What Every HR Manager Needs to Know About Online Recruiting Part 1 Oct10


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What Every HR Manager Needs to Know About Online Recruiting Part 1

In this article by ADSS Global, they share about the tips that HR manager should know about Online Recruiting.

We will start with the first part about the various trends.

The full article can be viewed here. http://www.adssglobal.net/starinfo/abra/abra_q308_whitepaper.pdf

For years, large enterprises have been incorporating online recruitment methods into their talent strategies. These companies have been increasingly successful using the Internet as a primary recruiting ground, especially in attracting top-performing candidates who are actively employed in other jobs.

In order to remain competitive, now is the time for small and mid-size companies who have not yet embraced online recruiting to do so. This white paper discusses topics that HR Managers need to know to understand the growing importance of online recruitment, and to create strategies that fully utilize the Internet as a key source of highly-qualified applicants.
This paper also introduces e-recruiting software as a key tool to help your organization automate the various aspects of the recruiting process, integrate Internet resources and methods, and save money by reducing cost-per-hire and time-to-hire.

Trends in Internet Recruiting: Why You Need an Online Strategy

Today, two trends mandate the need for small and medium sized businesses to invest in the tools for a successful online recruiting strategy. The first is a demographic trend; the other is financial.

Strategic sourcing for the coming talent wars

A 2005 survey by the Aberdeen Group found that 80% of HR executives were more concerned about finding and retaining talented employees than any other strategic HR challenge. Demographic trends at work in the labor market give executives plenty to worry about. The largest generation of American workers in history is rapidly approaching retirement. As the 77 million Baby Boomers leave the workforce starting in 2011, there will not be enough workers to replace them. By some accounts, America may face a labor shortage on the order of 20% unfilled jobs by the end of this decade, with 2.6 jobs being created for every new worker entering the U.S. workforce. According to the U.S. Small Business Administration, 60%–80% of all new jobs are created by companies with less than 500 employees. This means that in the coming labor shortage, small and midsized companies will have to compete much harder for job applicants, especially the much sought-after “A” level candidates. It will be critical for HR departments to use the most effective tools in their recruiting arsenals to keep their companies competitively staffed. The Internet currently offers some of the most successful recruiting tactics available.

Part of the success of online recruiting can be attributed to the large volume of potential candidates. The overwhelming majority of Americans now regularly use the Internet. Many also look for job opportunities online. The Pew Internet & American Life Project studies the way the Internet intersects with American life. In 2000 and 2002 the organization studied use of the Internet in job hunting. In the short span of two years, the number of Internet users who reported looking for a job online jumped by 60% to more than 52 million Americans. On any given day, more than four million Americans searched for new employment online3. These numbers would likely trend even higher today, as 72% of all Americans go online, but more importantly, nearly all Generation X and Y workers (those between the ages of 21 and 41) regularly use the Internet4. According to a recent recruitment sourcing study by CareerXRoads, the Internet accounts for 29.6% of new hires, second only to employee referrals.

Making the most of your recruiting budget

A reduction in cost per hire provides the second rationale for companies to investigate online recruiting. Most HR executives face stretched budgets and resources at a time when recruiting demands are accelerating. Finding the most cost-effective methods to recruit top performers will be essential. A recent SHRM (Society for Human Resource Management) study compared the cost per hire using Internet recruiting vs. a metropolitan newspaper classified advertisement. The cost per hire for the online strategy averaged just $377 while the newspaper method cost an average of $3,295 per hire6.

First Things First: Improve Your Company’s Career Website
Each year, CareerXRoads, a staffing strategy and e-recruiting consultancy, conducts two important studies in online recruiting trends. The first examines sourcing for applicants who are hired by participating companies over a one-month period. The other study uses a fictional resume to apply for jobs at companies listed in the Forbes 100 Best Places to Work. This study seeks to understand the online job seeker’s experience. The 2004 Sources of Hire Survey provides a breakdown of the 29.6% of new hires derived from “Internet” sources. Just over half of such new hires were identified with the company Web site as their source of introduction to the company. Your company’s Web site is the most obvious place
to start improving online recruiting efforts.

In a 2005 survey conducted by CareerXroads and the Wall Street Journal’s Web site, CareerJournal.com, 85% of respondents reported visiting a corporate Web site for reasons other than job search but nevertheless looking at the company’s open positions. This is particularly interesting because this behavior is most likely associated with passive job seekers – those sought-after workers already employed at another company. Even more surprising, at least 64% subsequently applied for jobs discovered in this way8. Encouraging these “virtual walk-ins” is a good reason to include a direct link to your career page in the standard navigation presented on every page of your corporate Web site. Try to minimize the number of clicks required to reach job descriptions from the company home page.

The 2005 job seeker experience study revealed a number of best practices for company employment Web sites to help ensure top performers are left with a positive impression of your company. Consider these best practices when designing your career site:
1. Target your content to your desired audience. Are you seeking top performers? Speak to their aspirations and motivations. Seeking a diverse workforce? Tailor some content directly to women and minorities.
2. Engage your potential candidates with memorable messaging that reflects your corporate employment brand. Use engagement throughout your career site – it’s what answers the prospect’s question “why would I work here instead of another company?”
3. Inform candidates with relevant content that answers their questions about your company, your open positions and corporate culture. Content on company career pages should always describe available jobs and benefits information, but might also go further to include information on the company’s involvement in the community, local area information (for out-of-area prospects), employee testimonials, diversity issues, corporate values, career progression, and more.
4. Respect those who take the time to apply. The authors suggest the following practices to ensure your initial positive impression becomes the lasting one for future employees:

Confirm a resume or application was received and thank candidates.
Inform candidates of how the rest of the review process will proceed.
Invite candidates to check application status.
Promise to protect their privacy.
Offer a rejection when the candidate is eliminated from consideration.

The New Dot-Jobs Domain

The summer of 2005 brought an exciting new tool for online recruiters – the launch of the “.jobs” Internet domain. These URLs are available to any company wishing to create a Web site to promote job openings. Designed to eliminate scam employment Web sites and to help job seekers connect more directly with corporate Web sites, the .jobs domain is administered jointly with SHRM and each application is validated by a person. Each URL follows the same format.

Tom Embrescia, chairman of .jobs, anticipates that the .jobs domain will improve online recruiting in several ways. He explains that .jobs will “make the recruitment process simpler for companies to recruit; it will make recruiting uniform for all companies; and that means that job seekers will find the jobs faster and companies will be able to more quickly fill open positions.

Online recruitment and search engine optimization expert, Joel Cheesman believes the .jobs domain will also help companies elevate themselves in applicant job searches by providing a dedicated home page for online recruiting efforts. He notes that big search engines like Google place special emphasis on information found on the home page. But most companies barely mention careers on the home page of their corporate web sites. The .jobs domain can change that, dramatically improving where your online recruitment efforts come up in an applicant’s Web search.

To launch a .jobs Web site, visit www.employmedia.com and fill out an application for your company.

Search Engine Optimization for Increased Recruitment Traffic

According to Joel Cheesman, almost 80% of job seekers will run an online search first when they start to look for jobs. Pew Internet Project reports that nearly 60 million Americans use search engines on an average day. With those statistics, it makes sense to invest some resources in search engine optimization. This process helps to ensure that web sites are designed with superior search engine placement in mind. Studies have shown that most Internet searchers will never get to the second page of results after conducting a search. To get noticed by applicants, your company must come up in the first page of results. With more than 7 million pages added to the Internet every day, staying on top takes dedication and expertise.