Recruitment is a highly strategic activity: a failed recruitment is costly to the company, some profiles are increasingly rare and, on the other hand, a successful recruitment can boost the development of a company, a service or ‘a team. How to adopt the right reflexes when you want to (re) think the recruiter’s first tool, his career site?

The traditional recruitment methods now show their limits. The number of sites proposing job offers continues to increase and for all the recruiters agree on the fact that the quality of the applications decreases. While some strategic positions justify the expensive use of headhunting, most recruitments are not. The cost of a missed recruitment is no longer acceptable for companies as it is high: the cost of announcements, time spent managing applications, training of the newcomer, an investment made to welcome the candidate, the cost of the Recruitment agency, etc.

If in the years 2000, to pass through these sites of an announcement was indispensable, the wealth of applications, sites, and other social networks have come to change the situation in terms of recruitment. Much more than a job card, the candidate now bases his candidacy on the candidate experience that he can live and on the employer’s vision proposed to him.

The Careers section is perceived as a simple showcase, while it is the Web property that receives the most traffic! Think of it for a moment: you have the opportunity to bring a positive experience to your future colleagues, potential customers, suppliers … and thus contribute to the reputation of your brand!

The optimization for search engines (SEO) is not enough to generate the traffic needed to convert the necessary applications for a job. Promoting your career page helps you to reach out maximum best talent in your targeted job seekers.

Between generalist sites, specialized sites, professional associations, social media, aggregators, PPC, radio, printed, the list of options is long. So you need to identify the traffic sources most relevant to your targets and activate your tactics in a consistent way while measuring them.

To address your target candidate and thus stand out as an employer, here are some thoughts on what should be the career site of today.

1. Your career site should simplify the processing of your applications

This may seem obvious and yet often this aspect is insufficiently taken into account when starting a career site project. This simplification of the processing of applications must be at various levels, in particular:

· The management of a specific application:

The back office interface of the site and the features that are offered to you as a recruiter must enable you to master every step of the recruitment process. The idea here is to be able to identify very quickly at which stage of his candidacy it is a candidate and to be able just as quickly to send him the right messages or to organize the good exchanges to be able to take it to the next stage.

· The management of all applications:

So it will be interesting to privilege the interfaces allowing to have all the information “macro” on a single visual, namely:

    • Number of posts currently open
    • Number of applications and levels in the process for each application
    • Power in 1 click to contact each person in charge of different recruitments

· The management of the contents of publications of offers:

Your site should allow you to avoid as much as possible rewriting time or loss of information. It will be important to ensure that you can decouple a job offer from its publication. From the moment you post a job offer, you will potentially have to republish it one day. The tool must allow you to find in a maximum of two or three clicks the whole of the relative elements one to use. You will then be able to generate new publications very quickly.

· The management of your pool of candidates:

The pool of candidates, a utopia that pre-existed largely to digital. A profile seems interesting in terms of skills but a bit far in terms of experience? Let’s put it in the tank and we’ll get back to him in two or three years. You think so? Neither do I. The pitfall often encountered with a pool of candidates lies in the complexity of its structure and its difficulty in bringing out the right candidates for a given research. A fishpond must above all be a true digital library with drawers. It must allow you in an instant to find all the CVs that correspond, obviously to certain skills, but also to a context of the application. The live well must, therefore, be a search tool with powerful and intuitive filtering capabilities. To be feasible, this implies that your career site has an automatic CV matching tool that you receive. And it is this aspect that many solutions have gaps.

Because your career site will allow you to save time in terms of ergonomics and digital use, you will be able to concentrate on the candidate experience proposal you offer.

2. Your career site must offer customized experience (s)

Candidates today adopt the same behavior as any consumer and seek to apply as intuitively and simply as possible.

It is this aspect that led us to our research, at 1min30, to conclude a partnership with a career site solution: Digital Recruiter. Thus we offer our candidates various possibilities throughout their application:

· The application in 1 click:

We know the user wants to go more quickly in his navigation and favors simple actions. A 1-click application option via the use of a Linkedin feed can, therefore, be a good solution to encourage the switch to the application form

· The first round of simple information request:

Are you looking for candidates for this or that position? Do not make them flee by asking them dozens and dozens of details! Some key information should be enough to start a recruitment process

· An additional information tailor-made in a second time:

Of the 50 applications you have received, only a few pass the first dam and you now want to know more about the person and validate some technical knowledge. 2 possibilities are available to you:

    • The first, you plan a time of exchange with each of the candidates and accept the risk of waste of time
    • The second, your career site allows you to address questions elaborated upstream and that allow you, in the form of the open question, closed question, MCQ or calendar indications to score your candidates. You are free to determine whether a score is eliminatory or not.

· Better manage all the answers to applications:

Your career site must allow you to prepare your answers beforehand, but also to simplify as much as possible the number of clicks necessary to address a response. If there is nothing more frustrating for a recruiter to lose too much time refusing applications it is very bad in terms of employer image not to take the time necessary to meet all those who have made the move ‘nomination.

Digital at the recruitment area is not there to replace the action of the recruiter but to give him the simplifications necessary so that he can concentrate on his main task: to imagine candidate courses and experiences.

3. Your career site should speak to you and enhance the environment of your posts

It is common to find a list of values or a set of HR statistics (number of employees, diversity commitment, nationalities, etc.) on the career sites of large companies. If this is a good start, it may not be enough to convince potential candidates. Why? For what will interest a candidate in the foreground is his future specific working environment: with whom will he work? In what conditions? What is the working environment? Are the company’s values reflected in its future team? If so how are they declined? So many questions that the recruiter cannot answer without appealing to the recruiting operationalize.

Also, a page dedicated to the company and its employee positioning is an excellent start. You will be able to insert various contents such as video presentation of the director, company values, expectations of employees in the company (this will be a good opportunity to link these expectations with the values of the and so on.

Why not also give the operational recruiter a chance to speak? Why not go into a deeper personalization by putting pictures of the future team of the hired or the place of execution of his work for example? It becomes necessary to be able to easily administer certain elements of the career site or more precisely the offer of the position open to the teams at which the position is opened. It is, therefore, necessary that the tool you use allows you to simply create entities within the career site and for which it will be possible to open the administration of these entities.