Using Your Company Website as a Recruiting Tool
Created: 2017-02-13 09:00:00
Almost every business with a website maintains a section listing which jobs they have available, and encouraging job seekers to upload their details. Can this be an effective way of attracting top talent?
Mass Market Websites and Recruitment Agencies The conventional methods of hiring leave much to be desired: a thousand or more resumes end up chasing every available position, many seemingly submitted at random. Recruitment agencies, who are supposed to whittle this number down to a manageable level, often seem to add no value at all despite charging high fees. There are certainly exceptions to this rule, but many HR departments simply have to swallow their disappointment because no better system is available.
Advertising on Your Own Website In an ideal world, you would only receive half a dozen applications, all of which were suitable and one of which was perfect. The general attitude seems to be that finding the best possible candidate is a kind of lottery, where every CV received corresponds to buying another ticket. Given the well-known fact that many of these “tickets” have no chance of being a winner, and the inadequacies of the traditional interview process, it might be time to actually discourage unsuitable candidates from applying. Every job is not for everyone, and being honest about any drawbacks will prevent a “square peg, round hole” situation which benefits nobody.
On your website, you can encourage suitable personalities to apply by emphasizing your company's values and culture. Assuming that your company has a reputation as a good place to work, the page has a responsive web design, and especially if current and former employees are willing to refer acquaintances, you'll gradually build up a database of candidates for future vacancies.
There's no need to post a generic job description such as “PHP developer needed in Bridgend”, which will only result in every unemployed programmer in the country mailing a resume to you. Instead, advertise the position as “PHP developer with secondary specialization in either web design or software development models needed. It's usually an easy job, but some weeks you'll be expected to work 70 hours or more. No possibility whatsoever of being promoted, but there's a generous training budget.”
Some might say that this sounds unprofessional, but actually it's just unconventional. With a few keystrokes, you've eliminated several applicants who might have the technical qualifications, but are unsuitable in other ways.