Your Firms’ Web Page Stinks! (Here Are Some Ideas on How To Assessing Your Firms’ Career/Jobs Page)

Use this check list to assess whether your jobs web page is up to current (and future) standards! Don’t be surprised when it fails the test because most web pages are just “paper” ads that have been reproduced on the web. Emerging web pages will differ dramatically from current ones. Look toward the future if you expect to be world class and to beat the competition! GOALS OF A COMPANY’S JOBS PAGE:

  1. Gets qualified people to visit
  2. Gets non-job seekers to visit regularly
  3. Easy to use and navigate through
  4. Gets job seekers to visit regularly
  5. Educates and excites visitors about the job/company/ culture
  6. It is unique enough to get written up in the media and to win awards
  7. Gets qualified people to provide us with basic information about them
  8. Builds our brand (product and employment)
  9. Builds a longer term relationship with top performers
  10. Gets qualified people to apply
  11. Discourages the unqualified
  12. Focuses on top performers and key jobs
  13. At least partially assesses the candidate
  14. Hires top performers fast
  15. Gets others to refer their friends

WHAT’S WRONG WITH MOST CORPORATE “JOBS” PAGES?

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  1. Focused only on “active” job seekers
  2. No features to cause “someday you will work here” people to continually visit
  3. One way information flow without instant (mass customized) feedback to the visitor
  4. Are not fun to visit (no WOW’s)
  5. Doesn’t show them that “people like me” work there
  6. No realistic job and culture preview
  7. No (self) assessment tool
  8. Requires a current resume
  9. No Q&A feature
  10. Doesn’t measure satisfaction
  11. No become a “friend” of xyw permission marketing to allow us to continually push information and build a relationship with them
  12. Slow to load, too much text, no easy find/search

GENERAL CATEGORIES/ELEMENTS IN A WORLD CLASS “JOBS” PAGE

  1. Focused only on “active” job seekers
  2. One way information flow without instant (mass customized) feedback to the visitor
  3. It is “the talked about” site
  4. It is responsive to your needs
  5. No features to cause “someday you will work here” people to continually visit
  6. It helps the visitor to get to know the company and its culture (no realistic job and culture preview)
  7. It helps the visitor get to know your manager/team
  8. It helps you know your job
  9. Doesn’t show them that “people like me” work there
  10. Are not fun to visit (no wow’s)
  11. Answer guy site
  12. It unobtrusively gathers information about you (mini application)
  13. Become a “friend” of xyw permission marketing to allow us to continually push information and build a continuous relationship
  14. Requires a current resume
  15. No (self) assessment tool
  16. No Q&A feature
  17. Doesn’t measure satisfaction
  18. Web technology features
  19. Emerging technologies for web pages
  20. Learning and information features for web pages

Dr. John Sullivan, professor, author, corporate speaker, and advisor, is an internationally known HR thought-leader from the Silicon Valley who specializes in providing bold and high-business-impact talent management solutions.

He’s a prolific author with over 900 articles and 10 books covering all areas of talent management. He has written over a dozen white papers, conducted over 50 webinars, dozens of workshops, and he has been featured in over 35 videos. He is an engaging corporate speaker who has excited audiences at over 300 corporations/ organizations in 30 countries on all six continents. His ideas have appeared in every major business source including the Wall Street Journal, Fortune, BusinessWeek, Fast Company, CFO, Inc., NY Times, SmartMoney, USA Today, HBR, and the Financial Times. In addition, he writes for the WSJ Experts column. He has been interviewed on CNN and the CBS and ABC nightly news, NPR, as well many local TV and radio outlets. Fast Company called him the "Michael Jordan of Hiring," Staffing.org called him “the father of HR metrics,” and SHRM called him “One of the industry's most respected strategists." He was selected among HR’s “Top 10 Leading Thinkers” and he was ranked No. 8 among the top 25 online influencers in talent management. He served as the Chief Talent Officer of Agilent Technologies, the HP spinoff with 43,000 employees, and he was the CEO of the Business Development Center, a minority business consulting firm in Bakersfield, California. He is currently a Professor of Management at San Francisco State (1982 – present). His articles can be found all over the Internet and on his popular website www.drjohnsullivan.com and on staging.ere.net. He lives in Pacifica, California.

 

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