5 examples and 7 tips for creating your career site

Have you been hearing a lot about careers sites lately? It's one of the key new channels for attracting talent.

It's vital that you make the most of this effective HR communication medium, in addition to professional social networks and job boards. Why should you do this?

To attract and encourage even more talent to apply to your company and optimise your sourcing strategy! Are you ready? Find out everything you need to know about creating an attractive recruitment site with our advice and examples of career sites.

See all software Recruiting

Why create a careers site?

Definition

A career site is a website developed for a company's recruitment and HR communications, or a web page dedicated to these subjects and attached to the corporate website.

It is a recruitment tool that enables :

• both for the company to communicate its missions, expertise and values, as well as existing job vacancies , both internally and externally;
• but also for talented people to apply and learn more about the organisation, its teams and the benefits of working there.

What does a career site consist of?

The content of a career site differs from one company to another, but in general it includes :

• a presentation of the company:
  • what's new
  • its missions
  • its CSR (corporate social responsibility) approach,
  • its expertise
  • the team;
• job offers, internships or work-study programmes;
• working conditions:
  • benefits offered to all employees
  • the company's premises, its geographical location, etc. ;
• a means of applying to the employer (direct application or via a form),
• buttons linking to the corporate site and social networks.

The content can be varied and include :

• photos
• videos
• computer graphics
• testimonials
• portraits,
• a search engine,
• job descriptions,
• an FAQ or a chatbot, for the most modern.

The stakes and benefits of a career site

If you're not sure how much is at stake, here are two statistics that speak for themselves:

• 95% of candidates find out about the employer before applying, according to StepStone;
• more than 60% of candidates visit a company's career site because they consider it to be the best source of information, according to Taleez.

🚀 The career site therefore enables the company to:

• communicate with its future recruits;
• attract them via qualitative messages and a reassuring or innovative recruiter brand image;
• stand out from the crowd. It is also particularly strategic for niche and highly competitive sectors, or attracting highly sought-after talent.

💪 But it has many other advantages too:

• better visibility of job offers, grouped together in one place, as a relay to other distribution channels ;
• optimising the candidate experience: candidates can easily search for and find information on available jobs, apply for vacancies or submit an unsolicited application in just a few clicks;
• Save time in recruitment procedures;
• control over HR communication: the company has control over the site, its content and updates;
• a complementary communications medium for developing your employer brand and storytelling, at a lower cost.

5 examples of career sites

1 - Sanofi career site

Sanofi offers candidates the chance to make the company their own, to integrate them into the job search: "your Sanofi".

The careers page includes :

• a search bar,
• a link to LinkedIn's job matching service (your skills, our offers),
• buttons for creating an account or signing up for job alerts,
• a description of the laboratory's missions,
• employee portraits and testimonials.

2 - Michel et Augustin career site

With its career page, the brand plays on proximity and sympathy, as in its video recruitment campaigns, an example of which we provide in our employer branding article.

The page is simple but fun, with :

• search for a job by title or location,
• a link to the home page,
• positions open to teleworking,
• photos of employees in the banner to humanise the site.

3 - Carrefour career site

With its site 100% dedicated to recruitment, Carrefour Recrute, the company also plays the proximity card, particularly geographically and socially, in a fairly exhaustive and varied way.

As well as jobs, figures and employee profiles, you'll find :

• The I'm looking for tab details :
  • vacancies by type of contract,
  • job descriptions
  • advice on how to apply,
  • a contact form;

• The I am tab offers :
  • select your profile to get job recommendations,
  • take a career guidance quiz;

• The Carrefour and me tab presents :
  • missions,
  • commitments
  • working conditions (including pay and benefits),
  • an FAQ,
  • a tutorial on how to apply,
  • job forums and events, etc.

4 - EDF career site

Nuclear research, work experience, EDF communicates both its expertise and its openness to all profiles, including young people, to attract "cutting edge" talent.

The EDF page allows you to search by :

• type of contract,
• level
• speciality,
• location.

It also offers :

• articles highlighting the employer brand (e.g. "inclusion, diversity, respect for others"),
• HR news,
• arguments in the coloured banner, such as "why work for the company".

5 - Renault careers site

The editorial line is more 'international', modern and in the form of a magazine front page.

The Renault Group careers page presents :

• its "hot offers",
• a search bar by keyword or location,
• an activity feed on recruitment and applications, with figures.

How do you create a career site?

All these examples of career sites have points in common and differences, both in terms of content and form.

Don't waste time trying to do too much, start with the essentials and build up as you go along.

The most important thing is that your recruitment site looks like you, is pleasant for the candidate and contains the essential information.

1 - Choose the right format

Should you create a separate careers site or a page attached to your website?

If your website is already packed with information, you should create a site dedicated to your recruitment. This will make it easier to develop, both technically and in terms of content.

Otherwise, a tab on your home page may suffice (the traditional "join us" or "we're recruiting"), but the navigation needs to be clear, because the target audience is not the same: the career site is aimed at candidates, the corporate site at customers.

Whatever the case, it's more than advisable to use a button to direct visitors from one site to the other if they wish to continue browsing. After all, a customer is a potential candidate, and vice versa.

💡Candidate tracking software such as Softy provides you with a fully customisable and intuitive career site creation module. Adapted to mobiles and tablets, you centralise all your job offers and build a site in the image of your company with dedicated pages. You can also take advantage of a range of advanced features to manage your recruitment process (theque CV management, multi-posting of vacancies, unlimited tests and interviews, cooptation, etc.).

2 - Pay attention to content

Your recruitment site must make people want to work for you and be consistent with your identity.

Be identifiable and consistent

Your company should be recognisable at first glance: logo, name, colours - you're clearly identifiable.

Next, rely on an editorial line that is consistent with the one you use in your communication campaigns, while adapting it to your target candidate (young, tech, executive, etc.).

For example, Michel et Augustin communicates on taste and local products, on a "greedy adventure, smiling, full of pep and above all human".

The company uses a cheerful tone on its career site, which features the slogan "Join the tribe of taste troublemakers".

The photo on the home page shows the smiling faces of the famous tribe.

Vary the content

Vary the content to make your site dynamic and enjoyable.

Your employees can be presented in the form of robot portraits, Chinese portraits, avatars or video interviews, which bring your site to life.

Candidates want to know who they are going to be working with.

Above all, brighten things up with photos, which have the added bonus of humanising the company and helping candidates to see themselves in the future!

Visuals of the teams, the premises, the living spaces and the surrounding environment.

Pay particular attention to your job adverts

It may seem obvious, but your adverts need to be as clear as possible, and up to date!

You didn't do this work to attract candidates, only to disappoint them with incomplete or obsolete offers!

3 - Give your candidates something to write about

It's a well-known fact that candidates find out more about the company before applying, both to demonstrate their interest in the covering letter and to make a difference at interview.

But the trend has been reversed somewhat, especially in sectors where there is a shortage of applicants: the company needs to demonstrate that it is worth working for. Your latest news, such as an award, a label, the raising of funds or the launch of a new product, are all arguments that will fuel your discussions, on both sides.

In short, seduction is a two-way street! The more you know about each other, the more certain you are that you're made to work together and avoid the risk of a recruitment failure!

4 - Communicate about your recruitment and onboarding processes

Still on the theme of transparency, indicate the stages in the recruitment process, followed by those involved in integrating into the company (training on arrival in processes and tools, for example, allocation of a mentor, etc.).

As far as possible, also specify the working conditions, pay bands and career prospects, to remove any remaining obstacles or rule out candidates who don't fit the bill?

The key is to reassure the candidate and avoid causing frustration.

The FAQ can answer some of these questions. One of the advantages is that you save (a lot of) time at the interview, which can then focus on more qualitative discussions.

5 - Promote your career site

Whether it's a page or a separate site, your main site should highlight it from the home page, either in the menu or via a button linking to the career site.

Communicate about it on your LinkedIn company page too. It's an interesting entry point, especially if you organise part of your recruitment on LinkedIn.

Finally, as with all your content, don't neglect SEO, to be visible on Google. It's an excellent way of raising your profile, so don't overlook it!

The more visible you are, the more applications you'll receive. Your recruitment budget will thank you.

6 - Equip yourself with recruitment software

Make life easier for yourself and equip yourself with recruitment and applicant tracking software (ATS) offering a personalised career site, like the following solutions:

• Beehire is the ideal recruitment software for SMEs and large companies, boosting your employer brand and putting video in the spotlight. It's so easy to use, you can create an attractive careers page and stand out from the competition with dynamic presentations of your company, your vacancies and your teams... in video!
  
  
• Beetween can help you create a functional career site that reflects your image. The software will support you with its HR expertise to provide you with the best functionalities with a scalable and customisable career site. The career site in the starter pack contains job offers, unsolicited applications and the personal data policy. And if you're stuck for inspiration, Beetween has a range of templates to choose from!
  
  
• Layan, designed for start-ups, SMEs or ETIs, helps you create a fully customisable and creative careers site: photo galleries, testimonials, "unsolicited application" button, etc. All the modules can be added and removed at the click of a button. As well as boosting your employer brand, the tool gives you statistics to analyse your visitors' behaviour and better understand what candidates are looking for!

• Recrutor, designed for small and medium-sized businesses, creates a career site in your image, with a personalised URL. The site is suitable for all types of device (mobile phones, tablets, computers) and records responses to your vacancies and unsolicited applications, so that you can process them easily using an ergonomic interface. Finally, it's optimised for natural search results.
  Bonus: the software includes an unlimited number of job offers and free multicasting.
  
  
• softgarden makes it easy to create your page independently, with no technical knowledge required. It is automatically optimised for referencing.
  Bonus: you can showcase the ratings and opinions left by your candidates, new employees and colleagues about your company. Job seekers are increasingly sensitive to peer reviews.
  
  
• Taleez offers a customised site, in your colours, to showcase your employer brand to candidates. You can add photos, videos, key figures, etc. to enhance the candidate experience and make yourself more attractive!
  Bonus: thanks to its unsolicited application management module, you don't run the risk of letting talent slip through the net.

Bonus: thanks to its unsolicited application management module, you don't have to risk letting talent slip through the cracks.

See all software Recruiting

Final tip: measure the effectiveness of your careers site

You're going to spend some time and money developing a careers site, so it's a good idea to monitor performance indicators to estimate the return on your investment and continually improve it:

• the number of visitors to your site
• the days and times your site is most visited
• the number of subscribers to the job alert,
• the time spent on a particular page or tab,
• the most frequently consulted job offers,
• the origin of applicants,
• the abandonment rate for online applications,
• the conversion rate,
• the type of device used (mobile, tablet, etc.).

All this information will help you to make informed decisions about the content and days of publication to favour, as well as the candidate profiles you attract.

The good news is that most of the time your recruitment software allows you to monitor your KPIs via an integrated dashboard. Now it ' s your turn to recruit!