It should come as no surprise that a website can be the most important tool in attracting highly qualified talent. An organization’s website can make or break their talent search. In the past 10 to 15 years, the job search process has evolved from printed classified ads to job boards and search engines to smartphone apps. During this evolution your website has become and remains the one place that brings all three of these stages together. Here are five simple website steps you can take right now to make sure you are attracting the best talent for your organization.

  1. You never get the second chance to make a first impression. Whether a candidate is directed to your website through an online search engine or a smartphone app, it is imperative that they are able to easily navigate your site. Cluttered and confusing home pages do not make a great first impression.
  2. Use the “Easy” Button. Have an easily-identifiable link to a job search function on the home page. Placing a page simply titled “Job Search” will attract more traffic and more qualified candidates.
  3. Make the application process quick and easy. Many companies are even creating forms that allow candidates to use their LinkedIn profiles to complete the basic information. Today’s job seekers are frustrated with redundancy and long, multi-step, online applications are detracting.
  4. Use social media within your website’s job search function. In addition to allowing candidates to opt in for updates when a position they desire is not open, it also allows them to share your updates with other potential candidates on their platforms like Facebook, LinkedIn or Twitter.
  5. Rethink electronic screening. Electronic screening saves time in resume review, but is also eliminates and turns off many of the most qualified talent. Most candidates are not experts at writing resumes and will not use or eliminate key words programmed into the screening software. And once a candidate has been electronically eliminated most of these programs automatically send out “pre-rejection” letters. This is not the impression you are working towards. Re-examining your screening criteria and response can be key to the impression a candidate is left with after this process.

Think of your organization’s website as your first impression with potential candidates. User friendly job search and online applications that do not use electronic screening software will help attract more talent.