Every organization should have an active recruitment process to find the best candidates to fill new or open positions. That’s HR 101—make sure your job posting reaches your target groups by way of the Internet, an applicant tracking system, and traditional advertising methods. However, the best companies realize recruitment is a two-way street: HR professionals can also take steps to help promote their organizations to active job searchers.
By letting candidates come to you, your company can get the best shot at talented applicants and bring them in for an interview before your competitors have a chance to step in. There are many ways to promote your website—read on to learn about the three that stand out.
1. Develop your SEO strategy
No matter how confident you are in your message or your brand, you still have to make sure visitors actually find your webpage and then spend some time on it once they’ve arrived. That requires a sound SEO strategy that highlights your expertise and allows your employer brand and message to shine through. The savvy job searcher will take a look around your website before deciding whether or not your organization looks and feels right—so it’s important to make sure every landing page is up to date and robust. If anything is lacking, not only will that deter applicants, it will lower your ranking on popular search engines.
How can your website attract more job applicants?
“Many candidates look for a company with a strong personality.”
2. Develop your brand
A memorable, consistent employer brand is your best means of leaving a lasting impression on job applicants. Many candidates look for a company with a strong personality—a company that knows what it is and delivers that identity time and time again. It’s like introducing yourself to a new person—for better or for worse, your outfit, speaking ability, and confidence will either attract or deter someone.
3. Develop your message
You’ll have a limited amount of time to deliver the right message to your potential new hires. If you take too long or don’t present the position in an appealing way, your visitors may well move on. For each open listing, consider the ideal candidate, and then list those attributes right in the web copy. If there are any distinct requirements for the job—without which an applicant wouldn’t be considered—make sure those are there, too. In a way, your organization’s message about each job is an extension of the brand: You want to impress but also tailor your presentation to the appropriate candidates.
Once you’ve sharpened each of these strategies, make sure you have the right applicant tracking software in place to measure the results and streamline the application process. A confusing, convoluted online app can send away possible applicants, while a messy internal tracking process can cause HR professionals to overlook candidates who may have been ideal. Avoid both of those unwanted outcomes with an applicant tracking system that promotes HR management and keeps applicants engaged.