Still, online company career sites are responsible for less than 5 percent of actual placements for the average company, according to Kennedy Information Research Group (KIRG). In its study, Benchmarking the Corporate Career Web Site: Key Data, Analysis and Trends, KIRG suggests that the best thing companies can do to improve the percentage of qualified candidates coming in through their Web sites is to develop a better careers page within their sites.
Those whose career interests fit with the companies that have the best career sites will likely have a relatively satisfying online job-hunting experience at those sites. The rest of us will have to hope that more companies get on the bandwagon.
In the meantime, it pays to know employers’ typical recruiting process and where online recruiting falls in that process. Citing Scott Biggerstaff, program manager of electronic sourcing at Sprint Corp., Overland Park, KS, The Wall Street Journal’s Maher reports that it’s customary for many companies to post an opening on an internal Web site available only to employees so that staffers can see it for about a week before posting it on the external corporate Web site, where outsiders can spot it.
“After the first week,” Maher writes, “some job postings may be sent to job boards as well. After about two weeks, company recruiters are more apt to place a newspaper ad or hire a recruiter to locate candidates. Ideally, you want to apply for a position soon after employees become aware of it, before it’s posted beyond the corporate Web site.”