blog
Posted On Monday, December 9, 2024
Author: Philip Sampson (Account Director)
Imagine your recruitment process is like building a website. There are job postings (pages), candidate profiles (assets), and company resources (stylesheets). As a recruiter, you need all these parts to link seamlessly, just like a well-oiled website, right? Well, just like how web designers use the magical <base> tag to set a common URL for all links, recruiters can benefit from a little "base-setting" in their hiring approach. Let’s break it down!
In recruitment, you can take the “absolute” route or the “relative” route when matching candidates to jobs. An absolute path is like hiring for a specific role, with clear requirements from the get-go: "We need a Senior Software Engineer with 10+ years of experience, fluent in Python." Just like a URL that directly points to www.techcompany.com/job/senior-engineer.
On the flip side, relative paths are a bit more flexible. Think of these like those “we’re always open to talent” roles, where you're more focused on what’s close to home—candidates who might not check every box, but are adaptable enough to fill in the gaps. Just like a relative URL, they lead back to the core needs of your company, even if the exact destination isn’t set in stone.
Now, the <base> tag is like setting a default recruitment approach. It’s that north star you set to guide all your efforts, whether you're hiring for sales, tech, or creative roles. Just as the <base> tag defines the URL for a website’s relative links, you can set a "recruitment base" for how you approach every hire.
Let’s say your company values innovation and culture fit above all. That’s your base URL. Every candidate—whether they’re applying for marketing, operations, or engineering—will be measured against that default set of values. This keeps your hiring strategy cohesive, no matter where candidates come from.
In HTML, the <base> tag sits quietly within the <head> of a webpage, but its impact is felt across the entire document. Similarly, in recruitment, your base approach should live at the top of your strategy—woven into the DNA of every interview question, job posting, and onboarding process.
For example, if your base strategy is focused on remote work flexibility, then every job description should automatically reflect that, just like how all relative URLs point back to the <base> tag. This streamlines your efforts and ensures consistency, whether you’re hiring for a part-time admin role or a full-stack developer.
Aside from setting the base URL, the <base> tag also lets you define where all your links open by default. In recruitment terms, this means setting expectations for how candidates interact with your hiring process. Want all applicants to think outside the box? Set that “target=_blank” and encourage candidates to bring fresh, innovative ideas.
Just like how using the <base> tag comes with some browser quirks (hello, IE6!), recruitment strategies can also have hiccups. Maybe your “base” is too rigid, and you lose out on diverse candidates who don’t fit the exact mold. Or perhaps setting too many links to open in a new tab confuses the user (or candidate), causing them to bounce before completing the application.
For example, if your recruitment base is too focused on specific tech skills (say, only hiring Python developers), you might miss out on brilliant engineers who specialize in Ruby but could quickly learn Python on the job. Flexibility is key, and sometimes, it’s worth tweaking that <base> to accommodate more talent paths.
By default, you can make sure that every candidate’s application experience—whether they’re sourced through LinkedIn, Glassdoor, or a referral—leads them to a consistent recruitment journey, keeping things aligned with your overall goals.
The <base> tag is an unsung hero in the HTML world, making sure all links stay aligned and functional. In recruitment, setting a clear, consistent base approach can streamline your hiring process and ensure all candidates are measured by the same standards. However, don’t be afraid to adjust your base from time to time, especially if you’re trying to attract more diverse or unconventional talent.
Remember, recruiting (like web design) is an evolving process. Use the base wisely, stay agile, and keep an eye out for unexpected talent that could bring a splash of color to your candidate pool!