#TalentAttraction #Tuesday – COMPANY WEBSITES NEGATIVELY IMPACT TOP TALENT ATTRACTION
Executives rarely spend time on their organization’s website. What is the point? They are busy. They approved the website – and now it is running. Marketing has done their job – and done it well. Sort of.
How Do The “Careers” Pages Drive Top Talent Away?
Consider the Candidate Experience. Companies measure their client/customer experience regularly. How often do they measure their Top Talent Attraction experience? Rarely, if at all.
Too often companies and organizations become complacent with processes that appear to be working smoothly, only to discover years later those processes were undermining their profitability.
I challenge you to look at your website’s “Careers” page from this perspective:
- Does your organization’s Careers page force Top Talent to complete an application prior to applying? If so, the Top Performers leave immediately. Since the early 2000s, companies have conditioned candidates that despite putting in 20 to 30 minutes completing the application, the only reply they will receive is the requisite thank you or no thank you.
- Are your candidates required to click on your website more than once to find a list of open positions? If so, marketing statistics demonstrate that 50% of the remaining balance leave after Every Click. Who do you feel leaves first? Top Talent. Who is there at the end? Desperate Candidates.
Are desperate candidates the ones your company wants to hire? My guess is “NO”.
How Does This Happen?
Consider who is in control of the Careers pages. Generally, Human Resource Professionals are the ones responsible for the Careers pages. Makes sense! Talent Acquisition reports through them.
Of the 12 Human Resource topics on the Society For Human Resource Management (SHRM) website, only one is a SALES Process – Talent Acquisition (and that title sounds administrative). The balance is administrative processes: Compensation, Benefits, Employee Relations, etc.
Typically, do Human Resource departments hire administrative staff or Sales Staff? Most will hire administrative staff so they have a place to promote them in their organization.
What focus does the Human Resource staff put on Talent Acquisition? Screen OUT candidates using keyword searches on resumes. One client’s HR Coordinator told me that Business Developers are not sales professionals. Hmmm, not good. These are the people retrieving the “Best Candidates.”
How Do We Solve This Problem?
Attracting Top Talent is a solvable problem.
The first step is to change the attitude of the people responsible for the Attraction of Top Talent to a Sales Attitude. There are Excellent Corporate Recruiters. Unfortunately in many companies, their efforts are torpedoed by passive-aggressive actions of the administrators in Human Resources who do not realize Talent Attraction is a Sales Process.
The second step is to understand the importance of a job description that is spot on. My recommendation? Require the 3 month, 6 month, 9 month, and 12 month goals from the managers in the job descriptions. Why? Once a recruiter has those goals in their hands, they know exactly what skills and experience are required to be successful the first year. Guess what? The candidates who are Top Talent LOVE to see those goals! Far too often, they go down the rabbit hole too far before they realize the manager has no clue of their expectations for even the first 3 months.
The third step is to make it easy for Top Talent to simply submit their resume. Until there is a conversation where there is a mutual interest, there is no point to waste memory and candidate time on an application.
Once you have completed these three steps, your organization is on the way to create the Top Talent Attraction foundation.
If you would like a conversation on how to ATTRACT talent instead of using an Applicant Tracking System or HRIS to screen them out, we should chat. Call me directly at 435-714-4425 (mountain).
I am available to consult with your company to improve your Top Talent Attraction strategy. Attracting and integrating Top Talent gives your company an industry edge. The process is worth the effort by improving productivity, innovation, and profitability – Look at Google, Tesla, SpaceX, and Apple. Retaining Top Talent keeps your industry knowledge inside your company – instead of with the competition.
The RecruiterGuy.com Top Talent Attraction business model is my differentiator. I focus on one client at a time and charge a flat monthly fee. This model enables me to attract new talent to your organization while identifying and suggesting improvements to your company’s Talent Attraction process, including Manager Interview Training. https://recruiterguy.com/
Learn how I coach my Career Transition Clients in my most recent book – Employee 5.0: Secrets Of A Successful Job Search In The New World Order http://amzn.to/2D9w39f My book includes an appendix with action verbs and sample interview questions.
I help organizations Recruit, Onboard, Actuate, and Retain Top Talent.
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Bill Humbert is available for Speaking, Talent Attraction Consulting, and Training contracts.
Bill@RecruiterGuy.com 435-714-4425
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USA 01-435-714-4425 Bill@RecruiterGuy.com
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