Is designing a new career site the right recruiting strategy?

Ascendify’s Talent Cloud Platform is a completely mobile, social, talent acquisition platform – combining all the latest recruiting solutions into one platform.

Is designing a new career site the right recruiting strategy?

Whether or not organizations should overhaul their existing, basic company careers pages from a place to list job openings into a full-blown animated, engaging career site that showcases your employer brand has sparked some debate recently. We’ve taken a look at a couple different points of view to help you determine whether or not building a new career website is the right recruiting strategy for you.

PROS: Your career site is the centerpiece of all your talent acquisition efforts and should be given the most attention.

1. Improve the candidate experience: One of the biggest complaints from job seekers is the difficulty in applying and lack of response they get from recruiters and employers. New, personalized career sites offer an environment for job seekers to quickly upload their resume or profile and get feedback on the jobs they’ve applied (as well as hear about new openings as they become available).
2. Attract savvy candidates: Personalized recruiting helps employers attract the attention of top talent. The best candidates will be impressed with forward-thinking employers who reach out through new communication channels, speaking to them through the communication channels and social networks they prefer.
3. Reduce the cost to hire through referrals: With a modern career site, employees will more likely want to share your job openings out over their social network. Many companies spend more than 20% of the cost of hire with job boards, another 20% to recruiting agencies, but only 2% on sourcing through referrals, yet referrals generally usually result in the best hires. The best organizations are building relationships through their internal talent network to more easily recruit for tomorrow’s anticipated openings.
4. Smarter hiring decisions: With a more interactive, personalized career site experience, employers and job seekers can both share more meaningful information about themselves. Employers can see more than just a candidate’s work experience and education. And, candidates have a better view into the company culture via photos, videos, blogs, and by connecting with existing employees through social channels. The result: a better fit for both parties.

CONS: The creativity involved in designing a modern career site can be daunting and requires special skills.
1. Companies with an established brand and culture may benefit more: Employers without a glamorous company culture and brand to tout will have a difficult time establishing a engaging career site – especially companies smaller companies that can’t compete with Google’s cafeteria or Facebook’s gym.
2. What’s the incentive to join? Passive candidates won’t be interested in participating in a company’s talent network that’s only pushing the message “work here someday”. They’re not thinking about lining up their next role. Sure, active job seekers will participate, but the majority of their efforts will be focused on more aggressive tactics like blasting their resumes, applying for jobs, and pounding the pavement for interviews.
3. Too time consuming: The harsh demands placed on today’s recruiters require that they focusing on filling positions immediately. They don’t have time to invest in building relationships or nurturing a community of future recruits. Someone other than a recruiter should be managing the talent network.

Disclosure: I write for Ascendify, a leading CRM and recruitment marketing platform. Ascendify’s career site builder helps enterprise companies design and build irresistible career sites and offers a free trial to help companies envision the future.