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September 29, 2021
A well-designed careers webpage should provide enough information about the company and its job opportunities for candidates to assess whether they want to work there. This article elucidates which elements businesses need to include on their careers page to attract talent. It also covers common mistakes that deter candidates.
– Let applicants get a feel for your workplace by using words that reflect the environment, such as “blue jeans-friendly” or “traditional.” Highlight things that make your employees happy. Do you have a weekly happy hour or allow pets in the office? Describe the design of the office or the advantages of its location. Call out special events and awards. Short descriptions about the company’s different teams can be helpful.
– Succinctly state your company’s story, objectives and purpose for being. This helps candidates understand what kind of employee you are looking for.
– Outline the company’s benefits, like wellness programs, parental leave, health/life/disability insurance, retirement plan, tuition assistance and free lunches. But don’t stop there, because frankly, employees generally expect at least some of these benefits in a full-time position. That’s why you need to include any other details that set your business apart, such as flexible hours, remote work options or half-day Fridays. If you offer career development or hold regular team offsites to foster a tight-knit team, say so.
– List the top reasons to join and reiterate why your company is a great place to work. Stay away from uninformative cliches like “we work hard and play hard.” Consider asking existing employees for their views on why it’s a good place to work, and let their feedback guide this section. Display employee ratings from sites like Glassdoor.
Include hyperlinks to detailed information when feasible to keep the careers page from getting too cluttered. Add a link to the company’s LinkedIn and other social media platforms so candidates can follow future jobs and news about the business.
Use any combination of images, infographics and videos on the page (or linked pages) to help applicants learn about the company.
Categorize jobs by title, field, department, qualifications and location. Allow candidates to use a filtered search to quickly find details about roles and responsibilities.
Explain how to apply, when interviews will start, how applicants will be informed if they don’t make it to the next level and whether they must take online skills tests. Include an option to upload a resume. Ask only qualifying questions to minimize barriers to application and time expended.
Address common questions from candidates in the FAQs and include a call to action like “Apply Now” to guide candidates to the next step.
Give candidates the option to sign up for future job opening alerts. Provide an option to share a job listing via email.
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