Top Corporate Recruiting Websites Named in New WetFeet Report
Website Experience Dramatically Influences Candidate Employment Choices, Report Finds
San Francisco, CA (PRWEB) June 18, 2005 -- While employer websites used to be
a convenient backup source of information for candidates, today’s websites have
evolved into the central tool in the recruiting process, according to a new
report by WetFeet, Inc.
“Corporate Recruiting Websites 2005: Guidelines
for Building a Top Site” is the first comprehensive report based on actual focus
groups with dozens of entry-level and experienced job seekers who analyzed
top-rated corporate websites. The findings explore the needs of job seekers who
visit websites, the impact of specific site features on candidate interest, and
the tactics used by the highest-ranked websites.
Goldman Sachs received
the top rating for the best employer recruiting website; Boston Consulting Group
was second; and Bain & Co. was rated third. Others in the Top 10 included:
4) McKinsey & Co.; 5) IBM; 6) Microsoft; 7) General Electric; 8) Citigroup;
9) JP Morgan Chase; and 10) Procter & Gamble.
“Today company
recruiting websites dramatically influence candidate perceptions of and interest
in employers,” said Steve Pollock, president of WetFeet Inc. and author of the
study. “This report is designed to help companies turn their site into a top
performer based on input from the real experts – actual candidates.”
Participants were asked to rate the sites in four key areas: navigation,
branding, content and functionality. Among some of the compelling
findings:
Recruiting Websites Strongly Influence Candidate
Applications
A visit to a company’s website is one of the very first steps as
a candidate considers whether or not to pursue employment. Websites have the
power to draw candidates in or cause them to turn toward competitors. Top sites
offer a recruiting section that is easy to find and use, and contains candid
information that allows candidates to find appropriate opportunities and assess
their fit.
“If the website is not impressive, you start to rethink why
you thought you’d be interested in this company in the first place,” said one
focus group participant. “The website is one face of the company, and first
impressions do matter.”
Faulty Online Application Process is the Most
Frequent Critical Flaw
The online application process is viewed as a
necessary yet aggravating function of the recruiting website for candidates who
have decided to pursue employment. Surprisingly few companies offer systems that
are designed to meet candidate needs. Candidates have little trust that their
applications will be reviewed and rarely get confirmation that they were even
received. Top sites have applications that take 5-10 minutes to complete, low
error rates, and set candidate expectations with regard to follow-up.
“I
couldn’t complete the application process,” said one participant. “It had too
many confusing things. It took more than three minutes to load. I had no
confidence in the process.”
Content Should Be Organized Around Candidate
Needs
The information and how it is presented have a strong impact on
candidate interest in the firm; candidates consider the website as a direct
indication of the firm’s culture. Undergraduates, MBA’s and experienced job
seekers all see themselves as having unique needs for information.
Top-performing sites package the right information for each audience, make it
very easy to find and use, and communicate an honest interest in the job seeker
through the tone and candor of the site.
“The best websites are those
that give a strong image of the company, get me information for the interviews,
describe their business style, and answer all of the extra questions I might
have,” said one participant.
In addition to presenting the results from
the focus groups, the WetFeet report provides detailed case studies from the
top-rated sites along with recommendations for how companies can integrate best
practices to evolve their recruiting websites.
The Corporate Recruiting
Website Report 2005 is available for $2,495 at www.wetfeetresearch.com.
About the Author
Steve Pollock is president of WetFeet Inc. and also
leads WetFeet’s Research & Consulting division. Steve is a sought-after
expert on the world of recruitment and talent management – his research findings
and opinions are frequently cited in national media including The New York
Times, Wall Street Journal, Fortune, and CNBC. Steve earned an MBA from Stanford
Graduate School of Business and holds a BA from Harvard College, where he
graduated summa cum laude.
About WetFeet Research &
Consulting
WetFeet Research & Consulting is the authoritative resource
for factual data, emerging trends and informed strategy on effective talent
recruiting including sourcing, screening, evaluation, campus recruiting,
diversity and retention. WetFeet has conducted extensive consulting engagements
and customized research for many of the world’s top employers such as Merrill
Lynch, Procter & Gamble, Federated Department Stores and Deutsch Bank. HR
leaders look to WetFeet analysts to help them stay in front of oncoming trends,
manage through change, align with current candidate needs, and get a healthy
return on their recruiting investment. For more information on other available
research, upcoming research or strategy consulting, visit www.wetfeetresearch.com
or call (415) 293-7313.
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Source : http://www.prweb.com/releases/2005/6/prweb252392.htm