A strong careers page on your company’s website is vital to attract top talent that will help your company achieve its business goals. While you might publicize openings in your company through social media posts, candidates will ultimately look at your careers page content for more information. The experience they have on this page can determine whether they leave the site or hit ‘Submit’. Is your careers site functioning the best that it can?
Here are some of the most important things successful recruiters always do on their careers site.
1. Updating the list of available positions
The first step to building a high-performing careers page is to ensure that the job postings on it are updated. Candidates visiting your site will naturally assume that the positions listed are the only positions that are currently available. If you are not updating your list frequently, the impact could be two-fold. Firstly, job listings that have already been filled might continue to receive applications. This could unnecessarily clog your applicant tracking system and also waste a candidate’s time. Secondly, if new and critical positions in your company are not up on the site, you will not receive applications for it. This could have a serious impact on your company’s productivity.
2. Displaying your company’s culture
Your careers site is the one page on your website where you can talk about your company’s internal culture and values. While other pages on the website might be sales-oriented, directed towards potential business prospects, the careers page content is solely about your company’s persona and the people behind it. Candidates want to know as much about your work culture as they do about the actual job role. You can cater to this need in a number of ways. Office walkthrough videos, employee testimonials and pictures from events held at your office will give candidates an idea of the work-life they can expect.
3. Having a simple, intuitive user experience
You want to keep the careers page layout as smooth as possible to encourage candidates to submit their details. If it is difficult for a candidate to find a relevant position, understand the job description or send in their resume, they might be dissuaded from applying. If you are a large organization, one of the careers page best practices is to have a simple search or filter functionality can help candidates find a role they like in a location they are interested in. The job description should be very easy to understand and should use terms common in the industry to which you belong. Avoid using company slang in your careers page content because candidates might not be familiar with it. You should also ensure that there are not too many steps from the time a candidate looks at a position to when they finally submit their application.
4. Making the careers page easy to edit
The backend of your careers page layout is just as important as the frontend. If positions are easy to edit, turn off or post, it’s more likely that your HR department will keep it updated. Having to use the support of a developer each time can be very complicated and time-consuming. You can build your own software in-house to create a simple dashboard or use a third-party vendor’s dashboard.
5. Detailing the next steps
It’s important that a candidate knows what to expect once they submit their application. This is why you should mention the selection and hiring process followed internally to shortlist candidates. You can also mention tentative timelines for when you will respond to the candidate so they can prepare themselves in advance for it.
Building a great team begins on your careers site. With these careers page best practices, you can soon attract top talent and grow your company!