9 valuable tips to save money on online recruitment

Tired of always having to call in expensive recruitment agencies? Improve your corporate recruitment website and bring in your own candidates. Jungle Rating provides you with 9 valuable tips that will save you money.

Your corporate website is a relatively inexpensive medium to recruit new employees as you transfer the selection process to your own website. By following our tips and learning from the best practices, you will enhance the quality of online reactions to your vacancies.

Visualise your information

Recruitment websites or sections are still rather text-oriented. So do not expect your informative texts to come across optimally. The new generation of internet users is fully accustomed to image and sound on the web. They hardly read anymore and expect an expressive and visualised experience. Therefore, make your message more appealing.

Visualisation helps you to better express your company culture and contributes to a better employer image. You literally show your company.

TIPS
1.    Add plenty of illustrating images
2.    Make use of video (if added value is clear). See our article: Benefits of using video for online recruitment
3.    Consider an online interactive test or game. The gamer will be educated about your company in a fun and interactive way

EXAMPLES

 
Reed Elsevier: Videos of employees on different relevant themes


 
Google: Appealing links and exciting videos

Offer more than just vacancies

Of course, many of your website visitors will be heading for the vacancies. However, this does not mean that offering a vacancies database suffices. You are targeting at the perfect candidate for your company and you will have to convince him. Obviously, you will explain why the candidate should choose for your company. But he will also need some practical assurance before going through the vacancies.

TIPS
4.    Explain (or visualise!) the application process. How many rounds are there? What is the average time span? With whom are the interviews? How to prepare?
5.    Ensure the candidate’s privacy. He is about to send you his details and resume. Explain how you will use his details and emphasise that no third party will ever see them.
6.    Add a link to your company’s benefits. And by this we do not just mean salary. Also mention fringe benefits, such as: flex working, work-life balance, insurances, parental leave, sport clubs, childcare, etc.

EXAMPLES

 
Total visualises its application process in 5 steps


 
Novozymes: detailed benefits per country on salary, holidays, parental leave, flex time, etc.

Respond! Respond! Respond!

Dutch research (Digitaal-Werven) revealed shocking news in December 2007. The researchers performed a test and applied to over a hundred companies. Over 50% of the companies did NOT answer the applicant at all! Think of the damage this does to your reputation. And what if a job candidate also is your (potential) customer? This can actually damage your sales.

TIPS
Make sure to always respond to applicants in a timely manner:
1.    If you are not able to respond immediately, then send an (automatic) reply after receiving the application:

•  Thank the candidate for his application, preferably personalised
• Mention the title of the vacancy
• Indicate when you will let the applicant know whether he is invited to the next round
• Provide contact details

2.    Inform the candidates who are invited to the next round within max. 2 weeks
3.    Do no forget to also inform the rejected candidates