So it’s day four of 40+ degrees in Melbourne and we’re feeling the heat just a little! So today, I thought I’d stick with the topic of HOT and check out some hot (or in this case I’ve called them Cool!) career sites that I think you could get a little inspiration from.
Today it’s going to be more show than tell!
As I work with companies to develop their employer brands, creative collateral and authentic, engaging messages to their target candidate market, I’m always looking at who is doing what and which companies and sites stand out.
So first one of the rank is Cotton On Group. I love this career site! As a social being myself, the layout, instagram photos, general images and video content are so 2014! It provides an overview of the culture, people and offices and if you watch it and it makes you want to work there, then their job (when it comes to an engaging career site) is done!
Their brands include – Cotton On /Body/Kids, TYPO, Rubi, Factorie, TBar & Supre and looking at their career site you can see that they know their candidate target audience well. Their audience, usually retail for their many trendy brands and stores named above are younger in age for their stores (think uni students who may want to work part-time), on trend, funky and creative types across their management team.
Using an employer brand strap line – “When you start here you can go anywhere” speaks to their potential employees sense of adventure and desire to have options when it comes to where they work and what they do.
All in all a great example of an engaging and targeted career site.
Commbank careers have focused on their employees. Not just the jobs that they do but who they are. That says a lot, especially when we’re talking about a bank.
I love the images, they have their social networks connected, it’s clean, clear and easy to read and it makes me want to look around to see what else they have. In the 2nd image below it also tells me who I already know at Commbank, so that if I want to speak with someone in my network before applying then I know who I can go to – pretty cool!
Don’t underestimate a good looking website. It means that the organisation has invested in trying to make something that is attractive, engaging and informative. Obviously the content is key, but when you get onto a site like TalkTalk Careers you just want to wander around seeing what else they have, they do, they offer!
I love the infographics that they use to talk about their benefits as well as what else they offer their employees. It’s different and fun. Whilst I think there is an opportunity to add video to their site to show more about the different business divisions, I think overall the site stands out and is dynamic and engaging.
Once again having multiple ways that potential applicants can consume information is a big winner with candidates today. Some candidates like to read a lot of information, others are more visual, providing your social handles for people to follow on an ongoing basis allows you to build your employer brand with them over a period of time and ensuring that you give your career site a personal touch by showing your actual employees and not iStock images of models is critical. Career sites with standard photos can quickly turn a potential employee off as it may be interpreted as the organisation does not think employees are good enough to put front and centre when attracting new talent.
I’ve used Vend before as an example of a fun career site! One of the things I really love about the site is that it not only shows the personality of the company but when you go onto the site it has a pop up window that says “Hi! It’s Kirsti here, I’m the Head of Talent at Vend. Let me know if there’s anything I can help you with.” – now what other career site allows you to ‘chat’ with someone in the talent team or for that fact the head of talent? If there are other sites then please do let me know, I think it’s brilliant. Careers has a face once more and not just a phone number without a name or an email of Careers@company.com.au….. how personal!
They are clear about the culture, understand their target candidate audience and have provided the information needed for potential applicants to make a decision as to whether this is the right company and enviroment for them. Love it!
So just a few key take aways –
Know your candidate audience. If you hire candidates who are in sales, marketing as well as engineers or techis then think about what kind of information those different groups may want to consume. For example a technical person or analytical person may want to see reports, graphs, facts and figures. A marketing or creative type may want to view infographics and/or videos. Knowing your audience will help you to make the right decisions when it comes to updating your site.
– Provide different forms of information for your different audience members
– Make it personal. Show images and videos of your people and the environment that they work in
– Make it pretty and engaging. Be interesting and if possible unique.
– Provide multiple places that if candidates want to continue to engage with you ie: social channels, then it’s easy for them to find and follow you.
– It doesn’t have to be a massive or expensive project. Start small if you don’t have a budget and just do things bit by bit. Remember that if you do nothing, then essentially you’re just moving backwards as your competitors continue to develop their attraction strategy and collateral.
– Check out what your competitors are doing. Know where you stand and understand where you may need to put the work in to attract the right talent.
– Always be updating. Is your business the same today as it was 2 years ago? In most cases the answer will be no, yet some career sites haven’t been touched for the last 3-4 years.
– last but not least; know your audience. Know them really well so that that you can speak directly to them through your site. This is probably the most important point of all!
These are just a few tips to get you started in 2014. Remember that we expect candidates who come to interview to know all about our business and be excited and engaged to join the team, yet many times we don’t really provide them with the right information. Use the tools you have to attract and engage the right people, and have fun in the process building something that you’re proud to use.
If you have a career site that you’re proud of or know of one worth checking out, then please share it in the comments section below, I’d love to take a look and maybe add it to my list of ‘Top Career Site’ examples!
Have a fab weekend
This entry was posted in Attraction, Employer Branding, Engagement, How to, Recruitment, Sourcing and tagged candidate attraction, candidate engagement, candidate sourcing, career site development, Employer branding, examples of great career sites, recruitment, Social Recruiting, sourcing.