6 elements that make an effective career page

Your career page can be a powerful machine for attracting the bests candidates. Here you have some tips on how to build it.

Job offer

A well-created job offer should contain some crucial components:

• Requirements
• It might sound like cliché, but every job offer should include requirements for a candidate. They are supposed to be brief and precise. For example, they can be presented in few points with the most desirable skills. Why? If someone is looking for a job and finds your offer, he/she will only need few seconds to see if there is a match between you.
• Salary
• One of the most important points in the job offer is information about the salary. In western countries it’s nothing unusual; in Poland, it also starts to be a standard. People would like to know how much they could earn in a new place of work. If they are not actively looking for a job information about salary could change their minds. Another thing that should be mentioned in the offer is the type of contract: of employment or B2B.
• Benefits
• People aren’t only looking for the amount of money they can get but also the benefits they can be offered. Of course, the more they receive, the better for them, but the quality of perks is important as well. Free gym card, internal or external courses, flexible work hours and much more. If someone has similar jobs offers on his/her table (with the same possible salary) and has to choose one, benefits could be the clincher.
  

Recruitment steps

Perhaps the recruitment steps are not the most important thing in the job offer, but people are always looking forward to them. They would like to know how many steps the process includes. If it is too long, they might not like to take part in a whole recruitment process. Not because they are lazy but their valuable time counts for them.

Career path

If someone is looking for a job and considering your company as a potential place to stay for a next few years, he/she would like to know what he/she could expect from the future. The best way to answer the potential questions is to publish on your company website the career path.

Every job position should have its career steps: the path from the junior, through regular to the senior level. What people need to know at each level, what should they learn to get the promotion – those are questions the career path should respond to. Don’t forget about the salary. It’s significant information for potential employees (how much can I afford after X years – crucial, almost philosophical question). In the case of a career path, in contrast to a job offer and requirements, the more information, the better.

“About us” section

An essential section in the career page is “about us” part. You should provide there some company details, not necessarily presenting a formal side. You can describe who you are, what you can offer to the candidate. People would like to know who they will be working with. It’s also a good idea to show some after-hours photos. Of course, work is important, but life after it, e.g. parties, integration events and other activities not related to work, is what can bring people around.

All those things mentioned above cannot guarantee success. These indications will be helpful in the recruitment process but, candidates will also visit your blog or social media profiles so you should also take care of them.

You also shouldn't forget that transparency doesn't end when the candidate is hired. It has to be continued in the onboarding process. According to Forbes, 60% of millennials have left their job after less than three years because they felt a company culture doesn't fit for them. Just think, how much less would be this turnover if more transparency was put on the first step - the recruitment process.

An effective and clear career site can be much more valuable than a basic job listing. So, make it a living, awesome extension of your company and start attracting the right candidates to your business.