There is a common misconception that most visitors to your career site are there to look and apply for jobs. In reality, the candidate journey begins with a search for jobs via Google or Indeed. When job seekers want more information on what it's like to work for a particular organization, that is when they turn their attention to the careers site.
As the next important stage in the candidate journey, the career site is central to the candidate experience and is therefore also highly influential in shaping your company's employment brand. Whether it's one page or a collection of pages, your careers site can make all the difference to whether or not the right candidate makes the decision to demonstrate their interest in your organization as a potential employer — which is why it’s in the best interests of both recruiters and sourcers to ensure that their organization's career site meets a particular standard.The following is a list of best practices to observe when building a careers site designed to facilitate faster, more effective candidate sourcing and recruiting:
1. Ease of discovery
Is your careers site visible and easy to get to from your main company site?
2. Optimize for mobile
Does it have a responsive design? Is it optimized for mobile viewing?
3. Make it rich-media friendly
Does your career site leverage multi-media to engage candidates better?
4. Keep it relevant and informative
Does it provide accurate, up-to-date information on those things a candidate needs to know about in advance of making their application decision, i.e. EVP, benefits, perks, and culture?
5. Showcase all jobs
Does it feature an easy-to-find list of all current vacancies at your organization?
6. Grow your talent network
Not everyone who visits your careers site is there to apply. Does your site offer alternative ways for the candidate to engage with the employer? An effective career site makes it easy for a candidate to demonstrate their interest in the organization as a potential employer with something as simple as an email submission. Inviting them to sign up for job alerts or join your talent network, for example, are great ways to grab email addresses, build out your candidate database and open the lines of communication between employer and candidate. This is a softer approach to recruitment and allows the candidate to express an interest without having to make the commitment of applying for a job.
7. Personalize the candidate experience
Does it prioritize the candidate experience, delivering customization where possible?
8. Tell a story
Does your careers site effectively tell the story of the opportunity offered by your company? Just as consumers buy into the experience or result promised by a product or service, candidates are sold on the broader experience that’s on offer to employees of your organization, as opposed to merely what’s outlined in a job description. Your career site should communicate your employment brand, and do so in a way that’s compelling, informative, relevant, and engaging.
GET THE COMPLETE GUIDE
In our free guide, Building a Career Site: Best Practices, we take a more in-depth look at each of the above strategies and techniques to give you all the info you need to create a career site that attracts, engages and converts the best talent for your organization. Download it below.