Why it’s important
A user friendly, attractive careers or recruitment page on your website is a really important part of the process. These pages are your ‘shop window’ and should be regularly reviewed to ensure they are giving the very best impression to prospective candidates. A good careers site should be:
Up to date
It is important your site content is up to date and regularly refreshed.
Content should be engaging for candidates and focussed on answering their questions.
User experience focussed
Is the site easy to navigate, and mobile enabled?
Things to consider
Candidates who want to work for you (or see an advert for a role with you), will come in search of more information. So think about who you are as a business, what accolades you have won, how many people work for you, what type of work do you do.
How easy is it to navigate online? Can a candidate access your website / careers pages from their mobile phone or on a tablet?
Will they find the information they are looking for easily on your website? Is a link to the careers or ‘work for us’ page the first thing they see when they visit your main website? We know that multiple clicks can put candidates off and they won’t spend long searching, so your initial application process needs to be easy to find.
What are your values? You want to attract candidates who have similar values and are going to feel fulfilled and a part of your organisation when working for you.
Candidates like to find out more about what it’s like to work for you, things like ‘day-in-the-life’ stories are great to include – they help people to relate if they see ‘people like me’ in your imagery, videos and stories. Here’s an example from Friends of the Elderly:
Some companies include situational judgement quizzes or psychometric assessment tools, so that candidates can self-assess whether the role is for them. Skills for Care have a free example of that you can use in your careers website. There are also care specific psychometric assessments available on the market, such as Care Character. These simple assessments support the candidate and hiring managers through the recruitment process.
Rewards and Benefits
Always include pay rates and benefits
People often have questions so make sure you include an email address and phone number
Detail the recruitment process so candidates know what to expect
Include links to your social media platforms for candidates to follow (make sure these are active too!)
Allow candidates to register information and capture this even if there are no suitable roles available - this helps to build a candidate pool
Schedule in time to review your site content and conduct competitor analysis
Utilise appropriate technology to deliver the best candidate experience. Consider AI and virtual platforms
Best practice examples and other useful links
For some great stories / employee experience visit: apply.careuk.com
For examples of good accessibility to the recruitment team visit: jobs.barchester.com
For examples of video content visit: fote.career-portal.co.uk
To see best practice use of AI / chat bot visit: Somerset Care (recruit-better.com)