What is one best practice for a careers page on a company website?
To help you know the best practices to adopt for the careers page of your company website, we asked CEOs and hiring managers this question for their best insights. From highlighting the perks that set your company apart to including accessibility for people with disabilities, there are several best practices that may help you put up the best careers page for your company website.
Here are 10 careers page best practices:
- Highlight The Perks That Set Your Company Apart
- Make Sure Your Job Descriptions Are Current
- Post Positive Employee Testimonials
- Make Link To Careers Page Visible and Easily Accessible
- Explain The Application Process and How To Be Reached
- Humanize Your Careers Page
- Include an Option for General Inquiries and Submissions
- Clarify Vision and Mission and The Goals To Achieve Them
- Take Care of Your SEO
- Include Accessibility for People With Disabilities
Highlight The Perks That Set Your Company Apart
While it is crucially important to make it easy for people to apply, another best practice for a careers page is to highlight what company perks sets you apart from the competition. It is even more powerful if you can display quotes from staff on what they value most about working at your company. After looking at Glassdoor, Indeed, and LinkedIn – your company website Careers page is where candidates will research and decide whether they want to apply or proceed further in interviews with your organization.
It is your chance to tell an enticing story that details key benefits of your workplace. Do you provide training and skills advancement? Do you provide flex time and flexible work schedules? Is your workplace fully remote, hybrid, or an in-office working environment? What workplace programs do you have in place? Board game clubs? Bike lockers and showers? Do you have a strong commitment to community events and charities? Promote what your team values about your workplace!
Colton De Vos, Resolute Technology Solutions
Make Sure Job Descriptions Are Current
So often, we get mired down in the minutiae of running a business and/or keeping our teams running at the optimum level, that we forget some seemingly small yet very important details. Details like making sure that your job descriptions are current and reflective of the type of candidate you want to attract.
Taking the time to make sure the role requirements are accurate and in alignment with the competencies important to success in the given role will help to ensure that you are calling out to the right people to apply. In a job market as competitive and populated as it is currently, making sure details like this are buttoned up go a long way. Good Luck with your hiring!
Linda Scorzo, Hiring Indicators
Post Positive Employee Testimonials
Positive employee testimonials are an effective addition to the careers page of a company website. A good endorsement is one of the best ways to engage a potential candidate. Individuals who are interested in joining an organization can be heavily influenced by the honest testimony of people with internal experience.
Potential candidates will be encouraged when they read quotes regarding generous benefits, effective management and a pleasant work environment. Positive employee testimonials on a company careers page have a good chance of enticing individuals into submitting a job application.
Liza Kirsh, DYMAPAK
Make Link To Careers Page Visible and Easily Accessible
It seems designers decided early on during the digital age to place the link to the careers page on the bottom of a company’s website. Rarely does any company deviate from that. But if you want to attract more candidates – and better candidates – put the link to the careers section where people can see it and access it quickly. Once in a while, someone will visit the website of the brand they love.
When they do, they will be more inclined to look at the jobs page if the link is in their line of sight. Maybe a loyal customer has a marketing background and loves the brand so much that they will want to see whether the brand has an opening in the marketing department. Those types of candidates are more likely to be found if you place the careers link in a place where people can see it.
Alan Ahdoot, Adamson Ahdoot Law
Explain The Application Process and How To Be Reached
A company’s careers page should explain how to apply for jobs, what the process entails, and how you want to best hear from applicants. Providing this information can save your HR team from receiving emails, phone calls, or questions about how to apply for open positions. This can also significantly reduce the number of poorly done or incomplete job applications.
Datha Santomieri, Steadily
Humanize Your Careers Page
Career seekers are individuals, who as much as anyone else, have learned to filter out generic web interactions. Unfortunately, many career pages are the most genetically corporate and transactional pages on a corporate website. This is a case of getting your HR team to think like brand and content marketers.
Marketing playbooks such as speaking to the pain points of page visitors, exuding charisma, and leaning into individuality can go a long way towards moving career pages from transactional afterthoughts to the first positive impression in a new hire’s journey.
Merrill Cook, Arist
Include an Option for General Inquiries and Submissions
Every company careers page should feature an option or email for general inquiries and submissions even when there aren’t open positions. Many amazing candidates might be a great fit for a company, but they can be deterred by an explicit lack of opportunity or a perceived sense of exclusivity. Having an opportunity to send a resume or message to an HR official gives the feeling of an open and well-run professional operation.
New Melchizedec S, Expertrec
Clarify Vision and Mission and The Goals To Achieve Them
Candidates want to apply with organizations that align with their values. Companies can attract more suitable candidates by discussing their mission and vision on their website’s careers page. Potential candidates want to know that they are putting their talents to use for a worthy cause.
Organizations should use their careers page to discuss why they are working towards the particular goal of the business and why candidates should want to join in that effort. A careers page is a valuable resource for showcasing employment with an organization. Companies should use this page to attract candidates with similar values who are invested in their overarching mission.
Katy Carrigan, Goody
Take Care of Your SEO
Once you have included information about the company, its mission and vision, and benefits on your career page, it’s time to take care of SEO. This element especially applies to job titles within your company. Don’t let yourself fail because of using weird job titles like Ideas Manager or Creativity Master. Indeed, they’re cool and say a lot about your easy-going and relaxed atmosphere in the workplace and show positive company culture. However, they decimate your SEO.
Google won’t rank you high for such creativity. Use the keywords that direct traffic to your site. Avoid abbreviations, VP should always be Vice President, and so on. People are looking for jobs type in standard job titles. So they can easily miss your offer, and even if they come across it, they may not read it as the job title doesn’t tell them anything.
Nina Paczka, MyPerfectResume
Include Accessibility for People With Disabilities
Be inclusive. Your company will miss out on talented people with disabilities if your careers page isn’t welcoming to all. For instance, users with sight limitations are not only blind people; consider the 300 million colorblind people worldwide plus all those who require large text. Assist job-seekers who are deaf or hard of hearing by installing an app that reads the page. Do not use flashing designs because it can deter people who get seizures.
Being inclusive is the right thing to do. And it’s a fantastic way to attract talent away from other companies who aren’t as welcoming.
Scott Lieberman, Touchdown Money