{"id":32610,"date":"2010-04-19T10:26:57","date_gmt":"2010-04-19T09:26:57","guid":{"rendered":"http:\/\/www.corporate-eye.com\/blog\/?p=32610"},"modified":"2010-04-12T10:27:12","modified_gmt":"2010-04-12T09:27:12","slug":"spring-cleaning","status":"publish","type":"post","link":"https:\/\/www.corporate-eye.com\/main\/spring-cleaning\/","title":{"rendered":"Spring Cleaning"},"content":{"rendered":"
\"Duster\"<\/a><\/div>\n

It\u2019s that time of the year again.\u00a0 The time when sunlight streams through open windows\u2014and illuminates the dust bunnies that gathered over a long winter.<\/p>\n

So in honor of Spring, check those job postings and see if any of them are covered with cobwebs.<\/p>\n

If there are closed jobs still lingering on the corporate site or on job boards, it\u2019s time to make a policy decision.\u00a0 Keep \u2018em or toss \u2018em?<\/p>\n

That may seem like a surprising question.\u00a0 So nip over to Recruitment Directory and read Cut the Fat. Expired Job Ads Should Not Be Displayed<\/a>.\u00a0 In this short post, author Thomas Shaw opens a conversation about the practice of leaving old ads up in order to improve SEO for the site.\u00a0 Worth noting:\u00a0 Even if a corporate site is kept scrupulously up to date . . . there may still be old jobs from the company posted elsewhere.<\/p>\n

As Shaw points out, expired ads and ads for filled positions are an aggravation to job-seekers.\u00a0 They waste time, raise false expectations, and leave a poor impression of the company’s HR practices.\u00a0 But commenter Peter offers an alternative interpretation, pointing out that older ads can be used by job-seekers for research into the company\u2019s rates of job growth and staff turnover, as well as to compare jobs among various employers.<\/p>\n

The key is transparency.\u00a0 If older ads are plainly marked as filled or expired, and they can be easily eliminated by a search filter, then there may be some value to making them available.\u00a0 Or it might be interesting to create a research library for job seekers on the corporate website, showing past ads and position descriptions along with statistics on number of applications, number of interviews, time to hire, etc. \u00a0I haven\u2019t seen this anywhere, but that doesn\u2019t mean no one is doing it\u2014and it could be an attractive candidate service.<\/p>\n

In the spirit of Spring cleaning here at my own desk, I\u2019ve dived into the Inbox and come up with an interesting white paper on Onboarding<\/a> from Aberdeen Research.\u00a0 In case you\u2019ve been searching for a good definition of onboarding (also called \u201cinduction\u201d) Aberdeen offers this one:\u00a0 \u201cthe strategic process designed to attract and engage new employees, reaffirm their employment decision, acclimate them into the organization\u2019s culture, and prepare them to contribute to a desired level as quickly as possible.\u201d<\/p>\n

The report provides some useful insights on obtaining employee engagement–well worth a download.\u00a0 One highlight:\u00a0 \u201cCompanies with a formal onboarding process are 2.5 times more likely than those with an informal process or no process to experience employee performance improvements within three months.\u201d<\/p>\n

Here\u2019s another great thing about having a defined onboarding process.\u00a0 If there is a process, it can be described on the Careers site.\u00a0 And that will be attractive to a lot of candidates.<\/p>\n


<\/p>\n

(Thanks to entheta<\/a> for the flashy \u201cfeather\u201d duster!)<\/p>\n","protected":false},"excerpt":{"rendered":"

It\u2019s that time of the year again.\u00a0 The time when sunlight streams through open windows\u2014and illuminates the dust bunnies that gathered over a long winter. So in honor of Spring, check those job postings and see if any of them are covered with cobwebs. If there are closed jobs still lingering on the corporate site […]<\/p>\n","protected":false},"author":10,"featured_media":32611,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_lmt_disableupdate":"","_lmt_disable":"","_genesis_hide_title":false,"_genesis_hide_breadcrumbs":false,"_genesis_hide_singular_image":false,"_genesis_hide_footer_widgets":false,"_genesis_custom_body_class":"","_genesis_custom_post_class":"","_genesis_layout":"","footnotes":""},"categories":[9,25],"tags":[2931,6275,6274],"class_list":{"0":"post-32610","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-best-practices","8":"category-careers","9":"tag-corporate-recruiting","10":"tag-job-posting","11":"tag-onboarding","12":"entry"},"yoast_head":"\nJob Descriptions and the Corporate Website<\/title>\n<meta name=\"description\" content=\"Job descriptions on your corporate site: when they've expired, do you 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