I am honored to announce the new site we’ve formally launched today for my friend and client Dr. Terry Gordon, a cardiologist with a remarkable story who is now focused on helping others find their purpose and passion in life.
What are three things you believe are most important, as it relates to websites, when it comes to attracting candidates to your organization?
Credibility – The site must to come across as credible and also by portraying it to be the place of a world-class organization. This starts with effective design and navigation and continues with the use of written and video testimonials by staff members making it obvious that this organization is simply remarkable to work for.
Technology – Make it obvious that your corporate site strongly conveys the fact that your organization is committed to advanced technologies and the use of the web and social media. This will help attract candidates who want to associate themselves with such organizations.
Ease of use – Your site should make it extremely easy to inquire about jobs, easily search and find the individuals to contact and submit such requests digitally. I’d be remised not to mention that your reply responsiveness makes a huge impact on the way your are being perceived by your candidates.
(bonus point) Build a database of candidates that makes it easy for you to stay in touch with them and keep them aware of opportunities within your organization.
What are some common mistakes you see companies make when you view their websites? Please respond to this question from the point of view of a company trying to attract workers.
They jump into random implementation of tactics before identifying their strategy first.
Old and outdated – Site comes across as one from the dinosaurs age.
Lack of dynamic interaction – Asking candidates to mail or fax their resume and supporting documents rather than allowing such to be submitted digitally online.
No Human Resource focus – Does your site have a strong section devoted to attracting the right talent? Most organizations have no such section or if such exists, it is extremely weak. On the other hand, imagine visiting a site that is exciting to navigate, dynamic and vibrant. Where opportunities are posted in a language that is enthusiastic and inviting. Where videos of management and various team members invite the “right” candidate to join this amazing team. Where it is obvious that the site is the “face” of the current and future place to be and the place to belong.
The organization is not committed to the use of social media, blogs and other tools. These tools, if used properly, become the dynamic interaction between the organization, its staff, customers, partners, media, and such. If you aren’t taking your site seriously, why should others?
Where does SEO come into play? Does it really matter or is your time and money best spent on a quality website and new content?
Search engine optimization (SEO) is only one aspect of marketing, which is used to create the proper attraction of the right candidates. If should be evaluated with other marketing elements and complement the overall business and Internet strategy.
I know, it hasn’t been that long (just a couple of days ago), since I posted my definition of what a provocative question is. Yet, you must be wondering (I know you are) what are some examples of effective provocative questions. So here are my favorite 10 questions:
Would you describe the profiles of your best clients, what markets are you targeting, and what may be some of the best ways to reach them?
What are the key distinguishing factors between you and others competing in your areas of expertise and what is the remarkable value you bring to your clients?
How would you describe your brand and articulate your strategy?
What are the key challenges your business is facing, why have you contacted me and what were you hoping I can do for you?
Who are some of the thought leaders that you respect and why?
How are you planning on re-inventing yourself and how would you raise the bar?
If we were to work together on this project, what are the exceptional results that would thrill you?
What if this project failed and what if it was extremely successful?
What does this project mean to you personally and what legacy would you like to leave behind?
I do acknowledge that although these are some (there are others of course) of my favorite questions, there is nothing like being in the moment and asking powerful, effective and provocative questions. When you do, you are likely to frame the real issue, gain trust, and help your client rapidly reach higher success.
I would love to hear what are your favorite provocative questions?
What do you with all the great ideas that come to you or the ones you learn about from reading, brainstorming, listening, or watching?
There isn’t a day that goes by that I don’t come up with ideas to improve my life or my business as well as those around me, whether family, colleagues and clients. What I am referring to are such ideas as: improvement, innovation, new product development, writing and content creation (articles, process visuals, audios, videos) and more.
I immediately then jot the idea down to enter later into a digital file system or directly enter it into my system. I happen to use Evernote as my software tool of choice to easily organize all these ideas which can then be easily retrieved anywhere and anytime on all my devices (desktop, laptop, iPad, iPhone and such).
Not only will this guarantee that your next best idea does not go to waste, but once the ideas go into this system, they become a goldmine that can easily be mined and retrieved. Do this and you will never have a shortage of great ideas.