REA: Best Career Web Site? (#3 of 4)

24 April 2007 at 5:11PM Leave a comment

FedEx

FedEx was nominated for “Best Corporate Careers Website” in this year’s REA. They didn’t win, losing out to Starbucks. After visiting their site today, I wondered why they fell short. I give them high marks – better than Starbucks.

SITE DETAILS
+ Direct Link on Front Page? Yes
+ Using http://www.fedex.jobs domain? No
+ Present benefits information? Yes
+ Present Company Culture Information? Yes
+ Present Job Preview Information? Yes
+ Response sent to applicant? Yes – And I got an automatic “thanks but no match” right away.

JOB POSTINGS:
+ ATS Engine: Hodes IQ
+ Postings Dated? No
+ Show Specific Work Site? No. City locations only
+ Show Explicit Travel Amount? Yes – sort of. Shows a vague “Some Travel” on some, others list a percentage
+ Show Salary Information? No
+ Consistent posting formats? No – obviously not a priority
+ Steps to apply: 7

IMPRESSIONS, THOUGHTS AND WHINING:
+ OVERALL: I like the FedEx site. They have a complicated requirement to support 10 different companies, and they carry it off. The images on the site are of real people – they might be models, but they’re wearing, carrying or standing in front of the corporate logo.
+ GOOD: Nice video of a real person at start.
+ GOOD: They make a big deal of the Courier job in their Areas of Talent section. FedEx knows that these are the guys that most people interact with. FedEx doesn’t appear to treat this as a second class job.
+ BAD: Job posting information quality extremely uneven.


After using Hodes IQ, I know I hate the Taleo application engine.

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Entry filed under: Awards, Branding, Corporate. Tags: , .

REA: Best Career Web Site? (#2 of 4) REA: Best Career Web Site? (#4 of 4)

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My Core Ideas

1. "I can't tell you the best way to get a job - because there is no one best way. After 21 years of recruiting, I CAN share things I've seen candidates do to guarantee they DIDN'T get the job."

2. "Most companies don't realize how their recruiting process impacts their candidate pool, and their business. Attention to simple things will result in big improvements."

About the Author

Troy Bettinger, SPHR is a Denver Recruiter, Public Speaker, HR Metrics Analyst and Human Resources Leader who has been recruiting in corporate and municipal environments since 1991.

He specializes in the complete hiring process: defining, sourcing, recruiting, testing, interviewing, offering and orienting new hires. He's also well versed in strategic human resources, college recruiting, diversity recruiting, AAP, EEO, ATS integration, recruiting metrics, social media, recruiting leadership, training and employment branding.

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