These days, social media and aggregators — like Google for Jobs and Indeed — often send candidates right to the job description page. As a result, they may have limited knowledge of your employer brand, company culture or the career and advancement opportunities at play.
We can’t overstate the importance of a career website — it’s a central hub for reinforcing your employer brand. Yet, when it comes to applying for jobs, candidates may not head to your home page first. If the candidate initially lands on the job description page, it has to be as robust – and engaging – as possible. It’s important you provide them with all the information they need upfront so they can make an informed decision, but it needs to be done in an easily digestible, inviting way that takes a top-down approach.
What’s in your shopping cart?
I’ll admit it: I love online shopping, especially Amazon. When that smiling brown box arrives, I’m usually all smiles, too! Maybe it’s because I’m almost always satisfied with the purchase I’ve made: I know its features, color, weight, and dimensions. Just as important, I’ve done my homework reading the description carefully as well as reviews from other customers - because we’ve all had that bad experience when you don’t! And occasionally, I even end up buying something that wasn’t originally on my radar because the site recommended an alternative that’s an even better fit.
By the time I’m ready to checkout and hit the order button, I feel confident in my choice. That’s because my online shopping experience was quick, relevant, informative, easy - and tailored specifically to me.
In my last blog, I covered the benefits of a strong EVP and employer brand, and how they provide the foundation for what you want to say to your target audience. Now, let’s delve into leveraging these assets - and digital technology - to deliver a great candidate experience.
As I’ve mentioned before, research has shown that organizations that invest in a strong candidate experience improve their quality of hires by 70%. Still, many haven’t completely thought through the employee experience and who owns it.
Digital transformation has forever changed the consumer landscape. The world of talent acquisition has changed, too. Your candidates (the potential “consumers” of your career opportunity) now expect an experience that’s akin to ordering an Uber or shopping on Amazon. If your TA team isn’t actively thinking about the candidate experience - and marketing it like a product or service - it’s probably time to rethink your approach.
Digital Content Producer. Senior Data Warehouse Manager. Financial Analyst. Virtualization Engineer. Sales Manager.
If you think these are featured jobs at a hot tech startup in Silicon Valley, think again.
Believe it or not, these jobs are in healthcare.
That’s right. These jobs are currently available at two healthcare clients I work with: Northwell Health in New York, and UCLA Health in Los Angeles. These clients – like many others in healthcare – are defining what it means to recruit highly qualified employees in very non-traditional areas.
The landscape and meaning of the term “healthcare employer” is transforming in terms of its scope and complexity. In order to align with rapidly shifting business objectives, positions in software development, data security, marketing, and finance (and many others) are falling increasingly into the “critical to fill” category traditionally reserved for roles involving patient care. This challenges healthcare providers to address a growing demand for top talent in non-clinical roles.