And there were those who said the internet would kill business (then with a capital “I”). Crazy, don’t you think? We certainly know better now.
I worked in Silicon Valley in the late 1990s where companies scrambled over another like ants to sugar to get a website up, any website up, in order to have a website up. Fast forward to today and we’ve learned a lot about search engine optimization (SEO), lead capture, call-to-action and the fact that according a recent The Economist article there are 4.6 billion mobile-phone subscriptions worldwide (though many people have more than one, so the world’s 6.8 billion people are not quite as well supplied as these figures suggest), and 1 billion-2 billion people use the internet.
One to two billion people use the internet. Research survey after research survey validates that the first place more and more of the growing internet user world goes in online, so it makes sense that the primary business website (and mobile-friendly website) are the eyes to the window of the marketing and sales soul.
Consumer product companies get that and B2B companies are getting it. But what is still lagging is the parallel (and the parable) of the company career sites, portals, pages, whatever you want to call them.
We treat (we can only hope) our prospects and customers like kings and queens because they’re the livelihood of our businesses. However, so are our employees and managers, because they’re the ones who make and deliver the things that are the livelihood of our businesses.
Just as we profile our customers we profile our candidates (or should be), but unlike our core buyers, we should give our future employees the opportunity to profile themselves, to create a “universal profile” that’s portable and includes a 360-view of all interests and skills and experience, housed anywhere they want – LinkedIn, Facebook, Google+, other networks – to then be able to move among the online crowd whether they apply for a job or not. Yet.
Granted, talent acquisition technologies including applicant tracking systems (ATS) have been slow to adapt to the online profile – there’s still the “click here” to upload your resume. That’s changing for the better as the candidate experience improves allowing for easy integration of the online profile to the employer of choice, not to mention the benefits of a search optimized professional profile. Kind of like the way we’ve moved into the product and service marketing realm.
And that means that the company career portals will continue to evolve as the final destination – all employment brand fodder and job opportunities will lead to them like sugar trails of Web lore.
Career sites will become windows of the marketing and sales soul. Amen.