Blog Post

6 Essential Elements of a Killer Career Page

Cornerstone Editors

With national unemployment at its lowest level in six years and employee confidence at a new high, now is the time for employers to get serious about how they're appealing to job seekers — particularly though the careers page. Beyond just a list of open positions, a careers page is an opportunity to highlight your company's people, culture and what sets it apart from other businesses. Here are six essential elements of a killer company career page:

1. Be mobile friendly

Job hunting has become an increasingly mobile activity, so be sure to optimize your career page for mobile devices — no one likes squinting at tiny text on a small screen. A recent study showed that 78 percent of job seekers would apply to a job from their mobile device, if they could do so simply. For inspiration, check out Whole Foods’ mobile jobs site, which makes it easy to filter openings by location, department, position type and custom search terms.

2. Video, video, video

When it comes to communicating your story and what makes your company one of a kind, it’s better to show than tell. Evernote, a note-taking software provider, has nailed this by featuring a professionally produced, engaging video called "Life at Evernote" on its career site. The video is short, lively and features testimonials from Evernote’s CEO and other staff, giving candidates a glimpse into what it would be like to work there.

3. List why you’re great

Easily digestible lists of information dominate news streams because they work. Listicles offer businesses an easy opportunity to pitch candidates on X reasons why they should join their company. Deloitte, for example, features a post on its careers page that outlines the top 10 reasons to join the consulting firm, highlighting perks such as work/life balance, benefits and development opportunities within the company.

4. Add a FAQ section

Being proactive about providing useful information proves your recruiting team is listening. If the team tends to receive a lot of similar questions from candidates, answer them on a FAQ page. Design consulting firm IDEO has a comprehensive FAQ section that covers details of IDEO's recruitment process, cover letter protocol, internship timelines, company culture and what makes a candidate stand out to the recruiting team.

5. Be visible and sharable

Just like potential customers, you want potential new hires to come from every channel, not just through direct search. Include keywords in job titles, descriptions and other career page copy and make sure your pages are optimized for search engines. Also, make social media links and buttons clear and visible so visitors can easily share job postings with other candidates. Airbnb does a great job of this: Its careers page is clearly visible on the home page, and clean, compelling copy — with smart keywords — describes jobs in each department. Social media buttons appear at the bottom of nearly every page.

6. Show off your personality

Today's job seekers look closely at what a company stands for — they want to know about the culture, personalities of its leadership and employees and what the work environment is like. Showcase your brand's unique vibe with engaging and fun photos that paint a picture of what day-to-day life is like at your company. Ride-sharing app Lyft's career page shows off the company's quirky culture with playful pictures of its staff, as well as highlighting perks like Bagel Wednesdays and the dog-friendly office.

Related Resources

Want to keep learning? Explore our products, customer stories, and the latest industry insights.

Empowering Employees by Learning & Development at Amplifon

On-demand Webinar

Video

Customer Story

Empowering Employees by Learning & Development at Amplifon

Learning and development strategies must continue to evolve in the ever-changing world of work. Training and development provide employees with a softer landing into change, and the introduction of digital learning and development platforms allowed employees a smoother transition into a new style of work. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation. Amplifon created a learning and development strategy that is hyper-personalised and skills-focused, allowing their people and their entire organisations to become more agile and adaptable. Amplifon invested not only in learning and development content but also in strengthening the global network and collaboration across geographies and functions, to encourage an equal sense of belonging across the entire organisation.

Howdens shares how they grew learning by over 500% in one year

Video

Howdens shares how they grew learning by over 500% in one year

Charlene Jackson, HR & Payroll Systems Lead, shares how Howdens moved from traditional classroom based training, to grow learning by over 500% in just one year through the introduction of a simple, modern user experience, accessible from any device.

4 tips to managing diversity and gender equality in your company

Blog Post

4 tips to managing diversity and gender equality in your company

If you want to generate success in your company and work in a harmonious environment, then you need to consider each and every one of your employees, get to know their interests, and offer them the best treatment and commitment. However, one of the most important principles that should be commonplace in every organisation is the equal treatment of employees (regardless of gender, race or religion). Gender, for example, should not be a factor that influences how we treat our workforce. Having a gender equality policy shows employees that they are valued and that the company is serious about ending discrimination. Having a fair remuneration policy that is not distinguished by the employee’s gender, but by their job position and their development within the company is an important step towards gender quality too. Opt for a gender-diverse workforce Having more gender diversity in a company is very positive and not just for the company’s own benefit. In fact, the UK could boost its GDP by 9% if the female employment rates matched with Sweden’s for instance. The challenge for HR departments is to successfully and strategically find and enrol more women in their business. It could solve a real problem, breaking barriers of gender discrimination in the workplace and promoting equality within the company. Equality between your workers is essential It is important to not only review the salaries of your employees, but also other professional aspects such as career plans and promotions, ensuring that there are equal opportunities for both men and women. Equality will undoubtedly be a motivational element for employees, regardless of their gender, as having clear objectives is a contributing factor in maintaining employees’ interest levels Strike a balance between work life and family life Fostering harmony between work and family life is key to attracting and retaining talent. It can contribute to the company culture, and to a positive attitude and collaboration amongst employees. Another important point is not to make sweeping generalisations about different genders, and instead to consider the specifics on a case by case basis. Employees need to see that their family life is considered and respected. They will appreciate this and it will likely improve company loyalty in the long run. HR must ensure gender equality in their company HR’s role is essential in managing and promoting gender diversity within the business. They must ensure that the motivation and commitment of their employees is strengthened, which, in turn, strengthens the workforce overall and benefits the entire company.

Schedule a personalised 1:1

Talk to a Cornerstone expert about how we can help with your organisation’s unique people management needs.

© Cornerstone 2022
Legal