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________________________
IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Special Trials and Discounts For Members
Polls and Trends
Weekly
Tip:
Methods
of Careers Site Feedback
Recruiting Bookmarks
Upcoming Conferences
Site Of The Week - TalentHook.com
Final Note
________________________
Newsletter Sponsors
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________________________
A Note From The Editor
Register
for ER EXPO 2003 West and Save $300
San Diego, CA
March 25-27, 2003
http://www.erexpo.com
Don't miss this opportunity to join hundreds of other corporate recruiting leaders from Fortune 500 companies like
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in San Diego, the leading international recruiting and workforce management conference for
recruiters, staffing directors, and other HR executives.
ER Expo 2003 West is the only international conference dedicated
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Led by a balance of leading recruiting experts and high-level
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range of recruiting and workforce management topics, including:
How to find, hire, and retain top talent as efficiently as
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* How to use metrics to improve your organization's recruiting
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* How to make the most of your applicant tracking system
* How to manage resume volume
* How to build a career website that attracts the best
* How to create a winning employer brand
* How to promote and profit from diversity in hiring
* How to lead your recruiting team to success
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________________________
Today's Recruiting News Headlines
View HR/employment
news
headlines or our Recruiting
Newswire.
Please send us with your
press releases, news items, personnel changes, etc. Click
here for submission instructions.
________________________
Featured HR/Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on JobsinRecruiting.com. To view all jobs or to register
a
career agent visit www.jobsinrecruiting.com.
Looking to hire recruiting professionals? Post your jobs on JobsinRecruiting.com.
________________________
Special Trials And Discounts For Members
Below is a list of trials and discounts that companies
have extended to our members. If you are interested in
offering a promotion/discount to our members, please contact
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5. Recruiters
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3rd Party Recruiters
Work
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Recruiters Alliance's split network to network and do
splits with other agency recruiters. Join for only $50,
normally $100 a year. Recruiters Alliance does not take
a percentage of the split. Visit www.recruitersalliance.com.
6. NicheBoards.com
Recommended
Leading Niche Boards - Get Focused, Go Niche.
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Call Center : CallCenterJobs.com
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Recruiters Network has
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________________________
Polls and Trends
Trend Watch Report
Take this month's poll located
on our home page.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
________________________
Methods
of Careers Site Feedback
By Alice Snell
The corporate Careers
website has been the keystone in the staffing strategy
of many large, Fortune 500 companies. Recruiters are
finding the Careers website to be a significant source
of candidates. Best practices for attracting, convincing
and capturing candidates are becoming widely adopted.
The focus for many companies has moved to improving and
optimizing the Careers website, within current
resources. Like any project, efforts towards
optimization of the Careers website must be made with
informed decisions based on objective data. One valuable
source of data for improving a Careers site is getting
feedback from the candidates themselves.
Gathering candidate feedback can alert you to basic
problems and issues, or it can help quantify what your
candidates actually think about the Careers site. These
are two distinct functions, calling for two different
approaches. On the one hand, it is a relatively simple
matter to allow those candidates who have experienced a
problem on your site to let you know about it. However,
if you would like answers to questions concerning
candidates’ likes and dislikes about the Careers site,
their informational needs, or related topics, a more
careful approach using good survey design and sampling
methods is required.
Feedback Mechanisms
The simplest form of candidate feedback mechanism is
an email link. Email links on Careers websites often
attract unsolicited resumes by attachment, so companies
typically include a request not to send resumes to the
feedback email address. Measures such as these will not
prevent some candidates from using the email link to ask
if a particular position is still open, whether the
candidate’s resume was received, or other general
recruiting inquiries. Though easiest to implement, an
email link on the Careers website for candidate feedback
is the least efficient. Analyzing and quantifying
feedback received by email is laboriously slow, since
each email must be read and classified according to the
type of feedback.
The feedback mechanism on a Careers website may be a
simple “suggestion-box” Web form. Comments typed
into a Web form typically are delivered to the email
inbox of someone within the company, so in this regard a
comment form is no more efficient than an email link. A
Web form, though, can include a drop-down menu with
which the candidate selects from a pre-set list of
feedback issues as a way of labeling or summarizing
comments. Guiding candidates to limit their feedback to
one of a list of predefined topics helps them to
understand and follow the intentions of the feedback
mechanism. The comments come pre-categorized, which
removes from the corporation some of the burden of
having to read and interpret the comments, in order to
classify them. However, the actual comments themselves
require interpretation, which slows down the process.
Closed-Ended vs. Open-Ended
An improvement upon a simple online suggestion-box is
to provide candidates with a feedback mechanism in which
the topics and possible responses are in large part
pre-determined. A question with the set of possible
answers predefined is known as “closed-ended.”
Closed-ended questions include multiple-choice or yes/no
responses, and answers on a numerical scale (e.g. 1 =
not at all important; 5 = extremely important). An
“open-ended” question, by contrast, is one for which
the respondent writes his or her answer in text.
Closed-ended questions are much easier to summarize than
open-ended questions, and in the end are more useful for
making decisions.
Open-ended questions do have their uses, especially
when the full list of possible answers to a question is
not known. It is a good practice to allow respondents to
answer an otherwise closed-ended question with the
open-ended “Other, Specify”. Open-ended questions
also work well for ensuring that your survey captures
all of the relevant issues, as in “Is there anything
else you would like to tell us about our Careers
site?” Never make open-ended questions mandatory.
Although open-ended questions can elicit some important
insight, they also require a lot of time and effort on
the part of the respondent.
What’s Working
iLogos Research has found that just under ten percent
of Fortune 500 companies currently provide candidates on
the Careers website with some sort of feedback
mechanism. Through feedback, you may uncover unforeseen
technical problems, unclear navigation or instructions,
or unintuitive interface design. Gathering candidate
feedback should go hand-in-hand with other forms of
Careers site monitoring, such as measuring traffic flow
patterns. By soliciting candidate feedback, you can gain
valuable insights into what is working and what is not
on the Careers website, from its most important users.
About the Author
Alice Snell (asnell@ilogos.com)
is Vice President of iLogos
Research, which analyzes best practices and
innovative staffing management technologies to provide
intelligence, strategies, financial models and
results-based consulting for large corporations, to
optimize the assignment of human capital assets. As a
leading industry analyst, Ms. Snell has authored
numerous articles and reports on recruiting technology
and staffing management issues including Trends in
Fortune 500 Careers Web Site Recruiting; Best Practices
for European 500 Career Web Site Recruiting; Perception
vs. Reality: Jobseeker Behavior Online; Best Practices
for Fortune 500 Career Web Site Recruiting; and Global
500 Web Site Recruiting Surveys.
________________________
Recruiting Bookmarks
Recruiting/HR Reports and
Research
________________________
Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
ER
Expo 2003 West March
25-27 San Diego,
CA
Save $100 by mentioning ref. code - RCN2003W
View
all upcoming conferences
->>
________________________
Site
Of The Week - TalentHook.com
Need software to find
the hidden resumes on the internet? Free
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- Search multiple job
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- Flip search companies
to find candidates who have worked or still work
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- Search newsgroups to
find resumes of candidates actively seeking
employment.
- Search universities,
colleges and trade schools to find entry level
candidates, interns or resumes of experienced
alumni.
- Scan on-line
communities to discover resumes hidden behind
personal homepages.
- X-Ray ISP's to uncover
resumes not typically indexed by the mainstream
search engines.
- X-Ray organizations
and military sites to extract passive candidates
there
Click
Here For A Free Demo!
________________________
Final Note
If you chase two rabbits,
both will escape. ~ Ancient Proverb
________________________
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