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IN THIS ISSUE
Newsletter Sponsors
A Note from the Editor
Today's Recruiting News Headlines
Featured Recruiting Jobs
Weekly
Article:
9
Improvements to Your Corporate Web Site: Get Clicking!
Special Trials and Discounts
Recruiting
Polls and Trends
Layoffs and Downsizing
Report
Recruiting Essential Bookmarks
Upcoming Conferences
Site Of The Week:
SemCo Enterprises, Inc.
Final Note - On The Lighter Side
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Newsletter Sponsors
1.
RecruitingJobs.com
Post a 60 day job posting ad on RecruitingJobs.com for $75. (Save $25% off
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A Note From The Editor
A recent Motley Fool article reported
on newspaper circulation. (see
actually article) The article cited, The
Newspaper Association of America has just reported that
of 813 papers surveyed, the average daily circulation is
up by 0.02% over last 6 months.
Below are the top papers, based on circulation, and
their daily circulation percentage change over the last
6 months.
1) USA Today, circ. 2,246,996 (+0.07%)
2) The Wall Street Journal, circ. 2,091,062
(+16.1%*)
3) The New York Times, circ. 1,118,565 (+0.5%)
4) The Los Angeles Times, circ. 955,211 (-1.1%)
5) The Washington Post, circ. 732,872 (-1.9%)
6) The New York Daily News, circ. 729,124 (+2.1%)
7) The New York Post, circ. 652,426 (+10.6%)
8) The Chicago Tribune, circ. 613,509 (flat)
9) Newsday (Long Island, N.Y.), circ. 580,069
(+0.2%)
10) The Houston Chronicle, circ. 553,018 (+0.2%)
The story uncovers that the circulation numbers can
be skewed as some papers are starting to count their
online subscribers. For example, The Wall Street
Journal's big gain is due to its counting of nearly
300,000 online subscribers. Removing those readers
leaves circulation basically flat.
While daily circulation rose slightly, the average
Sunday circulation continues to fall. Over the last six
months, Sunday circulation based on data from 648
newspapers, fell 0.04%.
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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.
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Featured Recruiting
Jobs
This section highlights
several recruiting related positions recently posted on
Recruiting Jobs. To view all jobs or to register
for a career agent
click here.
Looking to hire
recruiting professionals? Post a 60 day job
posting ad on RecruitingJobs.com for $75. (Save $25% off
first posting...mention discount when registering)
Register
to post >>
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Weekly Article
9
Improvements to Your Corporate Web Site: Get Clicking!
By Davis Advertising
1. Put your navigation button on the home page
It’s not unusual to find the employment pages of a
company’s Web site hidden. If that applies to your
company, just keep this in mind…people just don’t have
patience any longer. Studies of Internet usage show that
after two or three click-throughs, if the user has not
located the information they’re looking for, they leave
the site and go on to something else. So, you can see
how important it is to have a button right on the home
page of your site for careers.
2. Make it easy to navigate
Like number one, this is also under the heading of the
KISS philosophy. People get easily frustrated when
surfing the net. Make certain job seekers don’t give up
before you grab their interest…or even their resume.
Here’s an example. One of the nation’s most savvy
technology companies developed a beautiful Web site for
human resources. It had all the bells and whistles.
Flash animation. Fun graphics. But there was one
problem. People had to wait too long for things to load.
So, a company with the in-house capability of blowing
you away with a breathtaking employment site, went back
to the basics.
3. Keep it visually consistent with your corporate
site
Moving within the corporate site to view employment
pages should look seamless. After all, corporations
spend a great deal of money to develop an image. You can
benefit by that. And don’t think you are tied down to
using your corporate Web developer. Davis Advertising
has been involved in creating many sites for human
resources that mirror the corporate image. As a matter
of fact, many Web developers appreciate our insight into
the specific needs of human resources.
4. Include company culture information
Although the job listings and response mechanism are
both of utmost importance to your section of the Web
site, don’t forget many people need to be convinced that
your company is a great place to work. You have to sell
candidates on your specific advantages. Davis
Advertising suggests that you cover this information in
a company culture section. This will give your prospect
an idea of exactly what it’s like to work for your
company, what opportunities exist for career development
beyond the current opening, and what they can expect in
terms of the spirit that is within the company.
5. Detail your benefits
There’s a debate brewing on this subject. Do you list
all of your benefits so that the candidates are fully
informed or just reveal the highlights of your benefits
portfolio? We think there’s a downside to telling all.
Many of the benefits can get boring for the job seeker
and are even expected. Additionally, you might not want
your competition to know every little detail about your
company’s package. So we suggest weeding out the obvious
and making certain the candidates don’t miss the unique,
attractive benefits – those that will make them take
action. You might even consider adding some testimonials
from current employees about the benefits they like the
most.
6. Direct readers from other media to your Web
site for details
The beauty of the Internet is that cost does not limit
your ability to give as much information as possible to
viewers. In fact, you can save money on other
alternatives by directing them to your site for more
details. For example, refer to your Web site for more
information about the job description and requirements.
That will save a bundle on your budget and not at all
affect response. We feel so strongly about this, that it
was one of our recommendations in last month’s HR Quick
Tips – 7 Ways to Save Money. (#4). Click here to see
more.
7. Put your job openings in a searchable database
Okay. So you have the prospect zooming through your site
and now it comes time to grab them with the ideal
opening. But how long does it take to search for the
position of their dreams? Are there too many openings to
sift through? Will they give up and move on before they
find the right career fit? If you have a significant
number of openings, you need a searchable database. It’s
quicker for the candidate. And it could come in handy if
you want to list all of your openings on a site offering
database wrapping. Here’s how that works…for a small
fee, the site will search your corporate database for
openings and automatically post them to their site. No
extra work on your part…and all of your openings are
included.
8. Include an online application option
Speaking of automation, you should also allow candidates
to apply online. Individuals, who are online in search
of a job, want to complete their search by applying
right from the site. An e-mail link for those who have a
resume is a good start. But even better would be to
include a resume builder. The information could go into
a searchable database to be used for current and future
recruitment sourcing. The resume builder is a
particularly good idea for those companies with openings
to be filled by those who may not already have a resume.
Retail. Customer Service. Part-time positions. The
easier it is to apply, the greater potential you have to
capture more responses.
9. Choose a URL exclusively for HR
Davis Advertising believes the recruitment information
should be a part of your corporate Web site. But
remember the theory about Internet users…time is of the
essence as they surf the Web. So, an address that takes
them directly to the human resources section of the
corporate site has its advantages. Let them spend their
first click or two reading information about a career at
your company, rather than merely searching for the
section. It’s easy and inexpensive. And you don’t have
to dwell on creating a clever address. If you’re XYZ
Company, simply call it XYZcareers.com.
About the Author
Davis Advertising is a
full service recruitment advertising agency. More
information at
www.davisadv.com.
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Special Trials And Discounts
Below is a partial list of trials and discounts that companies
have extended to our readers.
Click here for full list. If your company is interested in
offering a promotion/discount, please contact
us.
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If you use corporate
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They have directories for many industries, like
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Recruiters Network has
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Recruiting Polls and Trends
Trend
Watch:
Fully
three-quarters of Fortune 500 companies offer one click to
apply functionality.
Trend Watch is sponsored
and provided by iLogos,
a division of Recruitsoft.
Click
here for a complete archive.
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Layoffs and Downsizing
Report - NEW
Recruiters Network has added
a layoff and downsizing report section to its
newsletter. This section can be a great leads source for
candidates.
More information on how to use this section here.
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Recruiting Essential Bookmarks
Recruiting
Associations
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Upcoming Seminars &
Conferences
Click here for schedules for upcoming conferences and
seminars.
Recruiting Conference and Expo
Tactics for Today --
Strategies for Tomorrow
Learn
from and interact with recruiters from some of America's global business
leaders.
Mention Recruiters Network when registering for
early bird discounts.
View
all upcoming conferences
->>
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Site Of The Week
SemCo Enterprises, Inc.
– Training solutions to demystify IT
If IT
makes you feel as if you don’t know what you’re doing,
SemCo is your one-stop resource for technical
knowledge. IT has a large and confusing vocabulary -
our
seminars/web-based training will help you with the
basics of computer terminology.
SemCo
has been developing training solutions and computer
terminology products for over fifteen years and is the
nationally acclaimed authority in this field. Discounts
available when you mention Recruiters Network.
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Final Note - On The
Lighter Side
Ever wonder who shares
the same birthday as you?
Check out
Famous
Birthdays.com
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