10 tips for setting up a recruitment website

the heart of an online recruitment strategy is an organisation’s corporate job
site. Making it the hub for all recruitment activity can cut costs, streamline
processes and provide a better service to candidates. The secret is ensuring
the site works hard for you. Here are 10 top tips for HR managers when setting
up a site

Get involved in the design of the careers section of your corporate website

let IT or an appointed project manager hijack something that needs HR input if
it is to be successful. HR may not be proficient in web design, but it
understands the mindset of potential employees better than anyone. It is one of
the custodians of corporate brand, so get stuck in.

A one-click link is a must

are fickle – unless they really want to work for your organisation, they will
spend limited time at your site. There must be a one-click link to the careers
area from the corporate home page. Put a job-related taster close to the link
such as a ‘Top job of the week’, along with a tempting salary scale.

Stay on top of the content of the site

biggest turn-off for visitors to any website is out-of-date information. We
have seen high profile shopping sites still touting their Xmas wares at Easter.
It is a terrible reflection of a company brand if your site carries out-of-date
job ads – it would never happen in press advertising, so don’t let it happen on
the web.

Create a separate area for graduates

web is the preferred medium for students and it pays to show you recognise this
by creating a dedicated area for them. Prominently display the link to it on
the home page.

Sell the company

common failing is a total lack of company sell or insight into the organisation’s
culture and values. Never assume that candidates will visit the ‘About us’
section – create a company insight area within the careers section to provide
them with all the information they need to decide if they are the right fit for
the company. Case studies of specific job roles are a good way of proving such

Build your talent pool

a facility for candidates to leave their CV on the site even if there isn’t a
vacancy they want to apply for. Once you’ve set up the facility, monitor it to
make sure you don’t miss any hot talent.

Integrate the corporate site with the rest of the recruitment strategy

let the corporate site be an island. If you are using job boards in addition to
your own site and have a high volume of recruitment, investigate using an
end-to-end recruiting system, which allows you to bring every aspect of your
recruitment strategy together and filters candidates down to a shortlist.

Market the web site internally

website is the perfect vehicle for informing your workforce as well as external
candidates about vacancies at the company, so make sure they know it’s there
for them too. Ensuring the workforce is constantly kept in touch about exciting
opportunities within the company can prove an effective retention tool. Market
the site to them and you could even start a weekly e-mail newsletter of top

Make a friend in IT

view that IT and HR must forge close links is oft repeated, but it is key since
HR’s future relies on computer systems. Many IT departments are clueless about
how HR works – take the IT director to lunch and cultivate the relationship. If
you show an interest in IT, they’re more likely to be receptive about your

Keep developing the site

let the site stand still – and this doesn’t simply mean keeping the jobs posted
on it up-to-date. Constantly look for new ways to stimulate interest for
internal and external candidates. Ideas could include an online referral scheme
for employees, an alumni section for people who may want to return to the
company, case studies of employees in different job roles and even a short
address from the HR director or chief executive about the company’s values
(this could be done on video).

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