Career Pages

I read a great blog post earlier today from Matt Charney / Recruiting Daily.

That article got me to re-think my own blogging and using this site for job posting, in lieu of a full-blown Careers Page.

Here is some intel from the eBook Matt offered as part of his article:


Recruiter’s Guide to Digital Marketing

  • Recruiting Daily / Matt Charney / Smashfly Marketing




Of course, all external links go back to your home base – the career site – and I pity the fool who has been ignoring their own career site.

It’s the de facto hub of all critical website activity you actually care about and with 50% or more candidates leaving careers pages immediately after they land on your site, you’re responsible for keeping them on the site.

But how?  – With content that’s not only optimized for the channel job seekers are using, but written to make them care what you have to say.

What should you consider when it comes to website optimization?


  • Is your career site mobile optimized?

77% of job seekers are using mobile job search apps.

Don’t make it frustrating or difficult for a job seeker to search for jobs, read up on your company culture or apply to your job after you’ve finally gotten a job seeker interested.

  • Create simple paths for people to give you contact information throughout your career pages without asking them to apply.

These value-first propositions capture more attention with passive candidates who may be interested in your employer brand, not just a job.

Most importantly, provide candidates with options to engage with your organization outside of applying for a job like “Join our Talent Network.”

Capture interested candidates early and often.

  • But that path needs to be direct.

Don’t make candidates work to apply for your jobs because guess what?  – They’ll give up. And that doesn’t make them unworthy of your job, it makes them a typical consumer.

Candidates expect the Amazon experience every time, and we need to make relevant jobs one click away on every page of our career site.

Content to keep these candidates on your site next is the easy part.

Why?  – Because you have a bank of content at your fingertips at all times – your current employees are your greatest asset, right? Their stories are also your greatest content source because they are what’s most interesting about your company to the average candidate.

Yeah, perks are great, but bowling and beers isn’t going to tell you what it’s really like to work there. 46% of job seekers are reading reviews! Why not make your career page the one-stop-shop for people who want to apply to your company? Most importantly, provide employee stories for the critical skilled candidate personas you’ve already created. Tell those stories first and move on to other job families. It’s implied that you’re doing all the content but you should also be the owner. We’ve all heard the “recruiting is marketing” line and that’s exactly how we should treat our career pages – like marketers running their very own website. We should own, track and measure how traffic gets to our site and drive the results we need to fill our pipeline and convert more candidates into applicants. You are the subject matter experts for Talent Acquisition and you need to have the power and ability to react, change and build content that can have the greatest impact on influencing the right candidates to opt-in and apply.

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