n the tight labor market we find ourselves in today, a good careers website can be the distinguishing factor that makes potential candidates choose your company. In this article I share the 5 factors that make your career page convincing.
McDonalds, G-Star, Coolblue and Nike. Big brands with one common denominator: access to a careers website. In the current era, where there is a real war for talent, you can no longer do without such a careers website. But what factors should your career website include to convince that candidate to choose your company?
Before we answer that question, let’s briefly explain the distinguishing factor of a careers website. The careers website is completely separate from the regular website of a company. While a regular website focuses on drawing attention to the products or services that the company provides, a career website focuses entirely on recruiting new talent. And now the promised factors!
The first is a no-brainer, but of course the most important factor within a careers website. The purpose of your careers website is to recruit as many relevant candidates as possible through job applications. You need vacancies for that.
Make sure to use the vacancies in an original way. We have now seen the ‘sales tiger’. Instead, show what you can do for the bigger picture with this feature. For example, Philips states on the careers website: ‘It’s not just about the job, it’s about making a difference.’
Another important function of your careers website is to showcase your company. Try to really capture the experience within your company in text and/or video. Werkbijdefense is a good example of this. They really show in pictures and in writing what the organization is all about. It is nice for potential candidates to know what kind of organization they end up in.
For example, have an experienced employee tell you in an enthusiastic tone about his or her work within your company. Make fun, spontaneous short films, explain the mission and vision clearly or tell some fun facts about the origin of the company. For example, where does the name come from?
3. Search Engine Optimization (SEO)
You will not have missed it. In 2022, recruiting staff is very difficult. The shortage on the labor market is causing many vacancies. All these vacancies cannot be filled at the same time, so your vacancies must stand out.
A handy way to literally stand out with your career website is Search Engine Optimization (SEO). By applying this properly, your careers website will rise on the Google rankings and that is extremely valuable. Did you know thaon’t look further than the first page? In fact, 35% of PR Directors Email Lists searchers on Google don’t even look beyond the first search result. Not being on the first page of Google is therefore disastrous. Let SEO be just that tool that guides your careers website to the first page of Google
For SEO to succeed, you must first do p and on which you would like to rank . With the help of these keywords you will create pages in which you keep repeating the keywords. This is how you start rankings.
You can’t do that keyword research off-the-cuff, you need tools for thas a free tool that allows you to perform a limited number of keyword researches per day. Do you want to go bigger? Then consider purchasing paid tools such as Look closely at the search volume per keyword. If a keyword is searched 10 times a month, it probably isn’t worth it. So choose keywords with a higher search volume. Keep in mind that the competition for those keywords will be higher.