There are countless ways that potential candidates can learn about your organization in 2015. From reading about your company online, to networking with current or past employees, there is almost an unlimited amount of opportunities for candidates to learn as much as possible about your organization. In a recent e-book from LinkedIn, some of the most popular places that candidates look for opportunities were explored.
From company websites to online to professional networks, candidates are looking in more places to learn more about job opportunities, get recommendations about places to work, and find referrals for a job opening. Your talent acquisition team should be ready to target potential candidates at any avenue they may be looking. With so many places that potential candidates can look, it can seem daunting. But if you know where your potential candidates are looking, your talent acquisition team can strategize by focusing in those areas.
Below are three of the key areas that a candidate learns about an organization, as identified by LinkedIn, and FurstPerson’s advice on how your talent acquisition team can start building strategies in those areas:
- Word of Mouth: Candidates speaking with past or present employees at an organization is still the most popular way for them to learn about a job, with 65% of candidates saying that they hear about job opportunities or companies from conversation. If you want to target candidates through word of mouth, an employee referral program is an excellent way to start building positivity in this channel. Not only will your employees be more likely to sell your company, they’ll also likely help get the candidate to apply.
- Job Boards: LinkedIn noted that candidates will learn about a company and job opportunities through internet job boards almost as much as through word of mouth at 62%. With the increase in importance of mobile devices, it’s no surprise that more candidates are accessing the internet and using job boards to find opportunities than ever before. A good strategy to targeting job boards isn’t to focus on just the large ones, but more specialized ones as well. Job boards are becoming more targeted by industry, so – for example – if you’re hiring in the healthcare industry, consider looking at some prominent healthcare specific job boards in addition to the broader ones.
- Company Websites: Although it may not be the first stop that most candidates make when learning about your organization, sooner or later a candidate will want to visit your company site. There are two things you should prepare for when they do – make sure that the application process is an easy one to navigate should they visit your careers page, and make sure your website is mobile optimized. Google’s new mobile algorithm will impact how quickly candidates can find your website, and even beyond that you’ll want to make sure you’re giving your candidates a good experience when they visit your website – and that means ensuring it’s optimized for mobile based platforms.
Your candidates are constantly active, and some might even say very creative, in the ways they'll learn about your organization. But even with new technology, you can easily keep up with candidates and make sure that they'll be excited when they learn about new opportunities at your organization.
For more information on talent acquisition strategies, download our e-book on five talent acquisition commandments below.
Topics: Talent Selection Ideas