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Career sites continue to be cited as a central influencing medium
for talent. It’s the first place candidates go when their interest
is peaked and it’s the hub for getting candidates into your
recruitment process, a pivotal moment in candidate cultivation.
And yet, many hospitals and health systems seem to take a “set it
and forget it” approach to their career site.
Healthcare Talent
Attraction: Don’t Lose
Them at Your Site
great career site
not only attracts talent, it
works to build a longer term
relationship with them. We
believe that a great career
site also gives employers
something more: a true
competitive advantage.
In today’s consumer-
driven, fragmented
communications
environment, a truly
excellent career page
delivers on many fronts.
Is your career site working
to keep candidates engaged
while moving them into
your recruitment process?
If you are seeing candidate
drop-off then it might be
time to roll up your sleeves.
AA L O O K I N S I D E SEVEN CAREER SITE BEST
PRACTICES
MORE GREAT REASONS
TO WORK ON YOUR
CAREER PAGE
A FEW SIMPLE
IMPROVEMENTS WILL
GO A LONG WAY
DavidGroup.com Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 1
Seven Career Site Best Practices
While there are many ways to make your
career site a great candidate experience,
here are seven of our favorite best-practices
to consider.
1. Put your culture front and center
Culture, mission and values connect with
candidates, particularly those who are not
yet fully active in their job search. Passive
candidates who are just beginning to
look around will be swayed to another
organization if they feel a better culture fit.
2. Make your jobs searchable within
your career site
A searchable career site is a core component
of high-performing career sites. It allows
candidates to find jobs that are most relevant
to them. More and more, candidates expect
to be able to search by job category, location
and/or keyword.
3. Showcase urgent jobs and mine
the list
Focusing on urgent jobs will direct the right
talent to the right job and will help you focus
on those jobs that are most urgent to you.
Make sure that these jobs are clearly promoted
using techniques like positioning on the
page, color or a symbol. Once you separate
these jobs from the others, separate out the
applicants too. This allows you to have a
distinct list of candidates that will be your
go-to file when you have to recruit for the
job again.
4. Provide easy navigation to and
from corporate page
Candidates will naturally flow between your
career site and your corporate site. They
are looking for more information as well as
validating their interest in you as a potential
employer. Make sure that they can easily
traverse between the two sites without having
to “backspace” their way to and from your
career page. Unnecessary pop-up pages and
overly convoluted navigation will frustrate
candidates and discourage them from
applying.
5. Align career site with corporate site
and social media
Now that you have candidates easily
navigating between your career site and
corporate site, key messages, content and
design need to be aligned. And, you will
also need to integrate and align social sites
like Facebook, LinkedIn, YouTube and others.
Consistency of presentation and messaging
are important ways to ensure that your
candidates receive your employer branded
messages wherever they are..
Healthcare Talent Attraction: Don’t Lose Them at Your Site
Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 2DavidGroup.com
More Great Reasons
to Work on Your
Career Page:
Sourcing Pool
A career site – one
that includes a talent
community – will
increase your pool of
candidates which will
lower sourcing costs.
Higher Quality
Candidates
Career sites that include
both job posting
“amplifiers” and simple
assessment tools deliver
and qualify higher
quality candidates.
Getting the right talent
the first time reduces
rehiring costs.
6. Create a talent
community for
high-powered
recruitment
performance
Focusing on talent
communities is the next
evolution of your career
site. A true candidate
community approach not
only means capturing
candidate profiles in a
database, it ties into the
very threads of what
makes up a community:
interaction. Use your career site to connect
your recruiters with candidates, employees
and other stakeholders. And, let them connect
with you and each other. For example, use
share technology to allow candidates to share
your jobs on Facebook and reward employees
who do the same.
7. Engage
Finally, it’s important to be engaging. You’ll
want to create an experience that rewards
candidates for visiting, registering in your
talent community and applying for your jobs.
Providing an engaging experience is one way
to reward them for their time. Videos as well
as recruiting-based gamification are examples
of ways to engage candidates. Also, being
accessible and responsive to candidates is an
easy way to not only engage candidates; it will
most likely set you apart from your
talent competitors.
We think that competition for healthcare talent
is tough and it’s only going to get tougher as
talent shortages persist. You work hard to find
and attract talent; don’t lose them at your site.
Fortunately, a few simple improvements will
go a long way to cultivating and acquiring the
talent you need.
Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 3
Healthcare Talent Attraction: Don’t Lose Them at Your Site
DavidGroup.com
The David Group is a leader in healthcare recruitment advertising, marketing and communications.
We work with clients to help them find, attract, engage and keep talent. Our services include advertising,
marketing, digital, employer brand and talent technology.
We know what works.
Another Great
Reason to Work on
Your Career Page:
Powerful Presence
and Accelerated
Momentum
Integrating a career
site with multiple
social media sites in a
seamless and employer
branded way not only
creates a powerful
presence, it accelerates
momentum as an
employer of choice.
Career sites are about
engage
candidates
developing a community

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Healthcare Talent: Don't Lose Them at Your Site

  • 1. Career sites continue to be cited as a central influencing medium for talent. It’s the first place candidates go when their interest is peaked and it’s the hub for getting candidates into your recruitment process, a pivotal moment in candidate cultivation. And yet, many hospitals and health systems seem to take a “set it and forget it” approach to their career site. Healthcare Talent Attraction: Don’t Lose Them at Your Site great career site not only attracts talent, it works to build a longer term relationship with them. We believe that a great career site also gives employers something more: a true competitive advantage. In today’s consumer- driven, fragmented communications environment, a truly excellent career page delivers on many fronts. Is your career site working to keep candidates engaged while moving them into your recruitment process? If you are seeing candidate drop-off then it might be time to roll up your sleeves. AA L O O K I N S I D E SEVEN CAREER SITE BEST PRACTICES MORE GREAT REASONS TO WORK ON YOUR CAREER PAGE A FEW SIMPLE IMPROVEMENTS WILL GO A LONG WAY DavidGroup.com Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 1
  • 2. Seven Career Site Best Practices While there are many ways to make your career site a great candidate experience, here are seven of our favorite best-practices to consider. 1. Put your culture front and center Culture, mission and values connect with candidates, particularly those who are not yet fully active in their job search. Passive candidates who are just beginning to look around will be swayed to another organization if they feel a better culture fit. 2. Make your jobs searchable within your career site A searchable career site is a core component of high-performing career sites. It allows candidates to find jobs that are most relevant to them. More and more, candidates expect to be able to search by job category, location and/or keyword. 3. Showcase urgent jobs and mine the list Focusing on urgent jobs will direct the right talent to the right job and will help you focus on those jobs that are most urgent to you. Make sure that these jobs are clearly promoted using techniques like positioning on the page, color or a symbol. Once you separate these jobs from the others, separate out the applicants too. This allows you to have a distinct list of candidates that will be your go-to file when you have to recruit for the job again. 4. Provide easy navigation to and from corporate page Candidates will naturally flow between your career site and your corporate site. They are looking for more information as well as validating their interest in you as a potential employer. Make sure that they can easily traverse between the two sites without having to “backspace” their way to and from your career page. Unnecessary pop-up pages and overly convoluted navigation will frustrate candidates and discourage them from applying. 5. Align career site with corporate site and social media Now that you have candidates easily navigating between your career site and corporate site, key messages, content and design need to be aligned. And, you will also need to integrate and align social sites like Facebook, LinkedIn, YouTube and others. Consistency of presentation and messaging are important ways to ensure that your candidates receive your employer branded messages wherever they are.. Healthcare Talent Attraction: Don’t Lose Them at Your Site Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 2DavidGroup.com More Great Reasons to Work on Your Career Page: Sourcing Pool A career site – one that includes a talent community – will increase your pool of candidates which will lower sourcing costs. Higher Quality Candidates Career sites that include both job posting “amplifiers” and simple assessment tools deliver and qualify higher quality candidates. Getting the right talent the first time reduces rehiring costs.
  • 3. 6. Create a talent community for high-powered recruitment performance Focusing on talent communities is the next evolution of your career site. A true candidate community approach not only means capturing candidate profiles in a database, it ties into the very threads of what makes up a community: interaction. Use your career site to connect your recruiters with candidates, employees and other stakeholders. And, let them connect with you and each other. For example, use share technology to allow candidates to share your jobs on Facebook and reward employees who do the same. 7. Engage Finally, it’s important to be engaging. You’ll want to create an experience that rewards candidates for visiting, registering in your talent community and applying for your jobs. Providing an engaging experience is one way to reward them for their time. Videos as well as recruiting-based gamification are examples of ways to engage candidates. Also, being accessible and responsive to candidates is an easy way to not only engage candidates; it will most likely set you apart from your talent competitors. We think that competition for healthcare talent is tough and it’s only going to get tougher as talent shortages persist. You work hard to find and attract talent; don’t lose them at your site. Fortunately, a few simple improvements will go a long way to cultivating and acquiring the talent you need. Advertising | Marketing | Digital | Employer Brand | Talent Technology | ©2014 | Page 3 Healthcare Talent Attraction: Don’t Lose Them at Your Site DavidGroup.com The David Group is a leader in healthcare recruitment advertising, marketing and communications. We work with clients to help them find, attract, engage and keep talent. Our services include advertising, marketing, digital, employer brand and talent technology. We know what works. Another Great Reason to Work on Your Career Page: Powerful Presence and Accelerated Momentum Integrating a career site with multiple social media sites in a seamless and employer branded way not only creates a powerful presence, it accelerates momentum as an employer of choice. Career sites are about engage candidates developing a community