What’s the most common blunder employers make on their recruiting web pages? It’s not a lack of information.
It’s a lack of the right information for the right audience. In other words, you need ways to spark the interest of workers with various levels of experience and skill.
So break the site into two components — one for entry-level applicants, and one for more experienced candidates.
Key info for people starting their careers:
- Assignments. Young people want to know exactly what sort of things they’ll be doing — and whether they’ll have to spend five years doing grunt work before they get to do anything worthwhile. Include a general outline of the work they’d be doing, and how your promotion process works.
- Office life. Nobody wants to work in a stale, lifeless office, especially younger workers. Show how office life can be fun — from softball teams to recognition programs.
- Work/life balance. Flex scheduling and work/life balance are keys for entry-level workers. Personal time off ranks high on their list of priorities. Younger workers will be deeply interested in paid-time-off packages and non-traditional work schedules.
Key info for more experienced candidates:
- Benefits. These applicants are more likely to have families, making a solid benefits package a priority. Outline what your firm offers, emphasizing family-friendly programs.
- Challenge. Experienced people like have expertise in a specific area, so they’re probably looking to utilize and expand their potential within that skill set. How can they do that at your company?
- Community. These folks are often interested in how the company fits into the local community. If your firm’s involved in charitable projects, be sure to highlight those activities.