With the democratization of web tools, recruitment a major issue for many software publishers, software integrators and ESN or IT services companies’ takes on a new dimension.
With the democratization of web tools, recruitment a major issue for many software publishers, software integrators and ESN or IT services companies’ takes on a new dimension. Recruitment page, employer brand, HR marketing, social networks, the possibilities are numerous. We are going to see how to use them to answer two strong challenges of web recruiting: how to attract candidates, and how to make them want to work for you? For that all you will need to do is to know how to become a registered iso of Wells Fargo. The rest you can get from the training itself.
Your Website as a Recruitment Tool: How to Attract Candidates?
Despite the tools that exist, publishers still find it difficult to recruit: the fault of an aging image at odds with reality and a very competitive market. With the vast majority of applicants finding out about a company before applying, your website (and everything that goes with it) becomes a formidable tool. But how do you attract a candidate to you despite tough competition? How and when to use your site in the recruiting process?
The Candidate Persona Methodology
The first step is the same as for lead acquisition: treat candidates like personas. That is to say: anticipate their behavior and their needs in order to better respond to them. Where do they come from? How did they get onto the site? Once there, what information will they look for? How will they end their journey? There are so many questions that must be answered for this, several axes of reflection.
Mobilize Recruitment Platforms
Recruitment platforms, you probably already know them very well: from the more traditional to the more “trendy” like Welcome to the jungle, via LinkedIn, Indeed and other BDM or job. But when and how to make them coexist with your HR strategy? The answer is simple: these services should serve as a hook to bring the potential candidate “home” to your site.
On recruiting sites, you often have the option of posting the ad directly on their platform, or of linking to an ad posted on your site. Always choose the last option. Warning: you will now have to take care of this recruitment space.
The Importance of SEO
The next issue, like a lead acquisition strategy, will be SEO. For a candidate to apply with you, they must find you among dozens even hundreds of offers, on dozens of platforms. Take care in writing your ad, even if it is relayed by recruitment platforms. Here are some practical tips:
Work On A Short But Very Evocative Title.
For example, avoid titles that are too long like “Join the X team as a developer!” or “X is looking for his or her future executive assistant!” Prefer “CDI Developer Full Stack Lyon”.
Work the URL
It should display the position and your city. Avoid it being too long.
Work On the Content
Include the keywords that seem most relevant to you.
Create a Backlink
Once the ad is created, relay it on recruitment networks and platforms, but also on competitiveness clusters and specialized sites.
Your Employer Brand: How To Make The Candidate Want?
That’s it: the candidate has found your ad and they are at your place. Thanks to UX, they will naturally be directed to pages linked to your employer brand (typically, “Our team”, “Join us”, “About” or “Recruitment”).