Career portals are crucial to a successful recruiting strategy. We get so caught up thinking about job ads and managing incoming resumes that we sometimes neglect career portals. Because of this, they may be inefficiently designed, missing that little extra something that could make or break a hire, or they could be non-existent. Always be on the lookout for ways to improve your career portal to bring in more higher-quality hires. Let’s take a closer look below. Improve your entire recruiting system today with Recruiteze. Recruiteze is a free ATS for small business recruiting and hiring. Start your free trial by clicking here.
6 Tips to Improve Your Career Portal
#1. Make It Easy to Use
Ease-of-use is the first order of business to address. As with any other time you’re trying to get someone online to do something, you want to make it as easy as possible or they may stop. You may be thinking that people expect applying for a job to not exactly be pleasant, but unless someone’s desperate, they could very well lose interest in a difficult career portal.
- If they are interested in multiple companies, they might get tired of your career portal and move on to another company with one that’s less trouble.
- If something’s malfunctioning with it, no one may be able to use it.
- A poorly-running or difficult career portal may give candidates a negative impression of how your company runs.
The easier you make your career portal, the more candidates will actually complete the application process. It’s just like making sure your website converts into sales.
Things to address to ensure ease-of-use:
- Mobile optimization
- The ability to search jobs by various criteria
- Limit the process to just the more important steps
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Streamlining refers to anything you can do to your job portal to make it work efficiently with your website, to the benefit of the candidates and you. We’ll cover two main streamlining issues.
The first is the simplest. Make your career portal look and seem as much like your website as possible, including color scheme, logos, voice, and as many other aspects as you have control over. This looks more professional, and it eliminates any concern the candidate may have about being taken to “another site.”
Streamlining also means that you don’t want to cover the same information in multiple places, such as your job listings or the same description of job benefits. Again, it looks unprofessional. It also wreaks havoc with your Google ranking as Google will read two identical bits of content and decide that one is obsolete and/or violating their regulations.
#3. Sell Them On the Job
Don’t waste the precious opportunity to sell candidates on your job. Some candidates may arrive from a link directly to the job listing and never see your website. Others may already have some or all of the information you’ve provided on your website, but they may still benefit from the additional convincing you can give them in your career portal.
Provide a concise and motivating message representing your company culture at the top of the page for all to see right away. One or two lines is typically best. Make sure it accurately represents your company culture.
Demonstrate your company culture however best suits it. Some companies use written testimonials from employees. It is also highly recommended to use videos. Videos can be employee stories and comments, walkthroughs of the building, or a compilation of activities that go on throughout day-to-day operations. Photos are also very helpful. Actual photos of people and places in your company are better than stock photos. Sometimes companies also include a benefits list or FAQ page.
The best career portals keep candidates engaged throughout the application process, optimally increasing their interest.
#4. Start Screening Candidates Before They Click Submit
Your career portal can do a lot of the screening process for you, and I’m not talking about an assessment. Self-screening can make it so the candidate doesn’t even send in their application. You’re probably thinking , ”Wait. What? I thought we wanted more applications?” Of course you do, but you’d also want more compatible candidates and less time needed to screen them. This is also good for the candidate because it keeps them from wasting their time any further on a job or getting their hopes up waiting to hear about a job they wouldn’t even want.
The company culture represented on the career portal and the job descriptions can be worded in such a way to facilitate self-screening. In case you don’t know, or can’t guess, self-screening is often the process of a candidate determining for themselves that they don’t like or don’t have the skills for a job.
Self-screening can also refer to literally giving them tests or information to help them determine their aptitude or cultural fit. You could use that method too, if you like.
#5. Don’t Stop Funneling
Are you familiar with a sales funnel in marketing or on your website? This process should also be included in your career portal.
Each step of the career portal from the first page load to what the candidate receives after they hit submit are opportunities for you to increase the likelihood of more and better hires.
Start by making it flow smoothly. You don’t want anything to get in the way of the signposts leading candidates where you want them to go. Then make each page have a purpose, an important strategic point. Have a welcome page with a short, effective draw as mentioned above, and include one call-to-action leading them where you want them to go whether it’s the benefits page, jobs listing, or the application. Each page should be one strategic step that solidifies the candidate’s interest and brings them closer to being hired.
At the end, don’t just notify them that you received their application. Use that page or email to include more information or a further call-to-action, or both.
You could give them a brief description of what to expect now, such as when they might hear back from you or what the interview process is like.
Provide them with links to more company information, invitations to company walkthroughs, open-house events, or similar opportunities. Anything else relevant to your company that might deepen their interest or move them further down the hiring line would be appropriate here.
What if they didn’t complete an application? Sometimes employees will not find a job opening that is right for them or they’ll self-screen themselves out because they don’t have the skills yet. Encourage these candidates to revisit.
Place a note on the jobs listing page telling them to return regularly to see when new jobs have been added. Provide links to your social media pages and tell them you’ll be posting job news there. You might also include an email sign-up form to be notified of new job openings, workshops, or training opportunities. Some companies ask candidates who feel they’d be a great match for the company to send a resume even if they don’t currently have a job opening that fits their skills because they might discover something new they need.
#6. Create a Career Portal with Your Applicant Tracking System
Creating a career portal is much easier and faster when you do it with your applicant tracking system than when you pay someone to make one specifically for you. Many of the customization features are available in an applicant tracking system that offers this feature, so you don’t lose the excellent streamlining benefits you need to create a portal.
Recruiteze has recently released the smart career portal feature. Here is a help article on how to integrate with your career portal.
A career portal is crucial to your recruiting initiatives. Get one. Then routinely and proactively look for opportunities to improve its look, its functionality, the wording, and the strategy of each aspect of it to make sure you are baiting, catching, and re-attracting candidates.
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