9 Tips to Improve Your Careers Page and Attract Talent

In today’s competitive job market, it is more important than ever to stand out from the crowd. Your careers page is one of your most valuable marketing tools for attracting qualified candidates. This is crucial for finding the right people to work with you.

Research shows that a good careers page can have a dramatic impact on how many applicants apply for jobs.

In addition, it also affects what positions they apply for, and whether or not they accept offers when offered.

If you are currently dealing with a talent shortage and don’t have an optimized page, it’s time to change that.

Here are nine tips for making sure your career page stands up against the competition.

1. Add a video to your careers page.

A well-produced video is more memorable than any other type of content and can help you attract more applicants. You’ll also be able to increase conversion rates. So grab your camera and start shooting.

The video only needs to be a few minutes long, but it should highlight what makes your team unique. You can also opt for pre-recorded video content if you don’t have the resources to create new footage. This can include a video from an internal conference or event.

2. Include a testimonial from an employee who has been promoted in the past year.

Include a testimonial from someone who is currently in the role you’re hiring for, or has recently moved up into a new position.

You can also do this by sharing your company’s top-performers list and showing happy employees talking about their successes. You could even have them speaking about their experience at the company. This is a great way of demonstrating that your company is a great place to work at. And more importantly, you don’t even have to say it. Obviously, this makes a much more powerful statement.

Even if your company is totally remote, you could use video conferencing platforms to interview an employee. This is a great way to get him/her to share their experience working with your company.

3. Update your company’s mission statement with words that are relevant for today’s job market.

Your company’s mission statement may be short and sweet, but it can still have a huge impact on how your employees behave.

If you want to attract top talent, specify what kind of role would help them reach their goals and make sure the words you use are relevant for today’s job market. Words like “collaborative,” “growth,” “innovation,” and “team player” are important. They tend to get more clicks in applicant tracking systems than terms that aren’t as engaging or popular, like “responsible.”

You should also consider including values in your mission statement if they’re appropriate. For example, the value of teamwork comes to mind. Don’t stray away from being authentic to your company culture.

In a post-pandemic workplace, being clear on what your company is all about is important. It makes it easier to onboard new staff effectively and keep them at your company for longer.

4. Showcase the diversity of people at your company and how they work together to accomplish goals.

There’s been a lot of talks recently about diversity at work. How can you show the world that your company is inclusive and highlights different backgrounds coming together to achieve success?

This is a great way to attract applicants whose skills are outside the box. It also shows you as having experience in areas where you’re currently staffing gaps. You might also consider highlighting interns. They tend to be more active on social media than full-time employees and will help spread the word.

5. Create a career opportunities page with open positions, descriptions, qualifications, and application instructions.

If you have open job positions, make sure they are fully fleshed out on your careers page. Also, include a link to the full job description. Your career opportunities should also include application information. For example, include how many positions will be available and when the applications are due.

Applicants who feel like there aren’t enough options or their applications would not be considered might seek a job elsewhere. If you are just starting an online business being clear and setting the right expectations is key to success. This also applies if you have a physical business that’s been running for years.

6. Share content on social media channels.

Online platforms such as LinkedIn and Facebook allow you to post your careers page content. This is a great way to spread the word and encourage maximum user engagement.

You can also use your social media channels to promote diversity at your company and attract a wider range of applicants. This can be done while being transparent about what the benefits are when working at your company.

7. List educational requirements with other hard skills on job descriptions.

There’s no need to hire an A+ developer if there aren’t any openings that require those skills.

Instead, list educational requirements with other “hard” skills under “requirements” or “job description” categories. This allows you to highlight what skills the best candidate would have. The opposite would be to show that all the requirements are checked off which isn’t always beneficial.

8. Include salary information on job descriptions and in the description section of the career opportunities page.

Don’t forget to include some compensation details. If you’re hiring for a specific position, there’s no need to list “competitive salary.” Neither is a link to benefits needed since those are already included. It is important to include information about salary ranges on your careers page. This allows candidates to get an idea of what they might make if they apply for your open positions.

9. Speak to potential employees about the company culture and current employees.

When applicants are looking for jobs, they want to know what it’s like to work at your company. However, it isn’t always easy to find out from a website.

Find out if there’s someone at your company who can speak about their experiences working there. Ask your existing staff to post on social media and share with others what makes them happy at work.

You might even consider creating an “About” page that includes specific information. This can include how long your team has been together. Moreover, you can speak about what people do outside of work. It’s also a great idea to include insights into the company culture. Finally, share information about the office or city they work in.

If you focus on recruiting your employees online, all of the above tips make it easier to humanize the digital hiring experience in this day and age.

Conclusion

If there is an opportunity to highlight the top reasons why someone would choose to work within your company, do it. For instance, inclusivity adds a great deal of value to the work culture and team spirit in general. That is worth spreading the word about. The more diverse your workforce is, the better your company will be.

On top of this, employees are likely to have a higher vested interest when specific conditions are met. These include working for companies that have shared what their core values are. It’s also important to try to make strides toward achieving them.

You can always pursue new avenues for improvement on your career page as well. These are just some suggestions we think would help attract candidates with unique skill sets.