TruLondon – Career Websites Lab – Applying science to define the ideal career website

#truLondon is next week, and by the looks of it – this is going to be the biggest one ever. 48 speakers or ‘Track Leaders’ in two days? With the tweetup and RIDE events added to the #tru event as well?

On top of the most interesting,… well to be honest impressive is the better word list of participants to any #tru event ever, there are some new things happening this time. Live streaming will surely be watched globally. One other thing that caught my eye is the detailed plan and schedule to build a recruitment web site – during the two days of the show. I have spent the best part of the last 10 years of my life defining what the recruitment web site should be, and hiring and managing teams who would work on the same. In fact today, I actually do very little outside of that main task – designing and building the future recruitment sites. Obviously when I saw the detailed plan to build a recruitment web site with the collective thinking of long list of people I have learned a lot already, I got excited! This is what Bill has planned for us next week:

TruLondon – Career Websites Lab -Applying science to define the ideal career website

The Brief – Day 1

1. Defining a career website
   1. TruCareers – The Tru career website
   2. Who is it for employer or candidate
   3. What is it – a job board, an information platform, a community platform, gateway to the ATS
   4. Defining the audience
      1. Active job seekers, semi active, inactive
      2. The visitor personas
      3. Where do they hang out, what do they use: Search engines, social, job boards, offline, mobile
      4. What should a career website contain
         1. Brainstorming functionality and content
         2. What is most important
            1. Defining what is important for the individual personas
            2. Scoring functionality and content
            3. Defining the wireframe structure
               1. Defining the user journey and what they need to see/access
               2. Defining the Home Page
               3. Defining a Job Family Page
               4. Defining the wireframe structure
                  1. Defining a Page focussed at an active jobseeker
                  2. Defining a Page focussed on a less active job seeker

Build the wireframe before day 2

1. Presenting the prototype
   1. Feedback
   2. What would you change – why
   3. The candidate experience
      1. Expectations low or high
      2. Employer requirements, volume, filtering, prescreening
      3. Using channels
         1. Content via Facebook, LinkedIn, blogs etc
         2. Do you stay in channel or direct to career platform
         3. Capturing information, how do we…
            1. Register (LinkedIn, Quick Apply, CV Parsing, iProfile)
            2. Follow
            3. Express interest
            4. Apply
            5. Mobile
            6. Continuing the engagement, linking with other platforms
               1. ATS
               2. Talent Community
               3. CRM

This #truLondon, is going to be something else!