Tips for Building Employment-Related Websites
Net Assets newsletter
Candidate Voice offers a presentation to employers on how to improve their sites, centering on respecting the candidate’s time, dignity, and privacy. Here, excerpted by permission, are their fifteen suggestions to improve employment Website etiquette so as to better respect the candidates who visit:
1) Perform a comprehensive accessibility analysis. Make your offerings available to the legally blind and other ADA categories.
2) If you hire non-English speaking people, make translations available.
3) Create an employment-specific privacy policy.
4) Create a Data Disposition Policy. Tell people when you are going to purge the database. Tell them what happens to their personal information.
5) Add an “E-Mail-A-Friend” capability. This allows people to look for a job on your site without upsetting their boss. It’s a privacy feature.
6) Always acknowledge the receipt of an application. Automated processes are sufficient. Not doing so is rude.
7) Delete administrative details from job descriptions. Leaving them in makes you look lazy.
8) Make the job search function easy to find. Make it no more than two clicks away from the company home page.
9) Help people understand whether or not they’ll fit in. Make the culture section useful.
10) Give clear and meaningful benefits information…the details and an easy way to understand them.
11) Write job descriptions in exciting and compelling plain language. Check their readability. College graduates read at the 9th Grade Level.
12) Don’t bombard candidates with unsolicited email. They’ll think your company sells “herbal Viagra.”
13) Always explain the value that you both get when you ask for information. Say Please and Thank-you.
14) Treat visitors like decision makers who need information. Taking a new job is a bigger decision than buying a house.
15) Help people understand when they won’t fit in. It saves them time and improves your database quality.
These tips are also valuable for Workforce agencies, or anyone who builds an employment-related Web site.
Articles
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- Improving Candidate Quality
- Sourcing 101
- Sourcing Candidates Well
- Tips for Building Employment-Related Websites
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Interviewing Basics
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- 5 Keys to Successful Hiring
- 7 Tips for Successful Phone Interviews
- Behavioral Interviewing Basics
- Contrary Evidence Questions
- Interview Questions: Do's and Don'ts
- Interviewing Opening and Closing Remarks
- Interviews: Common Weaknesses
- Mistakes Amateur Interviewers Make
- Phone Screen Interview Mistakes
- Probing Techniques Explained
- Screening Interviewing: Top 10 Red Flags
- Strengthen the Validity of Your Interviews
- Telephone Interviews: Basics
- Ten Bad Listening Habits of Interviewers
- Types of Interviews
- Typical Probes and Follow up Questions
- What Do Interviewers Need to Know to be Effective?
Interviewing Best Practices
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- A Closer Look at Behavior-Based Interviewing
- Advantages / Disadvantages of Interviewing
- Applying Core Competencies to Selection Interviews
- Are You Really a Behavior-Based Interviewer?
- Assessing Speaking and Listening Skills
- Best Practices in Interviewing Candidates
- Deadly Interview Mistakes
- Death by Interview
- Ensure Hiring Success in Every Situation
- Executive Assessment Should Be Mandatory
- Generational Interviewing
- Hiring Interview + Strategic Applicant Management
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- How to Interview a Top Performer
- Improve your Interviewing Techniques
- Interview Questions to Assess Soft Skills
- Interviewing for Ethics
- Interviewing Millennials
- Interviewing: Business or Psychology
- Metrics Interview
- Peeling Back the Onion
- The Positives of Panel Interviews
- Time for Candidate Advocacy?
- Tips for Conducting Successful Interviews
- Two Critical Interviewing Questions
Laws & Documentation
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- At Will Employment Release
- Avoid Negligent Hiring Mistakes
- Employee Referral Program Metrics
- Fair Labor Standards Act Information
- Four Interview Questions Never to Ask
- Giving Employee References
- Hiring Compliance Guidelines
- Hiring for Small Business
- Interviewing People with Disabilities
- Job Denial Letter
- Legal Issues in Interviewing
- Minimize Employment Risks: Document
- SAMPLE Employment Policy
- SAMPLE Letter: Educational Records Check
- SAMPLE Letter: Reference Check
- Ten Safe Hiring Tools
- What is Negligent Hiring
Line Manager / Recruiting Partnership
- Defending Candidates to Hiring Managers
- Interlocking Core Competency Interviews
- Internal Application Process
- Making Internships Work for You
- Making the Case for Behavioral Interviewing
- Non-Traditional Merit Pay Alternatives
- OFCCP Definition of an Internet Applicant
- Why Managers Shouldn't Do Most Hiring
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Post-Interview
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- Brand-Building on a Budget
- Build a First-Rate Hiring Process
- Closing the Deal
- Compensation Plans: An Overview
- Conducting an Exit Interview
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- Interview Process Problems
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- Linking Pay to Company Performance
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- Succession Planning: Identifying Top Performers
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- Blind Man's Bluff
- Decision, Decisions: Choosing the Better Applicant
- Detecting Deceit in Interviews
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- Suspend Judgment Until the Interview is Over
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- College Recruiting Essentials
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- Discouraging Low Quality Applicants
- Don't Hold Too Many Interviews
- Job Descriptions: Why are they Important?
- New Strategies for Screening Job Candidates
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Recruiting Best Practices
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- BPR.......for Recruiters!
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- Cloud Recruiting
- Evaluate Your Capture Strategy
- Hiring Best Practices
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- How to Find and Keep Valued Employees
- Ignorance and the Human Condition
- Onboarding Success Secrets
- Secrets to Non-Profit Hiring
- Selecting Top Management Talent
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- Skills Based Recruiting: When, not How
- Smart Choices: How to Hire the Best
- Strategy for Hiring the Best This Year
- The Uses and Misuses of Personality Tests
- Top 10 Employee Selection Mistakes & Solutions
- Treat Candidates with the Carbon Rule