Career Portal
Mohamed Ramadan
Corporate Image & Marketing Manager at ProService ?Digital Workplace & IntraNet Builder ?ISO Registrar ?Quality Management ?ISO 9001:2015 ?Internal Audit ISO19011 ?Digital Marketing ?Newsletter Author ?Open for Business
???Searching for a good talent sometimes requires more than posting on social media.
With human resources being the top business expense, it is essential that you start prioritizing your recruitment process.
? Whether your company produces cars or cosmetics, ...
? Hiring great people for a business is always the most important task
? After all, a company is only as good as the people it keeps, and as a Recruiting & HR professional, you have this responsibility on your shoulders.
Careers Portales make the recruiting processes involved more efficient ?? and effective ?? as well as less expensive ???
For most companies, their own career portal as part of the company website or as a stand-alone platform is the most important channel for publishing vacancies.
According to recent Recruiting Trends, the top companies published almost all of their job advertisements on their own careers portal.
The study predicts that the company's own career portal will become even more relevant in the future: Almost nine out of ten companies expect their career portal to be used even more effectively in 2030 - especially in conjunction with digital applicant management and corresponding digital workplace in HR.
A well-created career portal will be your company's flagship in the recruiting process
Why you should have a career portal for your business ?
? Branding opportunity for employers
All successful company should be utilizing their career site to project a consistent brand and company image/values to prospective job seekers.
In what is now a very competitive, candidate-driven market the top talent can be very particular about whom they work for and a company's career site can often serve as a basis for their application decisions.
Candidates; especially the best ones crave information, they want to know about your company and its culture so they can make an informed decision and your Career Site is the best place for you to control this flow of information and sell it to your organization.
? Reduced cost-of-hire
The cost of utilizing a CV database on any of the nation's many job boards can be very costly and is an exercise that will need to be repeated at every hire.
This will in turn reduce cost and time per hire.
You are independent of guidelines or accessibility of third-party providers, such as online job portals, and do not have to expect any additional costs.
? Reduced time-to-hire
Online recruitment allows for immediate, real-time interaction and 24×7 hiring and job search activity.
Employers can post a job directly to their Career Site in as little as 5 minutes and start receiving CVs in response immediately.
Traditional methods where a newspaper ad may take a week to appear and then only appear for a day, or an HR Manager has to wait till month-end to see the benefits of a costly ad in a monthly industry or geographic-specific publication can increase the time and cost of recruiting the best talent.
? Allows for database build-up and tracking
Your own Career Site will give you, the employer the opportunity to save high-profile or particularly attractive CVs to build a priority database of pre-screened top talent for future use, as well as a hiring rubric
A hiring rubric is a scoring tool that defines the expectations by which each candidate will be evaluated.
By using a hiring rubric, also known as a hiring matrix or hiring scorecard, anyone can participate equally in assessing candidates.
? SEO
13-15 million people are searching for jobs each month. They type the job titles into Google. They don’t find your vacancies as they are hidden behind your ATS or within a long list of every other company’s vacancies. A career site can change that and ensure the top talent view and apply to your vacancy FIRST.
To ensure this it is important that every page on your Career Site includes the right balance of relevant keywords, page-specific SEO-friendly URLs as well as appropriate Meta tags and links. Every position you post should have its own page which in turn is SEO optimized. This should happen automatically and be created when posting the position.
It is also imperative to have content outside of your jobs and running consistently throughout your site. This content should be focused on answering relevant questions about your company and its culture. This is a great opportunity to increase your brand awareness, communicate your company values, and really promote you to the very best talent.
领英推荐
ALL ROADS LEAD TO YOUR CAREER PORTAL
THIS SHOULD NOT BE MISSING ON A CAREER PORTAL:
Before you start the conception and design of your career portal, you should ask yourself what goals you want to achieve with it and how you weigh them
Normally, a career portal should inform the preferred target group about vacancies and the company's unique selling propositions that set it apart from the competition and make it particularly attractive.
In addition, it should be a platform that motivates interested parties to apply and makes this possible in a user-friendly and easy way
A career portal is much more than a list of available jobs. It is worth investing time and energy in the following points to ensure that your career page is successfully used as a promising measure in the employer branding process:
1. CENTRE OF RECRUITING
Make your career portal the hub of your recruiting and provide all relevant information about the advertised position. In addition to a clear job description with a job profile and expected competencies, this also includes additional general conditions such as any time limits or the type of employment (full-time or part-time). The place of work should be clearly specified and the benefits of your company, such as mobile working, home office, etc., should be mentioned.
Make sure that the texts of your job advertisements do not appear generic and replaceable. Use SEO-relevant search terms in the page title and in the job title so that your page can be found later. Always bear in mind that the text should whet the appetite of interested candidates for the tasks to be fulfilled. Ideally, you should name a specific contact person for technical queries. Also indicate a contact person to whom applicants should send their documents or enable direct application via an online form on your career portal. Make it clear which documents are required and in which form - this saves applicants and your recruiting team from having to ask questions. You can also include FAQs on your career portal or a chatbot that is available around the clock
02. CURRENT VACANCIES
Make it clear whether it is a new vacancy and hide advertisements that are no longer current. Outdated information means unnecessary extra work for applicants and your recruiting team.
03. TRANSPARENT APPLICATION PROCESS
Make the application process and all further steps transparent - especially the time frame. Applicants find the waiting phases particularly stressful. Your recruiting specialists should not skimp on information and regular contact. Resentment quickly arises and interested candidates change their minds!
If your application procedure is digitalized, you can visualize the status of the application promptly to the applicants in a separate login area. You cannot repeat the first impression. Use this opportunity to show appreciation for your applicants right at the beginning of the candidate journey and communicate individually - call your applicants by name.
04. TARGETED ADDRESSING
Make basic decisions about the tone and manner of address that should prevail during the application process and all related contact. This tone should match your company and be reflected in all texts on your career portal. This creates a sense of continuity and authenticity.
05. USER-FRIENDLY DESIGN
When choosing the design for your career portal, make sure that it not only fits your corporate identity but also that it appeals to your desired target group. However, user-friendly usability should be guaranteed. It is also essential that the career portal is optimized for mobile devices.
06. POSITIONING AS AN EMPLOYER
The majority of candidates inform themselves about the employer before applying in order to weigh up whether they fit in with the company and feel comfortable there in the long term. On your career portal, you have the chance to position yourself in detail as an employer and to present your employer brand:
Answer all relevant points authentically, meaningfully, credibly, and make your career portal your business card as an employer. Put your Employer Value Proposition (EVP) in the right light: show what makes you unique as an employer and inspire your candidates!
08. RELEVANT CONTENT
Pick up on topics that are on your candidates' minds on your career portal. Candidate listening is becoming increasingly important to understand what is currently on your target audience's mind. For example, in actual magazine articles, you can point out your workplace protections around COVID-19 and how you deal with the issue as an employer in general.
09. SUCCESS MONITORING
You can always get better! Implement analytic tools to monitor success. You can only optimize your career portal in the long term if you can see where interested applicants leave your site or stay longer.
10. STAY UP-TO-DATE
In principle, you should revise your career portal at regular intervals and adapt it to current circumstances. An outdated career portal damages your image as an employer. An up-to-date, attractively designed career portal with added-value content strengthens your employer branding and offers you an invaluable advantage in the "war for talents".
Samples for Career Portal:
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