The Good, the Bad, the Invisible: A Look At Corporate Web Sites, from a Job Seeker's Viewpoint.

Matthew Adam

"Nowadays, every ‘A’ level candidate carefully managing their career is visiting your Web site and making assumptions about your organization based on what they find. Unfortunately, many Web sites are not designed with the candidate experience in mind and fail to engage talent." - Matthew Adam

Welcome to an Inside Recruiting podcast on Total Picture Radio. This is Peter Clayton with our special coverage of the Society of Human Resource Management (SHRM) 2009 National Conference in New Orleans. I'm delighted to have on our show Matthew Adam, Vice President & Chief Talent Strategist for NAS Recruitment Communications, an agency of the McCann Worldgroup and a leading provider of innovative human resource communications solutions.

23 Min:

16 MB Download Now!

New! Press Release Coverage

Questions Peter asked Matthew Adam:

Your presentation at SHRM focuses on corporate websites -- "How Your Website Can Be Your #1 Recruiting Tool." Quoting from your introduction, "A company’s corporate website is a powerful recruiting tool. The reality is that every ‘A’ level candidate who is carefully managing their career is visiting your website and making assumptions about your organization based on what they find." Matthew how do we know this? Are corporate website really that important in attracting top talent?
It seem a lot of this fits into the category of employment branding and Web 2.0. First, how do you define Web 2.0 and how important are these technologies in recruiting?
Considering that a corporate website plays a huge role in defining a company's brand and image -- what are some ways to avoid the turf wars that erupt over control. How does the career portal get the respect, funding, and visibility that is critical? Especially in the middle of the worst recession since the 1930's?
What are key attributes of a corporate website from a job seeker's viewpoint?
What are some best practices you can share with us regarding recruiting through a corporate website?
Back to the Web 2.0 discussion. Your website nasrecruitment.com has a interesting white paper title "Web 2.0 Recruiting" with some very interesting stats: Here's one: 85% of Gen Y use social networks. So how does Twitter, Facebook, Linkedin, and other popular social networking sites fit into this online recruiting picture?
I watched your interview with SHRM. You're acronym for ATS - Applicant Tracking Systems is "Avoiding Talented Seekers" - in my experience with this show recruiters constantly talk about attracting passive candidates -- who are not going to jump through ATS hoops. How can all this technology be used more effectively to attract "A" level candidates?
What are some ways to show the bean-counters that investing in what we've been talking about can reduce costs, increase productivity and positively impact a company's bottom line and brand?

Matthew Adam Biography

Matthew serves as Vice President & Chief Talent Strategist for NAS Recruitment Communications, an agency of the McCann Worldgroup and a leading provider of innovative human resource communications solutions.

His role is national in scope and designed to facilitate major account implementation and support strategic project consultation. Having spent the last 14 years as a recruitment strategy consultant for a diverse client roster, including both Fortune 500 and small start-ups, Matthew has worked with a wide-variety of Clients to develop effective online strategies that define and shape an organization’s recruiting efforts in the Interactive marketplace of today. Also a featured industry keynote speaker on Interactive Recruitment Marketing and Employment Branding, Matthew will offer ideas, insight and methodology to help you gain a competitive advantage in an effort to attract/retain ‘A’ level talent. He is a featured speaker at various SHRM, CUPA and EMA events.

Comments

Add New