5 Things To Include on a Company Career Site

Padnos' Career Site

Setting up an online career portal for your company website is challenging. Every day potential candidates are clicking on to your Careers page, and then clicking away because they don't see what they like. Tools like Google Analytics can help you track those patterns so you can see where you might need to improve. Keeping a visitor interested in your company career website can be difficult, and the key to keeping visitors interested is as simple as asking, if it were me, "What would I like to know before I apply?"

We recommend including the following key elements on your career site:

Company Values & Culture
Applicants want to visit your website to learn more about your company before they consider applying. What's it like working at your company? What is the employee culture like? This is how you let applicants know you are an Employer of Choice. For example, Sigma Space includes an excellent People of Sigma Space video on their iRecruit Career Site.


Diversity / Equal Opportunity Employment Statement
All company career websites should include a statement that you are an Equal Opportunity Employer. For example:

[Company name] provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. [Company name] complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Via SHRM

Job Application & Available Job Openings (linked with your Applicant Tracking Software)
This should go without saying, of course, you should be listing all available positions on your careers website. Use your applicant tracking software to keep your list as fresh as possible. If you're not currently hiring, you can still solicit resumes and interest for future consideration. See example iRecruit Job Applications. Application forms should be kept as simple as possible to make it easy-to-use, and candidate friendly.

Social Networking Links
Every week it seems there are new social media statistics released from various perspectives. The stats are only growing. Take advantage of your own built-in audience to attract and engage passive candidates using social media sites like LinkedIn, Twitter, Facebook and Google+.  Sharing your job openings on these networks, and asking for your friends, colleagues and followers to share your posts can help build an audience of passive candidates and contributes overall to building your employment brand.

Employee Benefits
What are the benefits of working with your company? Do you offer Health Insurance, Dental Insurance,     401(k), Education Assistance, Holiday and Vacation Pay? Listing all your employee benefits makes your company more attractive to passive candidates than companies that do not list any benefits.  Don't hide this information, make it visible and easy to find.



About iRecruit

iRecruit is a cloud based applicant tracking and recruitment software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online. iRecruit provides you with your own career portal that will allow your applicants to select the position they are interested in, and apply online through your website!

Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.

10 Things to Ask When Purchasing Applicant Tracking Software

Are you planning on purchasing applicant tracking, recruiting software in the near future? Applicant tracking systems allow you to track and manage all of those applicants in one place, prevent discrimination, and save money.

If you’ve been tasked with researching your next online recruitment software, we have a few questions you should ask during your next demo. This list compiled from frequently asked questions we have received from people attending iRecruit’s demos (Tuesdays, or Thursdays at 2pm Eastern Time).              

                                                                           

1.   What features do you provide?

Many ATS’ provide very similar features and functions. As you build your comparison, what is important to you? iRecruit features requisition approval, social media integration, communication packages and more.

Why this question is important:  Purchasing and implementing a new ATS is a big investment in terms of dollars, but also in terms of time. You don’t want to waste your time and company money with something that will not meet your needs.

2.   How customizable is the recruitment software?

Is everything set “out of the box” or are you able to customize such things as job application forms, applicant rejection emails, and other settings such as workflow?

Why this question is important:  Flexibility will help you get the workflow you want, the reports you need, and allow you to grow as a company with a flexible ATS.

3.   What is the implementation process like?

How long does it take (on average) to get going on your software? Who should be involved?

Why this question is important:  Knowing what the implementation steps are, and how long the set up process is will help you plan a successful set up of your new software.

4.   How much training will we have?

How much initial training will we have? Will I have to pay extra for training if I add any new recruiters or hiring managers?

Why this question is important:   Training is crucial to user adoption, which is key to having a successful implementation. Knowing what’s included and what may be an additional expense is helpful for planning your budget.

5.   What level of service should I expect?

What kind of turnaround time can I expect on any support issues or requests we have? What are your customer support hours? Will I have an assigned customer service representative?

Why this question is important:  Knowing what to expect when you need support will give you peace of mind that your needs will be taken care of as they arise. How is support delivered? Email, phone, remote support session?

6.   Do you have a trial period?

Can I test your software on my own time? Keep in mind, some HR software vendors do not offer free trials due to the amount of custom detail and time involved with the setup of a new customer. Also, doing a trial without having any training may not help you make the most of your trial.

Why this question is important:  This help determine if the software is actually a good fit for your needs. Make the most of any trial periods by asking as many questions as possible, and attending any training that may be available, and trying out every feature that is offered with the recruiting software. At the end of your trial period, contact the vendor with any questions you have.

7.   What if we’re not a fit after we purchase, and we want to cancel?

This can happen with any software. If you are locked into a 1 or 2 year contract you may not be able to cancel without a penalty, or move to another solution quickly.

Why this question is important:  Knowing where you stand if things don’t go the way you hoped can give you peace of mind. Your software purchase is an investment of time as well as dollars

8.   What happens in the case of a disaster?

What is your back up capability? Who is responsible in the case of data loss, accidental deletions or disasters? Can data be restored?

Why this question is important:  Knowing what happens in the event of a disaster should be covered in your contract or client agreement. Having this in writing is important for peace of mind, and security.

9.   What is the average size and/or type of customer?

How large are your customers? What industries do you support?

Why this question is important:  Knowing the average employee size of a vendor tells you how much the company can handle on support. Do they have a niche, or focus on any industry specific areas or non profits for example.

 

10.   What are the costs?

Sticking to a budget is important in any economy. Making sure you get the costs upfront is critical to sticking to a department budget. Are there costs for adding other users? Are there costs for having a certain amount of requisitions or a certain amount of applicants per month?

Why this question is important:  Knowing what it will cost for implementation, training, customizations and any monthly fees will help you stick to your budget. Always ask for costs upfront to avoid any surprises later.

Bonus Question:

Can you give me a reference?

Why this question is important:  Being able to speak to a current customer of the vendor will help you get a feel for the customer support levels and responsiveness of the vendor.

About iRecruit

iRecruit is an online recruitment and applicant tracking software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online. iRecruit provides you with your own career center that will allow your applicants to select the position they are interested in, and apply online through your website!

Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.       

Creating a Custom Job Application for Online Recruitment

Creating a custom job application form for online recruitment is simple with iRecruit. iRecruit's application forms are extremely flexible and customizable. Forms are broken down into sections:

• Personal Information (name, address, phone, email address etc).
• Availability for Work (referral source, able to work in U.S., days available, hours available, willing to travel etc).
• Background / Skills (list skills, experience etc).
• Education
• Work History (previous employer information, job title, job duties, reason for leaving etc).
• Licenses / Certifications
• Driver Information (for positions that require driving experience, licenses, accident record etc).
• Security (for positions that require more detailed security information).
• References (Name, contact information, relationship, years known etc).
• Affirmative Action (if you need to track Gender, Ethnic Origin, Veteran status)
• Custom Questions (list by each of the above sections)

Each section can be turned on or off as needed on your forms. iRecruit has a library of over 400 questions you can select from, or we can use your original application form (PDF or Word or online format) to customize your online application.

• Example Short Online Application Form 
• Example Long Online Application Form           

iRecruit customers can create multiple application forms as needed, or use one standard form over all their job openings.  All of the applicant data requested via your application form goes into a secure database, that you can search and report on.           


About iRecruit
iRecruit is an online recruitment and applicant tracking software designed to provide any size of business a cost effective, affordable and simple way to handle their recruiting process online. iRecruit provides you with your own career center that will allow your applicants to select the position they are interested in, and apply online through your website!

Weekly demos, Tuesdays and Thursdays at 2pm Eastern Time (Register Today), or call us at 1-800-517-9099 to schedule a demo at your convenience.