ONLINE RECRUITING: It’s More Than a Job Board
Do you believe your company is an online recruiting veteran? Don’t forget that online recruiting is not just about letting prospects apply to jobs online. There is a lot more planning involved than simply sending out an open requisition to a job board. It also includes sourcing potential candidates from social media networks and other websites, such as search engines.
Online recruiting is a very active concept. As a recruiter, you need to seek out the best talent through different websites so you can expand your candidate pool and find the top active and passive jobseekers in your field. In order to do this well, you will need the top recruiting technology so you can utilize your time efficiently. Today’s software will allow you to source candidates and receive referrals
Are you knowledgeable about online recruiting? Find out by asking yourself a few questions:
1) Is your career site branded? Your company’s career site may need revamping if it is simply a list of job openings. The page needs to be an inviting and trust-building representation of your organization. When great candidates are searching for a job, they research corporate culture, so you need to ensure that you show yours. Another important quality of a successful job site is that it is easily navigable. An applicant will not be pleased if he or she has to sift through a complicated website to submit a resume. Make sure to keep the user experience in mind when designing the career page.
2) Are you using social media? It is not enough to casually post open requisitions on your company’s Facebook or Twitter page – you need to create a well thought-out plan that combines job postings, company culture, and conversational text posts. This will evoke a sense of camaraderie between you and those that follow your organization on social media. Employee referrals are another reason why you should use social networks. For a more successful employee referral program, encourage coworkers to post open requisitions to Facebook, Twitter, LinkedIn, and any other social media sites. Better yet, find a recruiting software system that integrates with employees’ social profiles so they don’t have to think about posting job openings.
3) Do you know the data behind your recruiting efforts? Do you know the data behind referrals and candidate engagement? You should have a good idea what these numbers look like. If you don’t, it is important that you acquire a software suite that will present charts and graphs that clearly represent your recruiting progress. However, you must find the right program; many software systems have general statistics that you as a recruiter don’t need. Find the one that meets your needs the best.
Online job boards are becoming a thing of the past, but they can be a jumping-off point for your recruiting needs. Job board popularity is on the decline at the moment, and 40% of companies believe that job boards will cease to exist within the next five years.[1] It is of the upmost importance that you prepare your organization for this trend and become educated about sourcing the most capable candidates online.
[1] Aberdeen Group, “Talent Acquisition 2013: Adapt Your Strategy or Fail,”
