How to create a better career page to attract top talent

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From a potential From a candidate’s perspective, one of the most underrated aspects of the application process may just be the first impression your company’s website’s careers page makes. Believe it or not, based on a research report from the Talent Board, 64% of job seekers find career sites to be valuable resources during their job search. This is also important when you consider that 55% of active job seekers also want to be able to upload a resume directly to a company’s career site, according to statistics from Kelton Research.

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When job seekers land on a careers page, they’re not only looking for open positions to apply for, but also to learn about your business, company culture, and why they should work for you. your company The best career pages showcase your brand as an employer with a dynamic page and employee testimonials, but they also attract candidates and prompt them to see and apply for your open positions. At a very basic level, your careers page should easily include both job openings that are easy to apply for, as well as information about your team, your work environment, and your values as a company.

Making sure your careers page is detailed, accessible and informative is key to attracting the most qualified candidates to your company, as well as spreading the word by posting to top job sites such as ZipRecruiter or indeed But how do you know what to prioritize on the page or where to start? Whether you’re building a page from scratch or just looking to improve your existing one, we’ve got the best tips on how to create a careers page that will turn visitors into applicants.

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1. Use your introduction to attract candidates

A good introduction is the key to capturing a user’s attention, and it should focus not only on describing what your company does, but on its vision for the future. Don’t assume your applicant knows anything about your company or the job itself. Be sure to explain your company’s mission and why they should want to work for you. While you should avoid clichés and buzzwords, a compelling paragraph draws applicants in and encourages them to land on your job page: Are you an industry leader in a specific way? If you’re a smaller company, have you worked with any Fortune 500 companies or major clients? Now is the time to include those details.

That said, your description should be short and sweet, as it is, after all, an introduction. Limit it to three or four sentences and use clear, concise language to describe who you are, what you do and why. A conversational tone is really valued here, as you want your vision to be understandable to the widest possible audience. This is also a great place where a little search engine optimization wouldn’t hurt, allowing your career page to rank higher in search engines and find candidates searching for companies with specific values, such as ” the best for balancing work and family life” or “superior design company”.

2. Make it easy to apply

No candidate wants to spend more time searching your page than they have to just to find the section with all your open jobs. It’s important to not only make your current roles easy to navigate (on desktop and mobile), but to offer the option to filter positions by department, location, skill level, etc. You can also add a time interval since the job was done. published for the first time, so that candidates can find the role that suits them and know that the vacancy list is current and updated frequently.

One key to unlocking a faster hiring process, especially if you already have a candidate in mind, is to use a site like ZipRecruiter along with your careers page. Their “Invite to Apply” tool allows you to send pre-written or personal messages to your preferred candidates, which is sure to encourage a quick response so you can fast-track your search. “Invite to Apply” finds qualified candidates for open positions even before they apply, showing employers detailed information about the candidate, including experience, education, veteran status, certifications, and a score that indicates the degree of agreement they have with the position.

3. Show awards, achievements and testimonials

Along with employee and customer testimonials, using visuals is a great way to showcase your company and staff’s awards and achievements. Here you can post links to your blog and news pages, or graphics detailing awards won (even contributions from employees who have gained notable recognition, such as Corporate Social Responsibility (CSR) initiatives).

You shouldn’t clutter the page with this information, as the focus should still be on attracting potential candidates to your job listings, but they should get a handle on where you stand out as a company and how you’re doing well . The right candidates will be hired who value working in high performing companies as it can reflect their work history if they are hired. Even if you just received a glowing Glassdoor rating, it’s worth mentioning.

4. Create clear and concise job descriptions

While you should make your listing attractive, you don’t need to structure it like an ad; encouraging people to apply can be as simple as presenting the right information in the right format. First, you should structure your ad with headings (no bullets, they look too unprofessional), so users know what to look for and don’t skip over your post.

As we mentioned above, don’t assume your applicant knows anything about the job itself. Keep it candidate-centric and share the “why” of why you’re hiring for the position, but also what your “ideal” candidate should be like. Include a section on basic education, experience, or other requirements and, if possible, describe the salary range and benefits. This will make your description much more appealing to applicants, but keep expectations aligned on both the employer and candidate side. One way to do this is to generalize the job title, such as “Sales Manager” rather than “Retail Sales Specialist”, but be specific to the actual description in terms of job-related tasks, required skill sets and tools. .

ZipRecruiter it also has one of the favorite customizable templates for creating and posting your job listing, and the platform will automatically submit it to over 100 top job sites. You can also spread your job postings even further through social media sites like Facebook and Twitter, improving your odds of reaching potential job seekers interested in the position beyond your career page.

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