June 6, 2024

Your Careers Site and the Art of a Great First Impression

Building Better Careers Sites

A careers site is vital to a quality candidate experience. As we established in our previous post, Harnessing SEO and SEM to Showcase Your Job Opportunities, most referral sources will push candidates directly to a job description. If that description is coming from your ATS, those candidates will miss any employment brand messaging, benefits info, and hiring events you have added to a careers section on your main site.

Job Description Pages That Convert

Since most candidates will enter through a job description page, it is vital that you put everything they might need right at their fingertips right from the start. How can a single page promote your entire employment value proposition (EVP)? Since there are limitless ways to improve on the standard ATS job description, here are some things AB&C includes on our clients’ job description pages in our HireControl career sites:

  • A well-crafted job description that helps the candidate see themselves working for your organization (more on this in our next blog post).
  • Easy Apply. Since we know that most candidates search on mobile devices and that a full application through the ATS is cumbersome on mobile (to say the least), give them an alternative, quick and easy way to express their interest.
  • Promote relevant hiring events. Rather than hoping candidates will discover an event in their field, promote it right here where you know they will see it. But it must be relevant—don’t clutter the page with content that doesn’t directly relate to the opportunity.
  • Contact info and a headshot for the recruiter who owns this requisition. While it may not be ideal for every organization, candidates want to know their application will be reviewed by a real person, not some soulless algorithm.
  • Similar opportunities. Now you have them on your site. If the job they landed on wasn’t their dream job, you want to keep them from clicking the back button to another site that also includes your competition. Feeding a list of other options and providing an on-page search helps entice them to begin exploring the rest of your careers site.
  • What sets you apart? Bring your EVP to life. Include videos or blogs of employee stories. Highlight sign-on bonuses, remote/hybrid opportunities, awards, DEIB initiatives, unique benefits, and anything else that might get them to hit that Apply button.

Campaign Landing Pages

Maximize the ROI of your online marketing campaigns by targeting job categories instead of specific positions. In this case, we know that everyone who clicks one of your ads will definitely wind up here. This allows you to develop more content related to the EVP for your organization and how it relates specifically to someone interested in the job category targeted by the campaign. The types of content outlined on the job details page section make great thought starters for what should appear here.

Other campaigns to consider for landing pages could include relocation efforts, expansion/new buildings, military outreach, and many more.

This landing page should have a general contact form to express interest to a recruiter, as well as a feed of all relevant jobs from the ATS, so the candidate can explore to find which opportunity is right for them.

Other Benefits of an Information-Rich Careers Site

  • Manage events. Add events to your site with details and registration info. Promote them on specific relevant job detail pages.
  • Working Here/Meet the Team. Create a section of the site where candidates can see some of their future coworkers and get a feel for your corporate culture.
  • Benefits. From medical coverage to work/life balance, let them know what you have beyond basic compensation that makes your offering special.
  • Quality of life. Especially if you are recruiting from other geographies, let candidates know what your area(s) have to offer.
  • Talent community. Be sure to capture candidates that don’t see the right job for them on your current list.
  • Application process. Job seekers want to know what to expect next after their application is submitted.