by Logan Dziuk, Recruitment Marketing Manager, ThirdPool Recruiting
If you were to draw a map of the typical candidate’s journey from the moment they began considering a career change up until the moment they arrived in your applicant tracking system or CRM, what would that path would look like?
Many of us assume this journey is linear. We think of an individual deciding one day to begin looking for a job, performing a Google search for jobs in their area, finding one of relative interest, and hitting the apply button.
This assumption couldn’t be further from the truth.
The reality is that many recruiting prospects will make a dozen or more touches with your brand, or with the particular role, before they apply. This means postings ads to job boards alone is insufficient for an effective recruitment strategy.
Think of how many times you pick up your phone, browse Facebook, scroll through Instagram, or check LinkedIn over the course of a day. Social platforms like these are great resources to create potential touchpoints for potential candidates.
However, the proven source of the absolute highest quality candidates is your organization’s career site.
We recently conducted a study of a handful of top-producing real estate brokers and franchises in the country and found that, on average, candidates who applied via their career sites were 3 times more likely to have a productive interview than prospects who applied on a job board or through a social platform.
If you don’t already have a career page on your website, this is a must if you want to pursue active recruiting seriously. And, if you do have a career page, are you tracking its performance and optimizing the results?
