The beginning of a wonderful friendship – finding employees for life with career websites

Digital, Digital Marketing, Strategy, UX/UI Design

Digital

The beginning of a beautiful friendship – finding employees for life through career websites.

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The figures are alarming and speak for themselves. On the one hand, around two-thirds of all small and medium-sized enterprises confirm that they have significant problems recruiting suitable specialists. On the other hand, not even one in five SMEs has its own career page on the web. Yet this is the central point of contact for potential employees and interested parties. More than two-thirds of all interested parties apply directly via this career page. The figures show: it is not just due to the shortage of skilled labor, but also the method of recruitment. You cannot catch fish without a net and a rod.

Always in focus: Career pages

As highlighted in the blog post on employer branding, the career website is the central component for successful recruiting. It represents the most important communication channel to new employees. If the page is missing, applicants stay away. One study shows: without a career page, fewer than 30 percent of interested parties still apply to a company. This is because, in an ideal scenario, this job portal contains all essential information about the company alongside current job postings. Short, precise, and always focused on the future employee. Furthermore, the site reflects how a company views new employees. Appreciative? Accommodating? Professional? Or non-existent?
The website is flanked by further measures such as social media, trade fairs, etc. Developed for an optimal influx of applicants, the career page should therefore be linked to a suitable selection of social networks or employer review portals.

Applicant First – always focusing on the candidate

Fundamentally, the “bait” must appeal to the fish, not the angler. Therefore, the potential new employee always comes first. Recruiting – and accordingly the website – is aligned with their needs. It is therefore important to know what matters to new talent and potential candidates and what their central needs are.

What do visitors look for on career pages?

  • Current job postings
  • General information about the employer
  • Specific contact persons
  • Detailed job profiles
  • Authentic insights into the company (e.g., in employee blogs, etc.)
  • In-depth information about corporate philosophy, culture, and values

Which factors are particularly important for interested parties?

  • Accessibility
  • Transparency
  • Reliability
  • Professionalism
  • Up-to-date information

Step by step to a new job website

To ensure the website is a success, we proceed step by step during its creation.

Analysis:
Examination of the current status and definition of the target status. Which employees do I need to achieve this and what can I offer them? What makes me unique as an employer and sets me apart from the crowd? What is my Employer Value Proposition?

Strategy:
Development of the Candidate Journey, i.e., the path an interested party takes – from the first contact to the first day of work. Planning of touchpoints on and via the website.

Design:
The website is designed to match the corporate design. The focus is on user experience (UX design) for high usability. In principle, the structure and design of the career page may differ and stand out from the general site. “Clean & lean” is an important motto.

Content:
Creation of individual content for the job portal in the form of text, photos, and videos. Authentic, personal, engaging. This is where you show your true values.

Implementation:
Practical programming follows. Clean and always in compliance with all legal requirements and standards, so that you are on the safe side. After completion, the testing phase follows, both technically and from an applicant’s perspective.

Support:
We do not leave you alone even after the launch. In addition to introductory training on how to use the site, we offer support and stand by your side permanently.

Do you want to position yourself strategically as an employer and find the right specialists? We can help you with that.

Added value through external service providers

The career page immensely increases your visibility and brings new applications into the company. To also make the recruiting process more efficient and shorten the “time to hire” (the time from the job posting to the hiring), the integration of special applicant management software is recommended. This allows you to easily create new job postings and distribute them across various channels. Applicants can also be evaluated, compared, and invited directly within the team in a transparent and efficient manner. Automated processes facilitate communication. Numerous options allow for precise analysis to optimize recruiting. In short: applicant management embedded in the career page enables a more efficient workflow and noticeably relieves the HR department.

 

Tips from the pro

A series of valuable tips for your career website:

  • Name the career page clearly (e.g., “Jobs & Careers”) and make access via the main navigation as easy as possible.
  • The job search is the central element. Make it accessible from everywhere – for example, using a floating button.
  • Simplify contacting the appropriate contact person. Avoid complex forms.
  • Use real images instead of stock photos. Be individual and unique.
  • Utilize all possibilities. Illustrate texts with photos, images, and videos.
  • Be transparent and show what employees can expect from you. Honesty and authenticity pay off.
  • Ensure the highest level of security and data protection. Applicants must not have any concerns when submitting their highly sensitive data.
  • What are you waiting for? It is never too late to create or optimize your page! Contact us now!

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