Where and how candidates are evaluating you

By February 17, 2016 Hiring & Recruiting
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If your organization doesn’t have a career site, you should really get one. If you want to attract talent, that is.

This is one piece of valuable information – of which there are several – in the latest Talent Board North American Candidate Experience Research Report.

Career sites continuously prove to be the most valuable channel for candidates researching an employer, for all five generations and for both men and women, says the report. Career sites comes in above social media channels and employee review sites such as Glassdoor.

“Candidates are twice as likely to go to a career site as they are to visit LinkedIn and three times as likely as they are to visit review sites such as Glassdoor. For this reason, it is important for employers to build trust and to be transparent on their career sites. If this is the first stop, the information should be relevant and accurate.”
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Be up to date and ensure that your website showcases what a great workplace yours is and communicates why this is so.

What to communicate, exactly? Turns out the first thing people are interested in are you company values.

“When asked to identify the most valuable marketing content, company values (42 percent), products and services information (37 percent) and employee testimonials (35 percent) topped the list. (Although for the Silent Generation and Baby Boomers products and services information topped the list.) [Candidates] want to know that a company shares similar values and objectives and also, that employees are happy and motivated in their jobs. Candidates are also interested in answers to why people want to work at this organization (31 percent) and answers to why they want to leave (24 percent). Additionally, it is interesting to note that only 22 percent of candidates are concerned with the financial information of an employer. The company culture and employee morale trump organizational performance.”

 

Interestingly, while 74 percent of candidates find the job description valuable, less than half of candidates find salary information, benefits information, and the candidate profile valuable.

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Does this mean we care more about meaning than money? Maybe. Make sure that your values are front and centre on your website. If you’re wondering how to communicate them, in this article on Entrepreneur, founder of Proactive Talent and former Head of Global Recruiting at Glassdoor suggests the following:

“Rather than simply listing corporate values, be creative and share stories that demonstrate those values put in action. For instance, post brief interviews with current employees sharing examples of how the company’s team celebrates successes together or exactly how it is a family-friendly workplace.”

 

To read the full Talent Board report, download it here.

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