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HR Issues

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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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