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How to Create a Well-Optimized Career Site

By | Michael Deane

You can’t make the best hires for your open positions unless you put enough effort into attracting the best candidates. After they’ve checked out your job listing, the very first place they are heading is most likely your career site.

The experience you offer there can be crucial for whether they’re interested in working for your company or not.

Here are a few useful tips on how to create a well-optimized career site that will capture the attention of job seekers and help you hire top talent.

1.  Make It Easy to Find

All the job seekers that are browsing your company’s website need to be able to find and access your career site easily.

If you decide to put your job openings under some other section, such as “Other” or “About Us,” the odds are high your best candidates might bounce off before they’ve even found it. That’s why most companies opt for a separate tab on their homepage, as it can be seen and accessed easily.

An even better idea is to have a subdomain to host your career site. This will make it easier for job seekers to navigate it and find sections that are relevant to them. You will also be able to access specific analytics and learn more about what is effective in converting job seekers into applicants.

2.  Clean Design

Design is of essential importance when it comes to the success of your career site. Just like all other website visitors, job seekers prefer sites that are clean, as well as easy to navigate, browse, and explore without too much clicking back and forth.

When creating your career site, go for a clutter-free, minimalistic design. To accentuate calls to action, and make it easy for your potential candidates to focus on the things that matter the most, leverage so-called white space, and give your content enough room to breathe.

As a matter of fact, only 6% of website visitors believe the actual content has the most important impact in their opinion, while as much as 94% of them claim that design is the reason why they don’t trust certain websites.

3.  Optimize For Mobile

With half of the internet traffic coming from mobile and the majority of the job seekers belonging to Gen Y and Gen Z, your career site needs to run smoothly and quickly on different screens, including mobile devices and tablets.

It would be best if potential candidates could apply and submit their job application while they are on the go, using nothing but their cell phone. Also, enable the option of saving a job posting so that they can apply for it whenever suits them.

4.  Boost UX

Those working in HR know that interaction with potential employees shouldn’t end with their application. The candidates will have many questions, and they will need to be informed about the status of their application, or any other important changes and updates.

You can make it easier for your HR staff and automate some of these processes. By using conversational AI platforms on your career website, you can offer adequate and timely support to your candidates during each phase of the process, as well as provide answers to the most common questions.

Unlike traditional chatbots, AI-powered platforms can interact with your candidates in a human-like manner, personalizing each interaction based on the data it has on candidates.

This way, you can keep your potential employees engaged while the selection process lasts, as their high satisfaction rate will prevent them from churning.

5.  State Your Vision and Mission

Jobseekers prefer to work for companies whose vision and mission match their own values. In order to attract the kind of crowd that would easily fit into your company culture and be engaged at work, make sure you state your mission and vision clearly on your career pages.

This is especially true for Millenials, as, for them, job satisfaction means more than getting a big fat paycheck – what they do for a living needs to have a purpose too.

6.  Publish Great Content

All of the content you put on your career website needs to be of great quality, and SEO optimized so that it ranks well in searches, and is easy to find by your potential employees.

Use compelling headlines that will make a great first impression, attract job seekers, and help them relate to the position and your company.

Also, make the content you publish specific to your company and each of the individual roles. To raise and keep the interest of your potential candidates, according to Glassdoor, your content, including job ads, should be transparent when it comes to all the significant factors, such as salaries, benefits and perks, location and commute time.

7. Go Behind the Scenes

Your potential employees would appreciate it if you show them what it looks and feels like to work for you, so make sure you include enough content that can illustrate that.

A walkthrough video of your offices during a busy day or a lunch break can be a great way for your job applicants to see whether the atmosphere seems appealing to them. Employee stories are also a great way to give them a sense of your company’s culture, so it’s a good idea to include those too.

8. Add Employee Reviews

Before applying for a position in your company, your potential candidates will read reviews and try to form an objective picture of what it’s like having you as an employer. These reviews serve as social proof, and including them on your website will help instil trust in your potential employees.

You can do this by asking your employees to write about what it is like for them to work for your company and then post the best reviews as employee testimonials, along with their photos. Such testimonials will seem personal and genuine, so they can make a good impression on job seekers browsing your website.

Use the advice above to create a well-optimized career site that will spark the interest in potential candidates, so that you can find your perfect matches and bring them onboard.

Jennifer Wilson is a writer at Qeedle.com She knows business processes and operations management inside out. As she understands all the challenges of running a small business firsthand, it’s her mission to tackle the topics that are most relevant to entrepreneurs and offer viable solutions.

 

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