Manage
HR
It
is the quality and the standard of the human resource recruited
that plays a key roll in differentiating between a successful
organisations and a "run of mill" organisation . In
this section, we will discuss the issues relating to this valuable
resource through a series of articles. And yes, we are
open to contributions from masters of this Art ... Are you one?
Make
it easy for the jobseeker!!
Thumb-Rule-“one-click”
One of the biggest factors that attract traffic to a site is
simple navigation. The more complicated it is to navigate, the
less the chances of a job seeker coming back again. Don’t
make candidates go through a series of instructions to apply
for a job, once they have found a suitable opening. A recent
study by Recruitsoft/Logos Research, found that 56 percent of
Fortune 500 companies follow the one-click thumb rule.
Offer
choices
Not all candidates have ready-made resumes on hand; so don’t
force them to use an online response form that “presupposes”
that your resume is ready. Instead, offer a cut and paste format
(for those with ready resumes) or a resume builder to help those
without a current resume to build one on the fly.
To
attract a larger audience (in other words passive job seekers)
welcome their inputs. Its very important to work on their inputs,
otherwise you will lose them at the point of engagement. For
optimal results, your back end hiring management system should
be able to store, access and mine a variety of candidate data
resume and profile information.
Minus
the unnecessary typing
Don’t concentrate on accumulating information. Rather streamline
the information to reduce non-value added data entry.
Sometimes
applying for jobs in more than one company can require repeated
typing of the same information. Save your jobseeker the hassle,
by providing them with a job cart program or the ability to
save personalised information that can be used for subsequent
applications.
Respect
privacy
You will find many candidates who do not want to reveal their
identity. Accommodate them, by accepting their applications.
After all by ignoring them, you might lose an “ace”.
Only one percent of the Fortune 500 follows this practice.
Your
Careers section should gather the data that drives the overall
recruiting process. Significant amounts of sorting and filtering
should enable you to gather right kind of data from the candidate
Online applications can incorporate pre-assessment questions
to assess the match between a candidate's skills, credentials,
experience and the requirements of a particular job position.
Having pre-assessment tools customised for each job position
is a leading edge Best Practice implemented by only a handful.
A
well-designed Careers section at the front-end supported by
rich back-end processing functionality, can ensure that your
corporate recruiting is accomplished quickly and economically,
and you hire the best candidates!
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