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It is better
to not be on
the web than
to be on and
not know why

John Sumser

Reality
is more
complex
than
it seems.
John Gall






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First Steps
(June 16, 2004) - Candidates should be treated like people. Seems simple enough. Surprisingly, the question we get most often is, "How can we do that?"

The first steps are pretty obvious: 

  • acknowledging receipt of an application, 
  • avoiding postings that say little or insult the intelligence, 
  • eliminating out of date postings,
  • monitoring an application against open opportunities, 
  • staying in touch with relevant information, 
  • letting the candidate know when their application is going to be flushed from the system,
  • having a privacy policy,
  • providing material that is interesting to candidates,
  • eliminating unnecessary 'clicks',
  • making sure the website runs quickly,
  • offering suggestions to those who most likely are never going to be working for you,
  • describing the hiring process (how long, what's involved),
  • illuminating the culture with profiles of successful members of the workforce,
  • addressing known PR problems (Here at Enron, we have a renewed emphasis on ethics),
  • having a clear and compelling message,
  • eliminating things that waste a candidate's time,
  • providing ways for candidates to build their networks,
  • and so on.

Getting today's website right can be the beginning of a new era for the recruiting function in your company. 

- John Sumser


CareerJournal.com has the Answers

Please review the following options:

CareerJournal.com, The Wall Street Journal's executive career site helps you attract a wide range of seasoned, talented executives, managers and professionals.

CareerJournal.com attracts 600,000+ unique visitors each month who can't be found anywhere else online.

They're experienced, well-educated and visiting our site because they're career savvy, not because they're actively job hunting--which makes them the best passive salaried candidates you'll find. In addition, 19% of these high-level candidates are African American, Hispanic or Asian, and 33% are women.

We offer a range of cost-effective methods for posting jobs and searching our resume database.

For more information call or email Alex Baxter (alex.baxter@dowjones.com)

iCIMS


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Materials written by John Sumser © TwoColorHat. All Rights Reserved.
Mill Valley, CA 94941
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