Kendall Park, NJ ñ In May and June of 2005, as in each of the last four years, Gerry Crispin and Mark Mehler personally examined the staffing pages of Fortune Magazineís annual list of Americaís 500 Largest Public Corporations in search of the job seeker experience. The study highlights the strongest practices of Americaís corporations and shines a spotlight on some glaring gaps:
32 sites (6% of the Fortune 500) are rated a ì0î. Research found nothing on their website related to careers or employment.
Another 74 (15% of the Fortune 500) rate a ì1î meaning their website contains (at worst) single page brochures or (at best) a list of jobs with no content.
In short, more than 20% of the Fortune 500 does not offer significant employment information on their website. ìIn todayís information-driven world that is astounding.î states Crispin, CareerXroads co-founder. ìExperienced recruiters know the importance of full disclosure in their hiring process but, for some reason, many companies are afraid to share openly. It is in this context that we seek to share best practices.î
The study is centered on four elements that Crispin and Mehler believe influence the job seekerís choice when seeking employment. These four dimensions are:
1.Target: Who is the company targeting for employment? Does that candidate know it?
2.Engage: Does the company give a compelling argument for why a candidate wants to work there? Why an employee should stay?
3.Inform: Is the message supported with relevant content? Is that content easily found?
4.Respect: Do the actions of a company show respect to their future employees? What impression are the actions of these corporations leaving?
The research delves into each of these elements with clear examples and guidelines for hiring organizations of any size. The complete 2005 Study of the Job Seeker Experience can be found here:
The Job Seekers Experience on Americas Corporate Job Sites
Why You Should Care?
