offers. Apart from this |
| options online than ever before. And the credit goes | | | | a candidate while leaving your site should have the |
| to the growth and advances in Information | | | | images of your company vision, mission, recent |
| Technology (IT).Traditionally job seekers most | | | | achievement, future development, press releases |
| preferred channel was Newspapers & Personal | | | | etc.2. JOB VACANCIESMany sites fail to provide clear |
| Referrals. As for online recruitment, the medium has | | | | job description about the opening. A vacancy posted |
| come a long way in the last 3 years, but it remains a | | | | should allow a candidate to self-select himself for the |
| tool that has only been put to the test in a | | | | same and not waste his time applying for which he |
| candidate-rich environment. Along with the IT | | | | would be rejected. It should clearly define about the |
| revolution in the recruitment channel the current | | | | role, skills required - technical skill & soft skill, |
| market has four clear segments - Corporate Sites, | | | | education qualification, experience, and other details |
| Personal Referrals, Newspapers, Recruitment | | | | like work environment - what your company |
| Agencies & | | | | department is like, no. of openings, date specific |
| Job Sites.Online recruitment has an edge over other | | | | posting, other benefits, bench marked industries, |
| traditional media for four clear reasons:* REACH* | | | | sales pitch questions etc can be included which will |
| SPEED* COST* QUALITYAccording to The 2004 | | | | act as added role in convincing the candidate that the |
| Recruitment Channel Survey result Corporate Sites | | | | openings are real time opportunities.3. TIPS FOR |
| have been slowly increasing their share of applications | | | | CAREER ADVANCEMENTContent of your career |
| over the last 3 years - up from 8 % to 13% of all | | | | section also play a vital role. Candidates appreciate |
| application. Executive Recruitment Agencies generate | | | | when apart from applying for job posting they are |
| 21% of direct applications, which was initially 50% of | | | | guided on their career advancement. Tips for case |
| all applications. Job sites have significantly increased its | | | | studies, interviews, securing job, presentations, |
| share by generating more CV applications than any | | | | handling office politics, communication skills, team |
| other recruitment channel. Newspaper advertising | | | | work etc can be few topics that can form part of |
| appears to be the channel that has declined as a | | | | your career site.4. CV SUBMISSIONCandidates prefer |
| result - now generating less the 19% of management | | | | sites where they are allowed to submit their existing |
| consultancy applications, or a fraction of what was | | | | CV rather than recreating a CV online. A long |
| being generated in the late 1990s. Personal Referrals | | | | application form seems to be very tedious as most |
| generates 9 % - 10% of all applications proving it to | | | | of candidates take the decision to apply sitting at |
| be a secured channel for a new job or career | | | | their work place. And its logically not possible making |
| shift.But this raises a question which recruitment to | | | | a person to fill the lengthy application form sitting |
| adopt. Currently the majority of companies are yet | | | | few yards away from his boss or from dial-up |
| to make full use of the web as a recruitment | | | | connection at home. CV submission not only |
| tool.The key trends in these market depicts that | | | | comforts candidates but also attracts quality |
| Recruitment Consultancies & Job Sites are able to | | | | candidates by not forcing them to re-enter |
| generate large volumes of applicants. Personal | | | | information that is already in his CV.5. A CLEAR |
| Referrals potentially is able to reach a wider pool of | | | | RECRUITMENT PROCESSAllowing online tracking of |
| candidates, but only it succeeds only in generating a | | | | how the candidate application proceeds will make a |
| small number of applications. Newspapers: It is clear | | | | candidate believe in the recruitment process. |
| that candidates now use this channel less than in the | | | | Transparency is what a candidate looks for. Giving a |
| past. Corporate websites is still unexplored | | | | user id to the candidate, sending your Newsletter, |
| tool.CORPORATE SITESIt has the large potential to | | | | career tips, current openings, etc will help you to |
| significantly increase the volumes of applicants in the | | | | retain the best candidates interest in joining your |
| next 1- 2 years. The share of applicants can be | | | | organisation. The recruitment process should be |
| doubled & become one of the major recruitment | | | | automated but it does not hold good of sending an |
| channels. But they are the least-used channels in | | | | automated rejection emails on submission of his CV.6. |
| today's market, despite heavy investment made by | | | | INTERACTION & FEEDBACKAccording to The 2004 |
| companies in developing this technology. Inadequate | | | | Recruitment Channel Survey candidates like to |
| marketing and a poor user experience are to be | | | | provide information and then see that what is |
| blamed. Its high time corporate understand that | | | | presented to them in turn has been tailored to their |
| developing their career pages is equal to heavy | | | | needs or circumstances. Candidates resent firms that |
| investment made on ones own infrastructure or | | | | do not keep them in the progress of their application |
| purchasing a costly software which will enable | | | | this left candidates with a less favourable impression |
| smooth functioning. Corporate websites have the | | | | of the firm. Feedback form, site page rating, email to |
| considerable recruitment savings potential that is yet | | | | a friend can be a few content of your site which will |
| to be realized. They are the most attractive pool of | | | | save you from getting a feedback candidates as " |
| jobs of any recruitment channel. Most jobs never get | | | | sending my CV into a black hole". Incorporate a |
| advertised on Internet job boards or in newspapers. | | | | "refer this job to a friend" link on your careers pages, |
| But the fact is that they generate less than a third | | | | that allows readers to send a recommendation for a |
| as many applicants as internet job boards is a | | | | particular job on to their friend and colleagues.7. |
| reflection of how poorly this tool is utilized and poorly | | | | BRANDINGWhenever you post job adverts to job |
| marketed. Corporate should design & develop their | | | | sites, be sure to include a link within your advert to |
| career pages in such a manner that attract more | | | | your own careers website. Most job boards will not |
| applications from the best candidates in other words | | | | charge for this inclusion in your advert, but it is a |
| a career site should be capable of maximizing the | | | | great branding exercise for you as it ensures that |
| conversion rate of no. of people visiting the career | | | | candidate awareness of your corporate careers |
| pages. The hindrances can be overcome by the | | | | pages is magnified. Over time, more and more |
| adopting following strategies:1. SITES SHOULD BE | | | | candidates will come direct to your site as a |
| INTUITIVEGood site navigation and structure not | | | | result.Putting theses strategies in to action will surely |
| just in company profile section but also within the | | | | help you to attract lots of good traffic to your |
| careers section that will encourage the candidates to | | | | site.Poonam A Ashara, is a 23 yrs of age from India, |
| explore & learn more about your company. | | | | having one year of experience in "Human Resource |
| Candidates are judgmental and bugs, errors or poor | | | | Development". By qualification, she is Bachelor of |
| site design will make them question the caliber of the | | | | Commerce and Masters in Business Administration. |