A company career page is more than a landing page for job postings. If created and maintained mindfully, the career page can not only be a source to attract top talents but also a platform to enhance employer branding and develop a seamless candidate experience. Where 58% of candidates decline a job offer due to poor candidate experience, 92% of candidates who click “Apply”, choose to abandon the application process completely. Further, 37% of job seekers move to another job, if they are unable to find relevant information about the company.
The more we examine the journey of a candidate, the better we can understand the depths of why we fail to acquire top talents. The answer somewhere might lie in career pages too. This quick blog shines the spotlight on career pages and how you, as a hiring manager can enrich your career site page to make it one of the best sources to hire the top talents.
Do You Even Need a Career Page?
Data indicates that 92% of job seekers use social media to find jobs. Another study points towards the fact that 59% of candidates find jobs via job boards. In an ecosystem that's dominated by job posting sites and social media platforms, do you even need a career page to hire talent?
Answer – yes. Career pages are growing more and more relevant and for several reasons, here are a few.
I. Excellent Source For Authentic Information
To substantiate or validate any information about the company and its job vacancies, job pages are ideal. Although job seekers might find a job and apply to it on another career website, they will have to come back to the business’s site and specifically its careers page for more details about the post itself and the organization. 71% of candidates prefer doing their research before applying for a job. And what is a better source of information than the company website and career page itself?
II. The Perfect Opportunity To Entice Top Talents
Since prospective candidates spend more time on your career page, it can be the perfect place to build your employer brand. From a gallery of pictures with diverse employees working in an alluring workspace to a note from the CEO explaining their mission and vision for the future. A career page can provide all sorts of insightful details that a candidate needs to make a firm decision to apply for the company.
III. Opportunity To Create A Candidate Pool
With a simplified means to apply and collect candidate details, career pages can be an effortless means to build your candidate pool and manage the talent pipeline more efficiently by directly engaging with potential hires. Moreover, you can integrate your career page with an applicant tracking system and simplify your sourcing efforts, even further.
IV. Cost-effective
Depending on multiple third-party agencies and job boards can be a costly affair. With an effective career page that’s built in-house, you can, over time, reduce your dependency on external factors leading to significant cost savings.
V. Employee Retention
In addition to external applicants, current employees of the company can also use career pages to stay updated on internal job openings, career development opportunities, and professional growth resources. This allows internal mobility and encourages employees to stay engaged with the organization.
Key Components of An Effective Career Page
1. Keep It Easy To locate
Let’s do a quick exercise. Go to your company’s website and find where is the option to visit the career page. If it’s more than one click away from the home page, you are losing on potential candidates.
Instead of being nestled away in a web of buttons or buried down at the end of an abandoned page, your career page must be placed in a prominent location that’s easily navigated from your website. Active applicants proactively look for career pages. Moreover, in a competitive job market like the current one, you won't have much leverage if you miss top candidates because they cannot discover your career site page. That would be a blasphemous mistake. Use phrases like “careers”, “join us” or “work with us” on the homepage menu to link to your career site, so that it is easily accessible. Simplify how applicants can reach your employment page. Make it as easy as possible for applicants to discover and interact with your career site page.
2. Be User-friendly
A Glassdoor survey indicated that 58% of their users used mobile phones to apply for a job. Similarly, in the same study, 35% of people preferred to complete the whole application process via mobile. Nevertheless, we cannot forget that millennials make up the largest part of the workforce and by 2025, about three-quarters i.e., 75% of the global human capital will be composed of them. Think, where are Gen Z and Millenials? On their phones! If you want to attract them, well, you have to be where they are – on mobile.
- When building a career page make sure it’s responsive and user-friendly.
- Ensure that the entire application process can be executed through and through, via a smartphone.
- Choose designs that look best on both the website and mobile.
- Put special focus on ensuring there are no bugs on the website.
- Keep the process of adding information and uploading CVs simple.
- Ask short and only the required questions.
Overall, the simpler and bug-free your application process is on the career site, the more qualified applicants you will have.
3. Answer – Why?
While some candidates want to learn more about the company culture, others seek to get information about the subtle employee benefits that might come while working with the company they are potentially going to join. There are several reasons why active job-seekers want a job and passive candidates want to make a move from their current job.
- If your job description’s purpose is to attract an applicant, your career page is responsible for helping the candidate find the answer to the question – why should I join this company?
- The career page must include the benefits that the company offers its employees.
- It should also talk about the X factor that sets it apart from other organizations in the same domain.
- Briefs on diversity and inclusivity, the company’s mission statement, and a sneak peek into the organization's day-to-day can significantly shape how a candidate perceives the company.
4. Be Pro-employee
A company’s website is the perfect repository to display its achievements and successes. However, the career pages are not entirely about the company, but the people that work in it. Instead of developing a company-oriented job page, build the career site from the perspective of an employee/job-seeker.
- Talk about the achievements that employees have had working in the organization.
- Put forth testimonials that highlight the diversity and work life in the company.
- Be detailed in your approach with pictures and employee details, providing the potential employees an opportunity to verify and authenticate the information.
5. Keep Job Posts Updated & Organized
Keeping job listings current and organized is essential for an effective careers page that’s built to engage top talents.
- You must regularly update job postings and promptly remove positions that have been filled to enhance the user experience while demonstrating your organization’s commitment to transparency and professionalism.
- To make open positions easily accessible, create a job board on your page with varied location and job type-related filters for quick browsing and finding positions that match a candidate's expertise.
- For companies with numerous job openings, include options like the “View all jobs” button, to allow the job-seeker to see all available positions or direct users to a dedicated jobs page.
6. Create Simple and Effective Job Descriptions
Whether it's a job ad that pulls a candidate to your career site or a passive candidate who randomly visits it and coincidentally finds a relevant job post, you need to have an effective job description for all your jobs for them to learn more about the job and apply.
On one hand, you must include the necessary details in the job description, on the other, it needs to be engaging. Creating a tailored job description for every job type and role can put you in a conundrum. Thus, use Skima’s AI job description generator that develops effective, industry-specific descriptions, tailored to any job role.
With its sophisticated algorithm, the AI JD maker ensures you don’t miss out on any detail in the description. Create job descriptions in bulk, effortlessly with Skima AI.
7. Give A Highlight To What's Next After Applying
Once a candidate has applied, it’s necessary to let them know what’s next for them.
- You must outline the expected timeline for application reviews and shortlisting at the end, on the application page itself. With this initial communication, candidates can get an extra level of assurance that their application has been received and will be reviewed.
- Additionally, if the candidates are selected for a phone or one-to-one interview, you must notify them well in advance.
- You can also provide detailed information about the interview process, including what to expect and any preparation needed. If there are, for example, videos and other resources that the candidate can use to prepare for their interview, you can share them on the career page.
8. Make Career Pages SEO-friendly
- To make career pages SEO-friendly, start by incorporating relevant keywords such as “job openings,” “careers,” and specific roles into titles, descriptions, and content.
- Use clear, descriptive URLs and add alt text to images.
- Focus on decreasing the page load speed and making sure the pages are mobile-friendly for a better user experience.
- Further, create high-quality, engaging content, including FAQs, that answers job seekers’ questions and includes internal links to related pages.
- Regularly update job listings and include a blog or news section with industry insights.
- Also, use meta tags and schema markup to improve search engine understanding and ranking.
- Finally, promote your career pages through social media and niche job boards to further enhance their visibility.
End Note
An engaging and effective career page will go a long way in attracting top talents, maintaining an effective candidate pool, and building a strong hiring process. Keep your career site up to date with new job listings, integrate it with your ATS to streamline your candidate pipeline, and don’t forget to improve its discoverability.
By the way, if you are looking to supercharge your recruitment, try Skima AI today.
Happy Recruiting!
