Tag Archives: hrtech

10 Steps to a Super Usable Career Site

Super Usable Career Site

It is possible to have a dynamic career site that attracts high quality applicants, while reducing the time to fill.  The below strategies will give you a jump start in making a super usable career site.

Be Accommodating

Design the web site for multiple browsers, for mobile, ipad and for plain text readers.

Show Your True Colors

Leverage your corporate brand and decorate your career site with colors, logos and wording that reflects your culture.

Make it Easy to Apply Now

Put a link to your career site on the company’s home page.  Reduce the number of clicks needed to get to a list of active jobs.  Make the apply now button stand out.

Provide Clear and Relevant Job Information

Write easy to understand job titles and descriptions.  Provide information applicants will need to know about the job up-front so they can either become enthusiastic about how well they fit the criteria, or self-select out at the beginning of the process.

Outline Expectations

Once the applicant clicks on the Apply Now button, provide information on how long the process will take, what information is needed, and what the next steps in the hiring process are.

Collect Only What You Need

Put your thinking cap on and figure out exactly what information will need to be collected during the initial application to make a decision to move the applicant ot the next step of the hiring process. Don’t collect info that is needed three steps down the road.  Use a phase 2 application for additional information needed later.

Keep Forms Small

Usability studies show that “short term memory famously holds only about 7 chunks of information, and these fade from your brain in about 20 seconds” (Jakob Nielson, “Short Term Memory and Web Usability.”  Keep forms short so that the applicant’s mind doesn’t wander or get overwhelmed.

Give Progress Updates

Provide progress meters during the online application.  After the application is complete, provide status updates to the applicant via emails and online portals.

Follow-Up Often

Leverage auto-emails to stay in touch.  Let applicants know when they are no longer being considered.

Build a Relationship

Hook applicants up with social media.  Make your career site sticky by providing fresh content via a blog or youtube channel.

Follow these 10 strategies and watch your candidate pool increase in quality.  Stay tuned for more in-depth blogs outlining how to accomplish each of the above.

Sneak Preview of New Mobile Job Application

Next week myStaffingPro is releasing a new mobile job application. I thought I’d share a sneak preview of the new technology. When released, hundreds of organizations will immediately give their applicants the gift of a mobile friendly career site.

Designers and developers were given three goals for this application:

  • High usability
  • Integrated employment branding
  • Robust online application functionality

 The career site, accessed directly from the employer’s corporate web site, launches with a career search page that looks and feels like an app, and showcases the employer’s brand:

Designed for “fat fingers”, applicants can select a job with just one touch:

Social networking tools are embedded into each job posting. Information the applicant actually cares about is presented in a simple layout:

Only minimal information is requested in easy to use form fields (again, with the small screen in mind):

Full prescreening functionality supported – customized to each job:

The applicant is given the opportunity,via an email in his inbox, to attach additional documents, like a resume and/or cover letter, to the application by using his personal computer.

I’ve seen a lot of hype out there about mobile applications. Many companies are just tweaking the width of their web site and calling that “mobile.” To create a truly mobile experience, developers need to take the time to design and develop an application that is easy to use on a small screen, contains only the information that is important to the user, and has the look and feel mobile users have become accustomed to. If you’ve created a mobile web site you’re proud of, please let me know! I’d be very interested to take a look at it, and maybe even highlight it on my blog.

Use Your ATS Like a Resume Database? Not Good.

Traditional applicant tracking systems slap software against the old file cabinets of resumes, so instead of a metal file cabinet, you’ve got an electronic file cabinet.  Problem is, you’re still spending time sifting and sorting electronic resumes – time wasters, and not very effective at finding quality candidates.

What your applicant tracking system should be doing, is presenting you with the best candidates for the position, and automating the hiring process.  Here’s a good example of how that is done.

Old way:  The company has a Mechanical Engineer opening.   The hiring manager emails HR the job request.  HR adds the job to the ATS, then searches through the ATS, and potentially external resume databases, for resumes with the words “mechanical engineer”, “IT engineer”, or whatever synonyms she can come up with.  The recruiter reviews each resume and wonders if that person from 6 months ago is still looking for a job.   She emails the candidates she finds and asks them if they are interested in applying.  Meanwhile, she pays to post the job to CareerBuilder & Monster, and gets a flood of resumes to manually review in that pretty electronic database.

New way:  The ATS provides hiring managers with an easy to use portal for creating a new job opening.  The portal automatically submits the job for approval to the appropriate people.  After approved, HR gets a notice that a new job opening is in the ATS.  HR reviews the job opening and with one click posts it to the company’s corporate web site and to free job boards.  One more click, and the recruiter sends emails to candidates who have previously expressed interest in that category of job, within that location, inviting them to apply online.  The next day, the recruiter logs in to find 50 new candidates.  Out of the 50, 30 of them have passed the pre-qualifying questions that screened out basic criteria based on the job  (minimum age, work visa, degree requirements, etc).  The other 20 she can ignore.  She quickly reviews the 30, who’ve answered questions specific to the job requirements, and submitted a resume, and clicks a checkbox next to each one she wants to submit to the hiring manager for review.   She clicks a button to send the checked applicants to the hiring manager, with a brief message.  The hiring manager gets an email with the new applicants, clicks a link to log into his portal to enter his feedback, and indicates which candidates to interview.  The system auto-emails the selected candidates an interview invitation.  And that’s only to the point of interview.  There’s a lot more I could talk about after that point.

Sound great?  Sound like an efficient use of technology?  It is.  We’ve designed our applicant tracking system that way at myStaffingPro.  But it’s not common, and I rarely hear HR departments encouraged to truly automate their processes.  I challenge you to see what you can do when you stop using your ATS like a resume database.