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Getting the Most out of - Talenteria
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Your Career Site in 2021 www.talenteria.com Step-by-step PLAYBOOK with examples & templates Getting the Most out of
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Transcript of Getting the Most out of - Talenteria
Your CareerSite in 2021
www.talenteria.comStep-by-step PLAYBOOK
with examples & templates
Getting the Most out of
What'sin?
Setting the Goals
Mapping the Candidate Journey
Briefing a Definition of Done
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3
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S.M.A.R.T. goals for career siteWorksheet & Examples
Candidate journey exampleCandidate journey template
Ultimate career site feature listMoodboard exampleCreative brief template
Select Career SiteObjective
Step 1
Step 2
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Increase theNumber ofQualified
Candidates
EnhanceEmployer
BrandAwareness
Complete S.M.A.R.TWorksheet
EnhanceCandidateExperience
ReduceHiring Cost
ImproveWorkflow*
*e.g. reduce time on hire
S.M.A.R.T Example
Increase thenumber of qualifiedapplicants
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S
M
R
T
A
Criteria Objective Status
SpecificWhat do we want to
accomplish?
Increase the number of monthlyqualified applicants by 20%.
MeasurableHow will we know it is
accomplished?
AttainableIs this goal realistic?
RelevantDoes it match our business
needs?
TimelyWhen will this goal be
accomplished?
Application volume will be measured on a monthly basisvia the Lever ATS and compared to the results
generated through the old website.
Employee stories together with career developmentprogram promotion videos will help us attract the right
applicants.
Yes. Increasing the volume of quality applicants will helpmeet the company's sales objectives for the year.
Within six months of the site’s launch.
S
M
R
T
A
Criteria Objective Status
SpecificWhat do we want to
accomplish?
Improve candidate experience by 50%(to achieve a 90% approval rating).
MeasurableHow will we know it is
accomplished?
AttainableIs this goal realistic?
RelevantDoes it match our business
needs?
TimelyWhen will this goal be
accomplished?
Conversion rate from career site visitor to applicant < 50%;completed applications < 70%.
Yes. By applying research findings, candidate feedback, andusability testing, a user-centric career site will significantly improve
the candidate experience.
Yes. By improving the functionality of vacancy search,application forms, and live chat setup, we will decrease
hiring costs and uplift team efficiency.
An improved candidate experienceshould be seen almost immediately after
the site's launch.
S
M
R
T
A
Criteria Objective Status
SpecificWhat do we want to
accomplish?
Improve top-of-mind employer brandawareness by 10%.
MeasurableHow will we know it is
accomplished?
AttainableIs this goal realistic?
RelevantDoes it match our business
needs?
TimelyWhen will this goal be
accomplished?
Surveys conducted prior to and 6 months after deployment of thenew career site will determine improvements to the brand
perception (awareness) and the effectiveness of the career site’smarketing and recruiter supporting role
Yes, by effectively communicating the company culture andmission and establishing credibility with learning and developmentprograms, we're going to position the company as a top employer.
Yes, as it supports leadership’s vision for theorganization's image and growth.
Within six months of the site’s launch.
Action Items
Define the stages of a candidate journey
Define candidate personas
Fill out needs, activities, expectations, etc.
Open to changeSearch for jobsApply for jobsResearch employersAttend interviewsConsider offersAccept offerStart job
1.2.3.4.5.6.7.8.
Stages Example
1
2
3
Common Job Titles
Experience & degrees
Candidate Persona. SampleIt's a profile representing an ideal candidate whomyou're trying to hire for specific job
Technical
Recruiter
"Fire starter"
Skills & Interests
Common Pain Points
“Must Haves” in Job
“Nice to Haves” in Job
Job Search Behavior
Online Behavior
Communication
Candidate Manager, Cognitive Recruitment Assistant,Hiring Manager, Head of Active Sourcing, RecruitmentManager, Talent Recruiter.
3 or more years of experience in technicalrecruitment;at least a bachelor's degree in a relevant field(Communications, Psychology, or Sociology)
Communication, ATS, CRM, and MS Office 365proficiency; knowledge of the technology industry
Profile Job Preferences
- Outdated tech-stack/product; - Stagnant, no more room to learn andgrow
- Earn a higher salary and more rewards- Lead a team with more responsibility- Work on cool products with a good tech stack
- Culture/team fit, leadership that empowers- “Silicon Valley Perks”- Cool industry/customers believe in the mission
Behaviors
- Seek referrals from a close network- Set up job alerts- Answer some inbound recruiters
- For work: Recruiting BrainFood- For personal: Instagram, Snapchat, Reddit- For networking: Meet-ups, LinkedIn, AngelList
- Contact: text preferred; - Screen: video conference- Interview: in-person to scope out team/office
Common Job Titles
Experience & degrees
Skills & Interests
Common Pain Points
“Must Haves” in Job
“Nice to Haves” in Job
Job Search Behavior
Online Behavior
Communication
Job Title
+
Back Side of
Visit Card
Candidate Persona. Template
Profile Job Preferences Behaviors
SearchOpen to change Research Apply
Applicant Journey Map. Example
Needs
Activities
Expectations
Questions
Touchpoints
Content
Career progression;Additional compensation;Flexible working hours;Corporate culture alignment;
Clear job description;Company cultural values;Save time on searching;
Easy to apply UX;Understanding of next steps;Confidance;
Visiting resume writing services;Updating Linkedin profile;Updating status on social media;Talking to peers;
Visiting job boards;Searching job postings;Subscribing on job lists;
Filing the application forms;Writing a cover letter;Checking the status (cabinet, inbox);
Exploring a company site;Exploring customer testimonials;Talk to peers;
Development programs and culture;Company achievements;Social proof;
Better career opportunities;Work and life balance;
What am I worth?;How do I find my ikigai?;How to design a career?;
Company Career Blog;Ads;Resume services;Social media & communities;Skill tests & salary charts;
Top hiring companies;Top needed skills for a recruiter;Average salaries in recruitment;How to check cultural fit
Job openings that fit experience;Get fresh openings immediately;
Who is hiring now?;What are the learning programs?;
Job Ads;External Job Boards;Communities;Career Site;
Job description;Job Page;
Fast feedback;Interview invitation;
How do they use my personaldata?Did they see my resume?Does it make sense to apply ifthere are no relevant job openingsat the moment?
Career site application form;
Cultural fit;Compensation growth;Learning & development program;
Who is working there?What are the benefits?
Career site
Emploee Stories;Learning program;Article: Company culture
Technical
Recruiter
"Fire starter"
Search Research
Needs
Activities
Expectations
Questions
Touchpoints
Content
Applicant Journey Map.Template
Open to change Apply
Brief èm all
Briefing a Definitionof Done
Career SiteUltimateFeature List
CONTENT
Employee testimonialsPersonalized jobrecommendationsFAQ sectionCompany descriptionCompany valuesConsider a Management PageEmployee Value PropositionCompany awardsSteps in your hiring processGlassdoor reviewsCareer Paths
Recruitment blogJobs board“Talk to us” portalMain pageJob Landing pageCV creatorEventsEvent Landing PageTarget Group LandingPage
SECTIONS
FEATURES
ChatbotsQuizzes, tests, and gamificationTalent community widget with CTACandidate magnet widgetApplication forms (allow LinkedInbutton)CTA button: apply for a particular jobSearch barShare buttonMultilingual capabilitiesJob filtersOne-click job application facilityIntegrated interview scheduling
Brand conformity (HiddenATS)Brand URLsMobile first designIntegration with ATS (inboth direcitons)Integration with JobBoard (in both directions)SEO optimizationPagespeedWCAG 2.0 compliance
TECHNICAL
Download
Updated
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Ultimate featurechecklist & Brief
Career SiteMoodboard
Example
Diversity & Inclusion
Creativity
Work from Home
Wellbeing
Collaboration & teamwork
Empathetic Management
Visit Talenteria
Choose your winning careersite template
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