<PRESENTATION TITLE><br /><sub title><br />Client Information Session<br />Creating Exceptional Career Centres<br />Rachel Kerr<br />Head of Product Development<br />Debbie Peacock<br />Senior eLearning Designer<br />
Intro<br />Career Centre overview<br />Ineffective Career Centres<br />Exceptional Career Centres<br />Tips ‘n’ tricks<br />
What are Career Centres?<br />Customisable, online pages<br />Display your logos, images, branding and colours<br />Linked to your website<br />Create up to 10 linked (or unlinked) pages<br />List current and future opportunities<br />Add a search function<br />
Ineffective Career Centres<br />Hard to find<br />Information overload<br />Unattractive<br />Jobs too hard to find<br />No vacancies<br />Arduous or vague application process<br />
Exceptional Career Centres<br />Easy to find<br />Reflect your brand and language<br />Short, sharp info<br />Visually pleasing<br />Search function<br />Links to more info<br />Always has vacancies<br />Fast, professional, easy application process<br />Gather quality info quickly and easily<br />
Conclusion<br />Create an exceptional career centre<br />Easy to find<br />Great design and branding<br />Easy to access, search and apply<br />Put the link everywhere<br />Passively source 24/7 <br />Source quality applicants effectively<br />More information:<br />Career Centre Quick Guide<br />Career Centre Search Function: Site Update<br />Other Quick Guides<br />
Next session (Quarter 1)<br />Creating exceptional application forms<br />Meaningful questions<br />Capturing applicant source<br />Creating and using templates<br />Screening applicants<br />Scoring applicants<br />Applicant care and management<br />
<PRESENTATION TITLE><br /><sub title><br />Thank you!<br />We’d love to hear your feedback<br />Rachel Kerr<br />Head of Product Development<br />Debbie Peacock<br />Senior eLearning Designer<br />
Hinweis der Redaktion
DEB – Hi and thanks for coming along today.In this session, as well as the new career centre search function, we’ll look at the options available for creating your own job pages via the Onetest system, and what makes a Career page ineffective vs what makes them exceptional, along with some great examples of pages built via the system... Followed by some strategies you can use to make your own pages exceptional and some tips and tricks for effective talent sourcing via the Onetest system.
As most of you know, your Onetest system offers an integrated Career Centre builder – at no extra cost - that allows you to quickly, easily create your own online pages without any web development experience, incorporating your your logos, images, branding and colours – and then add the link to your organisation’s website.You can create as few or as many pages as you need – from a single page listing all vacancies, to a set of up to 10 pages – some listing vacancies for different business units or locations, others providing information about your recruitment process.Each page can list current vacancies, as well as future opportunities, so that you can be passively sourcing applicants for future positions 24/7.And now – if your page contains a lot of vacancies, you can now add a search function, so that jobseekers can easily pinpoint and apply for the most suitable positions for them.
So – what makes a Career Centre exceptional? It’s easy to identify what doesn’t work:Pages that are hard to find – so people looking for job information have to hunt through the website with a fine tooth comb to find itPages with way too much text or information to be easily absorbed Pages that look plain ugly Jobs that aren’t able to be seen easily Pages that say ‘no vacancies’ – if there’s nothing there when a good applicant looks the first time, they’re not likely to come back And a difficult or vague application process – so they’re might be asked to just email a blanket resume and application letter, or print out a form. All of that means that you get unqualified applications coming in on an ad hoc basis – and you have to process them all manually.
An exceptional Career Centre avoids those pitfalls by: Being easy to find on your homepage – one or two clicks and they’re there Is consistent with your brand, language and style Has succinct, easy to absorb information Looks good with sharp, appealing images and layout Allows jobseekers to search for jobs that suit them, instead of having to trawl through all vacancies Provides more info if needed via links, not on the page This one is hugely important – it never says ‘no vacancies’!! So people who are interested in working for you are never turned away Providing a quick, easy, professional application process – so people can apply straight away – and you can ask for the information you require to identify the best people easily.
So – let’s have a look at some of the exceptional Career Centres. These pages are created by system users via the Onetest system – so you don’t need to rely on your IT team or to know complicated coding. You can create the pages yourself and then manage and update them yourself whenever you need to.
Onetest: easy to find – just one click away
Vibrant and colourfulin line with branding (but logo doesn’t need to be the same as your standard logo)interactive with links to further information – you can even include links to videosimages/testimonials – why it’s good to work for usIntelligent and immediate – people can view info about jobs and apply straight away – quick and easy application process
You an also embed a Youtube video at the top or – as in this example – the bottom of your page – which can be a great way to provide more info about your organisation and, of course, appeal to the younger demographic.We’ll be adding instructions for this to the system shortly – if you’d like to add one in the meantime, let us know and we’ll help you out.
One of our clients, Metcash, has created a series of pages via the Onetest system: bright and appealing with short, sharp information.
Links out to further pages created via the Onetest system, all with the same design elements. This page simply provides information about working for Metcash – no vacancy info at all.
Moving back to the main page, all current positions for each of Metcash’s 4 business pillars, corporate positions and future opportunities are listed further down the page. or you can click on the logos to view vacancies for that business pillar.
The pages for each business pillar have appealing images – very appealing in this case - brief info and then vacancies listed below.
Village Roadshow have created their own meta page themselves (i.e. not via the Onetest system) that’s well designed and very visually appealing.... Then each image links out to a unique Onetest career centre for that business unit.
This is the page for Warner Village theme parks - the image at the top of the screen is actually animated – you can also use animated gifs in your pages.
Then, vacancies for each theme park are grouped together – and then, importantly, there’s a future opportunities section at the bottom of the page – so they’re always collecting applications.The application form asks applicants to nominate the type of work they’re looking for, which parks they’re interested in working in, what qualifications or skills they have and so on – so the employer can easily identify appropriate people when a new vacancy arises and reduce their reliance on advertising.
And last but not least, one of my personal favourites – Godfrey’s have simply used a different colour scheme and a vibrant image to really lift the page. Also an excellent example of branding for a particular demographic.
As you can see, they’ve also used different images at the top of each page – we’ll look at how to do that shortly.
Creating exceptional Career Centres via the Onetest system is simple. You can add graphics and choose an appropriate colour scheme for your page. You can also, as Metcash does, create multiple pages and link them together – or link to existing pages on your website, as well as documents and email addresses – and link out to videos about your organisation.And now – you can also add a search function.
So – how does the search function work? There are 2 basic search types available and you can use one or both.You can add a keyword search – based on the position title, summary info and keywords you specify– and you can also add a category search – so jobseekers can select industry groups, role types, locations and so on and find suitable positions.Let’s take a look at how you can set it up in the system.
You can access the Career Centre builder by clicking the ‘Career Centres’ button (if you don’t have this button, let us know and we’ll organise it for you). Firstly, at the top of the screen, you can view and print a quick guide that provides step by step instructions for building your own pages.When you’re creating your Career Centre (or editing an existing one) you can add any image that has a web address to the top and the bottom of your pages by clicking the button and adding the link. You can also change the colour and style of text and check your spelling!You can load a different banner image for each page you create by uploading it.If you want to change the colour scheme on the page (and for your online application forms and assessments), you can do that via the profile – just go to the workspace setup section.
As Metcash do, you can create a set of pages with some displaying vacancies and some not. To create an information only page, just untick the ‘no vacancies’ box – which means that the ‘there are currently no vacanices’ message won’t appear if there are no jobs listed - and don’t add any sections to your page. The search function is now available to add to each page you create or already have. By default, it’s disabled – so it won’t be added to any of your existing pages until you turn it on. To add the keyword search, simply enable it. Category searches are based on position demographics. These are additional information, drop down questions you can ask for each position you set up in your system, for example department, state or location and they’re set up in the profile section of your workspace. All of the demographics you use that have answer options will be available to add to your search function. In this instance, I’ve chosen to add the department, state and employment type demographics – but the cost code is internal so not appropriate – so I won’t use it. Last but not least – you can choose whether the page is expanded or contracted by default on your Career page. Once it’s set up, view a preview.
The Search function appears on the screen below the top text and above the sections listing vacancies – and will be expanded or collapsed by default depending on your settings.So now, rather than trawling through a large list of vacancies, jobseekers can very simply and easily pinpoint the vacancies that suit them best.
Each of your Career Centres has a unique web address, which you give to your web developers to place on your organisation’s website – but you don’t need to stop there! You can create a Career Centre for internal vacancies only and make the web address private, so that only people in your network can access it. Our Client Services team can help you set this up.Placing the link in adverts, stationery, on social networking sites and so on can really increase your visibility to top applicants. You can also add it to your email signature, place it on business cards and if you have stores, make it easily available to customers. You can place it anywhere you want – to make really it easy for people to find and apply for jobs with your company.
We mentioned earlier keeping the shopfront open 24/7 by including a ‘future opportunities’ or ‘register your interest’ section on your Career Centres. This means that when you need to recruit for a role, you can save time and money by looking to your talent pool first. It also gives you a great advantage over your competitors – you have the details of qualified people interested in working for your organisation and you can provide a positive experience and enhance your brand by communicating with them frequently.So – what’s the best way to capture information about your talent pool? We recommend setting up good future opportunities application forms – if, for example, you’re frequently recruiting for accountant roles, and are always looking for people who are chartered accountants, with experience in MYOB and who have worked in the property sector, you can set up a form that asks about people’s qualifications, skills and experience. Then, to manage your talent pool...
We strongly recommend using jobseeker tags. If you’re not already familiar with these, they’re icons you set up in the Profile of your Onetest system to identify applicant attributes (and you can also view and print a quick guide to help you use them) – for example, you might have icons that identify chartered accountants, speakers of a particular language, preferred locations, skill sets and so on. You can also have ‘do not hire’ or ‘unsuccessful interview’ icons – so you can also identify people who aren’t suitable, and exclude them from your searches.
Then - you can then assign these tags to applicants, candidates and jobseekers, and they will stay with them throughout the system – even if they’re moved to other positions or apply for a different role.
Then, when you’re ready to recruit, search your talent pool via the Jobseeker function in your workspace for the appropriate skill set, and eliminate the people with attributes you don’t want.
...for the appropriate skill set, and eliminate the people with attributes you don’t want. It’s a fast, easy, effective way to find and then communicate with qualified people without having to go to market each time – and you can even save your searches and run them whenever you need to.
and you can even save your searches and run them whenever you need to.
We’ve looked at creating exceptional Career Centres for your website and collecting a talent pool – but the sourcing options offered by the system go even further. You can post and manage adverts to the major Australian job boards via your system, which saves you having to log in and out of each job board. Monster is now also available if you recruit in the US or Canada.If you use recruitment agencies, you can regain control of the recruiter relationship and request that all referrals come into your Onetest system via the optional Recruiter portal add-on. This feature allows you to notify nominated recruiters when you have suitable vacancies, then the agency recruiter adds their applicants straight to your system – no receiving applications via email, and no data entry for you. All referred applicants are clearly marked in the system and the referring agency is blind copied on emails sent from the system.To source further afield, you can also, as we’ve mentioned, place your Career Centre link anywhere you like. When you’re recruiting for a specific position, you can place the link for each application form in newspaper ads, on posters, flyers and university job boards (particularly for graduate recruitment exercises) on your organisation’s intranet, and send it to interested people – so everyone who applies for the job is coming through the Onetest application form and you can screen them accordiningly... And you won’t be getting ad hoc applications from all over the place.You can also use the Career Centre or application form links on social networking sites including facebook, twitter and linked in to invite top applicants to apply. We’re interested in hearing your thoughts about social networking as a sourcing or checking tool – so if you have any comments or questions, please feel free to stick around at the end of the session.
To conclude – it’s easy to build build exceptional Career centres that promote your brand and allow you to save time and money by passively sourcing quality applicants 24/7 via your Onetest system. Not only that – you can also post online ads, collect referrals, and source via social networking sites.Everyone who applies lands automatically in your Onetest system and can be screened, managed and communicated with from one platform – saving you time and money and improving the quality of your applicants and processes.If you’d like more information, there’s a Quick Guide – a 2 page, step by step guide - for creating Career Centres - available in the Career Centre section of your system. If you’re interested in just adding a search function to your existing pages, there’s also a site update – available via the help menu in your workspace. We’ll send you a copy of each of these to you after today’s session. You’ll also find a number of other Quick Guides available throughout your system, for example for jobseeker tagging, adding scores to application forms and other useful functions. These are all also available in the Learning Centre of your workspace – just click the button at the bottom left of the screen.
Before we go, we’d like to announce the next Information Session we’ll be holding next quarter: in line with a new function that will allow you to create, save and re-use your own application form templates, we’d like to take a look at how to create really effective application forms:That use meaningful questions to capture the information you need and save you time manually reviewing applicationsCapturing the source of applicants so you can easily identify the most successful sourcing strategies, and also capture employee referralsHow to use the new template function (available early next quarter) to create a set of highly effective application forms and re-use them whenever you need How to screen your applicants quickly to identify who meets your criteria and use scores to find out how well they meet your criteriaAnd some tips and tricks for best practice applicant care and management.We’d love to see you there!
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