10 tips to make a great careers website In this article we look at the design, content and management issues that you should address in creating a basic careers site for your company.

We restrict ourselves to basic careers sites —that is, sites that will handle only a small number of job vacancies every year and do not include online talent management back-ends. A basic careers will usually list live job vacancies; but it could also include a “How to apply section” explaining the recruitment process, an “About Us” section that details the company working environment and culture; and other static content areas. So, let's look at the things that go into making a good careers website.

Design

1: It's a careers site.

Think about the key purpose of your careers site. Its function is to advertise jobs and promote your recruitment brand. Make sure that whatever you create, it meets these two key functions.

2: KISS.

Create an easy-to-use layout and navigation scheme. You want a careers site that encourages the best people out there to apply for your jobs. Don't over-complicate matters. Adopt the KISS approach: Keep It Simple, Stupid.

3: Employment Brand

Keep a consistent employer brand throughout the entire website. Don't limit your recruitment brand message only to your careers site. Make sure that the rest of your site reflects your recruitment brand too. Read our article 'An introduction to recruitment branding' for more details.

Content

4: List your vacancies.

Obviously, when you create your site you should make sure it's easy to list your vacancies. Most websites will have a CMS system that allows you to add and edit pages. Get those live vacancies on the site as soon as possible. Remember too that these listings are job advertisements. So, sell the job and sell your company. Read our article “Writing job ads for job boards” for tips on writing effective job ads. If you don't have any live vacancies in your company, are you happy to accept speculative applications from people? Let them know.

5: Explain the recruitment process.

Explain to candidates how to apply for jobs and what they should expect once an application has been received. For example, do you require a email application or postal application? Do you require a covering letter? Will candidates be invited for interview or will there be an initial telephone interview? In other words, let candidates know exactly what will happen.

6: Sell you company.

Detail your company working environment, benefits and culture. Show candidates what kind of a place your company is to work in. If it is a funky creative place that looks for funky creative people then say so; if it's a hard-working hectic environment where closing the deal is key, then say so. Being clear about what your company is like will help you find the right people to work in it.

7: Get feedback.

Ensure you have a mechanism for getting feedback from candidates and applicants. Be sure to monitor, respond and embrace this valuable information.

Management

8: One size doesn't fit all.

Your Careers site is not the be all and end all of your recruitment strategy. You will still have to advertise your jobs on job boards and in newspapers. What's more, not all jobs that you list on your site can or should be recruited in the same way. For example, recruiting an administrative assistant might only require candidates to send you a CV for you to review before inviting suitable candidates for interview. Hiring for a Financial Controller, however, might necessitate your allowing candidates an initial confidential call to discuss the opportunity before they send in their application. Again, your careers site is about hiring the best people for you company. Ensure that it and your company are flexible enough to do this.

9: Clarify your internal recruitment process.

How are candidates going to apply for jobs? Do you have an email address like jobs@mycompany.co.uk? Who is going to respond to applicants. Who is going to screen applicants? What happens then? To ensure the best candidate experience and successful recruiting, ensure that you establish a clear internal recruitment process in your company.  

10: Test, test, and test again.

No matter what kind of careers site you create, whether it's a one page site with a single vacancy listing or a 10 page fully interactive video-laden microsite, be sure to spend as much time as possible testing it. Make sure it actually works; make sure the content makes sense; make sure everything is spelled correctly, make sure the links work. You only get one shot at candidates: make it your best shot.

Article updated: July 2008

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