In yesterday’s Advisor, we offered Gerry Crispin’s examples of great recruiting websites. Today, Crispin evaluates the visitor’s experience on your recruiting website, and we look at a program for dealing with the most basic recruiting tool of all, the essential job description.
For a good example of a company that is getting its branding and employee value proposition out front, take a look sodexo.com, says Crispin, who is a founder of CareerXroads.com, a consulting practice specializing in staffing.
Sodexo. We care about our employees in the same way that we care about our clients and we strive to provide each and every employee with a wide range of professional and personal opportunities to improve the quality of their daily lives.
Our employees are able to develop their careers both locally and globally across all of our service areas. They have the flexibility to align the pace of their career with their various life stages.
By living the Sodexo values and ethical principles, and actively fostering diversity and inclusion, our people make Sodexo a company of the future.
Here’s what you’d like candidates to be thinking when they visit your site, Crispin says:
Target —"I recognize myself when I read about who you are looking for. I feel comfortable with the attitudes, values, and interests the company expresses."
Engage—"I understand why people join your company and stay there."
Inform—"I got the information I needed to make a good decision about a career."
Respect—"I was treated with respect, regardless of my status."
Set that keyboard aside! Your job descriptions are already written. Click here to see why thousands of managers have a permanent place in their offices for BLR’s classic Job Descriptions Encyclopedia.
Ask yourself these questions, says Crispin:
- Does your website engage or enrage potential candidates who visit?
- Is the experience on your website great enough for viral marketing to occur, that is, for visitors to recommend to others that they visit the site?
Consider a Candidate Experience Survey
If you want to know more about what candidates think about your site or if you don’t seem to be getting the interest you expected, you might consider a candidate experience survey, says Crispin. Or, he says, try this: He applies under a false name—James Knee Cricket is his favorite—to his clients’ websites to see how he is treated when he visits.
In addition, he says, take a look at every page of your recruiting website every year. And while you are reviewing your recruiting program, don’t forget to review recruiting’s starting point—your job descriptions.
Are they complete? Up to date? If not—or if you’ve never even written them—you’re not alone. Thousands of companies fall short in this area.
It’s easy to understand why. Job descriptions are not simple to do—what with updating and management and legal review, especially for the ADA’s requirement of a split off of essential vs. other functions in the description. Wouldn’t it be great if they were available, already written?
Actually, they are. We have more than 700, ready to go, covering every common position in any organization, from receptionist right up to president. They are in an extremely popular BLR® program called the Job Descriptions Encyclopedia.
First created in the 1980s, the “JDE” has been continually refined and updated over time, with descriptions revised or added each time the law, technology—or the way we do business—changes.
Prewritten job descriptions in the Job Descriptions Encyclopedia now come with pay grades already attached. Click here to try the program at no cost.
Revised for the ADA, Pay Grades Updated
There was a major revision, for example, following the passage of the ADA. In fact, BLR editors reviewed every one of those 700 descriptions to ensure they were ADA-compliant.
Another, more recent enhancement was the updating of pay grades for each job, based on BLR’s extensive annual surveys of exempt and nonexempt compensation, and on other data. According to our customers, this is an enormous timesaver, enabling them to make compensation decisions even as they define the position. You can see a sample job description from the program by clicking here. (Yes, it is the one for HR manager. Pay grade: 38.)
The BLR Job Descriptions Encyclopedia also includes an extensive tutorial on setting up a complete job descriptions program, and how to encourage participation from all parts of the organization. That includes top management, the employees, and any union or other collective bargaining entity.
Quarterly Updates, No Additional Cost
Very important these days, quarterly updates are included in the program as a standard feature—key at a time of constantly changing laws and emerging technologies. We’ll send you new or revised descriptions every 90 days. And the cost is extremely reasonable, averaging less than 43 cents per job description … already written, legally reviewed, and ready to adapt or use as is.
You can evaluate BLR’s Job Descriptions Encyclopedia at no cost in your office for up to 30 days. Get more information or order the Job Descriptions Encyclopedia.
Download product sample
Download list of job descriptions included
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