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Creating Career Sites that Convert

According to LinkedIn, 40% of candidates see company culture as a top priority while evaluating job opportunities. A career site is much more than just a list of job openings on your website. 

A career site is the first impression of your company that a candidate gets. It’s a medium designed to engage with candidates, build relationships, and convert them into successful employees. 

Whether or not you use an ATS or any recruitment software, you have to regularly update your career page even before you start marketing jobs on job boards or social media. 

5 Career Site Must-Haves

  • Company Descriptions & Awards. It is important that the career site reflects your company. Be sure to give a crisp description of what the company does, the locations, and other contact information that briefs the candidates about the company. You can also showcase the workplace awards and ratings the company has received to fuel the candidate’s interest in why your company is the best place to work.  
  • Employer Branding. The messaging of the career site should align with the brand guidelines and messaging of the company. The site should also state the Employee Value Proposition (EVP) in all its job postings, including all the perks and benefits. As culture is one of the key drivers to attract talent, make sure you do not forget to include nuances of your corporate culture, such as diversity and inclusion metrics and goals on the website. 
  • Employee Testimonials & Visuals.  Employees are the best narrators you can find to tell stories about your company, workplace, and culture. Include employee testimonials, videos, and pictures of celebrations, work-life, office spaces, etc. on the page and show them the most triumphant moments of your office. 

Pro Tip: Include a comprehensive FAQ (Frequently Asked Questions) section to let visitors find answers to their questions themselves.

  • Talent Community. Whether or not a candidate is being hired, they need to hear back from you. Building talent communities is easier when you have recruitment software and automation that ensures candidates are kept in the loop. Once you have a stack of candidates visiting your career page, you can start communicating with them regardless of where they are in the hiring process and position your company to meet both current and future hiring needs.
  • Mobile Versions. Over 40-50% of candidates apply for jobs from their smartphones. With Gen-Z being the highest consumer of digital data, having a mobile version with a good UX and UI is critical, so that anyone can apply for any job conveniently – whether it be from their desktops or mobile devices with simplified navigation.

Pro Tip: Use CTAs (Call to Actions) to improve candidate experience and ensure they are engaged appropriately, while not subjecting them to communications burnout. 

 

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