Do's and Don'ts for Career Pages: Creating a Strong Employer Brand and Attracting Top Candidates

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Photo by Polina Zimmerman: https://www.pexels.com/photo/photo-of-woman-using-laptop-3747446/

A company’s website should assist in meeting and welcoming talented new workers. It may attract top applicants by highlighting the company’s value offer. And a well-designed, compelling career page may offer your recruiting efforts an added push.

On the other hand, statistics reveal that many businesses make the same mistakes in this area. Studies reveal a startlingly high page abandonment after only a few seconds. Almost 90% of job searchers will instantly exit these sites. There are many things to consider while creating your career page, which is why you should create a checklist. Avoid these typical blunders and silly gaffes by paying attention to them. If you’re just getting started, here’s an easy-to-follow instruction!

What exactly is a career page?

When it comes to the employment market, a company’s website might be described as having a “career page” or a “career site.” An individual landing page or a small sub-site may be used as a microsite. Attraction and engagement are its major goals. In addition to job openings and other employment-related subjects, it should represent the company’s culture, values, and other distinctive features. Finally, organic site traffic is a pot of gold. A well-optimized website will be ready to welcome active job searchers who type typical terms like industry + careers into a search engine.

Keep an eye on who’s visiting your careers pages, just in case. Gaining a better understanding of your target audience, demographics, and traffic patterns can allow you to improve your website’s functionality and develop new strategies for expanding your workforce.

Ingredients for success: What makes a successful jobs page?

You may use various factors to pique your audience’s interest. It’s important to lay the groundwork before getting too inventive, though. A career page needs to contain a few things, then. Here’s a short look at the basic ingredients:

There is a wide variety of ways for applicants to get the required information. Tell your narrative using text, images, and video. Put yourself in the position of a job seeker. Do you have any immediate queries that you’d want to be answered?

An opportunity to see how the team is doing. Showing off your colleagues in images and videos is a sensible move that serves several purposes. To begin with, prospective employees will have a better idea of the company they’d be joining. Employees will feel more valued and acknowledged as a result, too.

Good job descriptions that are easy to understand. Classifying positions by department or location in addition to the roles and responsibilities provided to applicants is a good idea. Identify what you’re looking for in a new employee and clarify it to them.

Website and career pages that are easy to navigate. Make sure your design is tailored to your audience. Stick to the guidelines of mobile-first recruiting methods and make your application procedure easy to use. 90% of the world best and brightest use their smartphones to search for new employment. Remember this!

A keyword-rich material that can help prospects locate you. Improve your search engine rankings by using unique URLs and page names.

The best way to develop a community and expand your skill pool is to ask for help. Those who haven’t found a position to apply for should be contacted. If they don’t have a job in mind, encourage them to submit their applications.

Do’s and don’ts for creating a successful professional page.

In addition to promoting vacant opportunities, your whole website and careers sections must assist you in conveying your narrative. When it comes to putting out a website’s career page, how can you make it stand out? In the following, we’ll go over some sound recommendations and some bad habits and blunders to steer clear of. All of it begins with well-crafted job postings.

Pay attention to the details of your job descriptions

To begin filling a vacancy, you must first identify the specific criteria and write them down. Also, make sure your job description is worded correctly before posting it to the world of potential employees. The following are the fundamental aspects of a JD that you must master:

A job description that immediately attracts the best and brightest candidates

A succinct summary of the company’s value proposition and essential facts.

The most important duties,

A list of needs with highlighted must-haves and clearly labeled nice-to-haves.

Benefits that talent truly wants to hear about, as well as a clear wage range

Nevertheless, if your goal is to improve the recruiting process, you’ll need to know and implement a few more things. In order to know precisely what your target audience wants, what information they need, and how the tone of your message should be, you must go deeper. If you talk about the project the recruit will be working on, it’s always a good idea to discuss why this particular role is so important to the firm. A few words on the role’s future are also a good idea. Lastly, indicate who the recruit will work with and report to. Ads like this can help you get more traffic to your career page.

Skip the phrases like fantastic, inventive, and ninja-rockstar-unicorn.

Have you ever seen a stupid job ad or a strange LinkedIn title that made you cringe? A job page should not include pirates, lasers, or other sci-fi-related nonsense. In this case, what should I do? It’s as easy as that: always develop inclusive job descriptions. Using gender-neutral language, minimizing jargon, and mentioning policies that demonstrate your commitment to diversity and inclusion are just some ways you may demonstrate your commitment to diversity.

Another typical mistake made by employers is utilizing too many keywords. You don’t have to be a genius to appreciate certain things. When it comes to attracting the best and the brightest, cold-calling isn’t going to sit well with many of the best and brightest. As a result, many who fall for the bright websites and fashionable terminology may experience a big letdown once they begin working for the new organization. Those breakthrough undertakings may turn out to be less remarkable, which causes employment unhappiness.

Don’t follow the crowd. Make it logical.

A lack of clarity in the application procedure may discourage potential hires. In addition, it might damage your reputation and damage your business. This raises the question of whether or not job seekers should send their resumes to recruiters and hiring managers through email or LinkedIn. What is the best way for them to get the information they need? Establish a logical sequence of events and follow it religiously. In time, your recruiting team will discover new, effective hiring sources, which will reduce the number of steps in your process.

The basis of your career page must be the same as that of your resume. Encourage job searchers to get in touch by keeping everything organized and simple to grasp. And if you utilize an applicant tracking system or a comparable tool, contacting individuals and acquiring their information will be more efficient.

Attract and maintain the confidence of your audience.

Having a better understanding of what motivates job seekers is vital. It’s also important to begin by identifying your audience. As a result, a one-size-fits-all website will not provide the desired results. What’s the best way to handle this part? To begin, take note of who is coming to the site. Be aware of your audience’s demographics and learn to distinguish between the many personalities that have stumbled upon your sites and adverts. Be aware that most of the talents are passively looking for work. As a general rule, full-time and part-time employment options are open to those actively seeking new employment opportunities. Some will be seasoned professionals, but there may also be new college graduates with no relevant work experience in their group. Begin by creating material that is relevant and useful to all of these categories, as well as to each visitor. In addition to a diversity statement or a list of perks, make sure to provide more information, encouragement, and freshness to these pages.

Know what to turn down a notch.

A company’s website and job landing pages frequently reveal much about its corporate culture. And, of course, it has its advantages. Healthful environments that respect and acknowledge the individual needs of their residents are laudable. There’s a good chance it’ll create a deep connection between the applicant and the staff (while enhancing both). It might become grating, unappealing, or downright fictitious if it’s overdone. They might easily overlook the bottom line if they emphasize their company’s culture too much. Your CTA won’t get much attention from potential recruits if it is buried beneath a mountain of accolades and kudos.

Ensure that the material you provide on your company’s website is balanced and does not overshadow the rest of the page.

Keep in mind the following career page dos and don’ts.

Don’t forget to check out this short list of career page “do’s and don’ts” before you get started with a recruitment strategy. These tricks, hacks, and best practices will show you the way and assist you in capturing the intended audience’s attention. Also, avoid the frequent blunders and mistakes we’ve discussed.