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    "result": {"data":{"contentfulSkillmeterBlogPost":{"url":"12-strategies-for-your-corporate-career-website","title":"12 Strategies for your Corporate Career Website","description":{"description":"<p>There\r\nare many companies who emphasise that their staff is their most valuable asset\r\nbut out of all those: How many make an effort to present on their corporate\r\nwebsite valuable information for jobseekers? The benefits of having your own\r\ncareer site are manifold.</p>"},"body":{"body":"<p>There are many\r\ncompanies who emphasise that their staff is their most valuable asset but out of\r\nall those: How many make an effort to present on their corporate website\r\nvaluable information for jobseekers? The benefits of having your own career\r\nsite are manifold. It will first of all, give any potential employee the\r\nimpression that you really care and value your staff. Secondly, your company\r\nwill be perceived as a professional, attractive, innovative and well-organised\r\nenterprise. Thirdly, it will also save you time because you will deal only with\r\ncandidates who (hopefully!) read all the details and think they are the perfect\r\nmatch.</p><p>If you want to\r\nstand out from the crowd you might also want to get a corporate recruitment\r\nbrochure printed which could be distributed at Job/Career Fairs and several\r\nother events. It would give you the opportunity to brand your company as a\r\ngreat place to work for. </p><p><strong>These are 12 strategies which will help you to create\r\nan impressive career website: </strong></p><p><strong></strong></p><ul>\r\n<li>Make the <strong>CAREER section on your website instantly visible</strong> to job seeking\r\npeople. Many companies call this section ‘WORK FOR US’. The mistake that they\r\noften make is that people need to dig for this information because it is hidden\r\nsomewhere and just mentioned as a subcategory. How to make it more effective?\r\nPut it on the front page of the website on the main menu bar. This way it will\r\nbe instantly visible and noticeable. </li><li>Publish your current <strong>open vacancies</strong>. Be aware that the more\r\nspecific you are in the job description and the person specification the more\r\nsuitable candidates you will be able to attract. You might want to consider of\r\nproviding a job ad also in video format, this would be surely something that\r\nwill make you stand out from the crowd. It would also give the applicant an\r\nimpression about an employee who is already working at that company. </li><li>Providing a <strong>step-by-step description of the recruitment\r\nprocess </strong>is something that every job applicant would highly appreciate.How many interviews can a candidate\r\nexpect? What type of interviews (face to face, panel interview, phone\r\ninterview, video interview, lunch interview) is a job seeker going to face? How\r\nmany people are involved in each type of interview? How long will the interview\r\nlast? Are there any tests/assessments/presentations that need to be done? What\r\nis the timeframe in which a decision will be made? </li><li>A <strong>video about your corporate culture</strong>. A picture can tell you more\r\nthan 1000 words but what do you think can a video tell you? No job ad in the\r\nworld would be able to give you the same impression of a company’s culture like\r\na video. It will obviously require some more time and money but it will be well\r\ninvested. It will help jobseekers to decide quickly whether they would fit into\r\na particular culture or not. Every applicant would appreciate of getting a\r\nglimpse (even though maybe just a short one) into what it looks and feels like\r\nworking for a particular company. How do the offices look like, what kind of\r\npeople are working there, does it look like a fun or more serious environment? <strong></strong></li><li><strong></strong></li><li><strong></strong></li><li><strong>Testimonials</strong> from employees can be very\r\nrevealing. Listening and watching someone talk about their job (what they like\r\nabout it, why they love to work for that company) would surely help to increase\r\nthe company’s public image and motivate people to apply. Adding to each job\r\nvacancy a story, such as “A Day in the Life of a (job xyz) at (company xyz)”\r\nwould be something that would not be overlooked! </li><li>Make a list of the <strong>Top 5 or 10 Reasons</strong> why it is great to\r\nwork for your company. Focus on what current employees really appreciate and\r\nwhat makes them think that your company is special. These points might have\r\nalready been mentioned in the videos, however, reading about them one more time\r\nmakes it more memorable. </li><li><strong>Avoid asking your candidates to register</strong>,\r\nsign up or fill in lengthy forms in order to apply for a job at your company.\r\nFor most of the job applicants it will just lead to one thing: to look for a\r\njob somewhere else.Make the whole\r\nprocess instead easy, quick and smooth so that the number of candidates\r\nstopping halfway through the process will be minimised as much as possible. </li><li><strong>Include social media buttons</strong> (Twitter,\r\nFacebook, Linkedin etc.) at the top of your job vacancy. This will allow people\r\nto spread the word about certain jobs quickly and easily.  </li><li>If candidates can’t find a\r\nsuitable job, give them the opportunity to submit their <strong>speculative application </strong>in an easy way. It would be great if your\r\ncompany could create a system in which speculative CVs would automatically be\r\ntransferred to the corporate talent database. </li><li>You might also want to consider\r\nto <strong>set up a job alert tool </strong>which\r\nwill notify jobseekers about suitable jobs in the future. </li><li>Offer a <strong>Live Chat Option</strong> in which interested people can ask specific\r\nquestions before they decide to apply. </li><li>Create an <strong>interactive quiz</strong>. If your company is keen on having people aboard\r\nwho are very knowledgeable about the company, their products and services it\r\nwould be great to make them participate in a fun and interactive quiz. Here you\r\nwould have two options: a) Make it a part in your screening process ‘How much\r\ndoes the candidate know about us?’ or b) Offer it just as an entertaining tool\r\nwhich will help jobseekers to be better prepared about what the company is all\r\nabout before heading to the interview. But you could also offer it for everyone\r\nwho would like to learn more about your enterprise. </li></ul><p>Companies need to realise that in today’s\r\ncompetitive world it’s not just about marketing their products or services.\r\nAdditional efforts and investments need to be made in order to attract great\r\ntalent. It’s a two-way selling process between a company and a candidate. Companies\r\nare getting more demanding in their requirements but so do also jobseekers.\r\nThey want to spend half of their life (which they do at their job!) doing\r\nsomething that they love and they consider as meaningful at a company that\r\nappreciates their contribution.</p>"},"authorName":"Karin Schroeck-Singh","authorBio":{"authorBio":"Karin Schroeck-Singh is a passionate Public Speaker, eBook Author, and a freelancing Online Content Producer. She has an MBA from the University of Leicester (UK) and gained 18 years of international work experience in Italy, the UK and India."},"publishedOn":"2015-02-11T19:15:47.063Z"}},"pageContext":{"id":"ece59db1-e66c-5c79-90f1-7c27fabbdab0"}},
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