When it comes to recruiting new talent, a company’s career page is often the first point of contact for job seekers. It’s the company’s window to the world, showcasing its culture, values, and job opportunities. But if the page is outdated, boring, or full of mistakes, it could send job seekers running the other way. In this article, we’ll go over 10 common mistakes companies make on their career pages and how to avoid them.
1. Outdated information and broken links
Outdated job postings and events from last month or even last year can send job seekers running the other way. If a company isn’t actively updating its career page, it may appear that they are not serious about filling vacancies or have a high turnover rate.
Additionally, it’s crucial to keep job postings synchronized with the company’s postings on popular job sites like Indeed, Monster and LinkedIn. If the information on the career page doesn’t match up with what’s posted on other job boards, it can lead to confusion and distrust.
Broken links are another common mistake that can make the career site appear unprofessional. When job seekers encounter dead links, it can be frustrating and make them question the credibility of the company. To avoid this, companies should use tools like Dr. Link Check to scan their career page regularly for broken links and fix them promptly.
2. Overuse of buzzwords and jargon
When crafting content for their career pages, companies should be mindful of their word choices. Overusing buzzwords and jargon can be a major turnoff for job seekers. In fact, according to Monster, 57% of job seekers say jargon puts them off applying.
To avoid turning off potential candidates, companies should avoid using vague or meaningless buzzwords like “synergy,” “innovative,” or “disruptive.” Similarly, using fuzzy wording like “conceptualize” or “result-driven” can make job descriptions difficult to understand and lead to confusion.
Another mistake is creating strange job titles like “Rockstar Designer” or “Ninja Developer.” While these titles may seem fun and creative, they can be confusing to job seekers who are trying to understand the role and responsibilities of the position.
In addition to avoiding buzzwords and jargon, companies should also avoid using stock photos of anonymous people on their career page. Instead, they should showcase real employees and paint an accurate picture of the company’s culture. This can help job seekers visualize themselves working at the company and create a more personal connection with the company.
By being mindful of their word choices and avoiding overuse of buzzwords and jargon, companies can create job descriptions that are clear, concise, and easy to understand. This, in turn, can attract the right candidates for the job and help the company build a strong employer brand.
3. Hollow job descriptions
If the job description is too generic or ambiguous, job seekers may not apply for the position, or worse, apply and then leave quickly after starting.
To avoid this, companies should provide a clear picture of what it’s like to work in the job. This includes a summary of the position, qualifications required, responsibilities, critical abilities, and working conditions. By doing this, job seekers can understand the expectations of the role and whether or not it’s a good fit for them.
Companies should also highlight what sets them apart from other employers. What makes the company unique? What does the company offer that other employers don’t? By answering these questions, companies attract candidates who are aligned with their values and mission.
4. Unrealistic requirements
Another mistake many companies make on their career pages is listing unrealistic requirements for a position. It’s a common mistake to treat desired skills as required skills. For instance, searching for someone who speaks six languages, has 20 years of programming experience, and a knack for design is like trying to find a needle in a haystack.
Listing qualifications or skills that are not necessary for the position can also create unrealistic expectations for potential candidates. This can be a deterrent for job seekers, particularly women. According to Harvard Business Review, while men apply for a job when they meet 60% of the qualifications, women tend to apply only when they meet 100%.
To avoid turning off potential candidates, companies should focus on the essential qualifications and skills required for the position. This will ensure that candidates who apply for the position have the necessary skills and qualifications to be successful in the role. Companies can also consider providing on-the-job training and mentorship to help new hires develop the skills they need to succeed.
5. Grammar and formatting issues
Spelling and grammar mistakes can reflect negatively on the image of the company and create a poor impression on potential candidates. To avoid these issues, companies should make sure to proofread all content before posting it. This includes job descriptions, company information, and any other content that will be seen by potential candidates. It’s also a good idea to have other people on the team take a look at the content to catch any mistakes that may have been missed.
In addition to proofreading, companies should pay attention to formatting. A job description that is difficult to read or poorly formatted can also deter potential candidates. Using bullet points, short paragraphs, and clear headings can make the content easier to read and more appealing to candidates.
6. Not optimizing for mobile use
More and more job seekers are using their mobile devices to search for jobs, and companies that don’t cater to this trend may miss out on top talent. According to Glassdoor, 58% of its users are searching for jobs on their phones. This means that companies must ensure that their career pages are mobile-friendly to engage with this growing segment of job seekers.
In addition to the user experience, Google sees mobile-friendliness as an important ranking factor. Websites that are not mobile-friendly may not rank as high on search engine results pages. To check how well the website works on mobile devices, companies can use Google’s Lighthouse to. By optimizing for mobile use, companies can create a positive user experience and reach a wider audience of potential candidates.
7. Slow load times
Slow page load times are a mistake any company should avoid. Waiting for a website to load can be frustrating for job seekers, and it may even cause them to leave the website altogether.
According to Google, 53% of mobile site visits leave a page that takes longer than three seconds to load. Slow load times can lead to a negative user experience and may deter potential candidates from applying for positions.
To avoid this mistake, companies can use tools like Google’s PageSpeed Insights to identify performance bottlenecks and take steps to improve page load times.
8. Inactivate social media accounts
If a company’s Twitter, LinkedIn or Facebook account hasn’t been updated in months, it can make the company appear unprofessional and disengaged. Having an inactive social media presence can deter potential candidates from applying for a job, especially if they rely on social media to learn more about a company’s culture and values. A lack of activity can also suggest that the company is not keeping up with current trends or isn’t invested in connecting with potential candidates.
To avoid this mistake, companies should make sure their social media accounts are up-to-date and active. They can use social media to share company news, insights into their culture and values, and any job postings. By being active on social media, companies can demonstrate their commitment to building relationships with potential candidates and improving their employer brand.
9. No engaging call-to-action
Potential job candidates are more likely to apply if a job profile page has a compelling call-to-action (CTA). The CTA should be engaging, specific, and easy to follow. A weak or nonexistent CTA is likely to discourage applicants and lead to a missed opportunity to find the right candidate.
A good CTA should entice the reader to apply and provide clear guidance on how to do so. Some examples include “Apply Now,” “Submit Your Resume,” or “Join Our Team.” The language should be persuasive and inviting, and it should inspire action. It’s important to avoid generic or bland phrases that don’t stand out or lack enthusiasm.
In addition to the CTA, companies should also provide clear and concise instructions on how to apply. This could include specific contact information, an online application form, or a link to an applicant tracking system. The easier it is for job seekers to apply, the more likely they are to follow through.
10. Not following the two-day rule of recruiting
Job seekers put a lot of time and effort into crafting their resumes and cover letters to apply for jobs, so it’s essential to show them the respect they deserve by following up on their applications promptly. Not getting a response from a potential employer after applying for a job can be incredibly frustrating and discouraging, and it reflects poorly on the company’s image. To avoid this mistake, companies must follow the two-day rule of recruiting, which involves responding to job applications within two days of receiving them.
By following the two-day rule, companies demonstrate that they are respectful of job seekers’ time and effort and are genuinely interested in filling the position. It also keeps candidates engaged and interested in the position, leading to higher chances of them accepting an offer if made. Furthermore, following up promptly with applicants ensures that top talent doesn’t slip away to competing companies due to a lack of response.
To implement this rule effectively, companies can set up automated email responses or assign someone on the team to monitor job applications and respond to them promptly.
Conclusion
A company’s career pages play a crucial role in attracting potential candidates and providing them with the information they need to decide whether or not to apply. Avoiding the mistakes mentioned in this article can make a significant difference in the quality and quantity of applications received.
Keeping information up-to-date, avoiding jargon, providing detailed job descriptions, setting realistic requirements, optimizing for mobile use, ensuring fast load times, maintaining an active social media presence, including an engaging call-to-action, and responding promptly to applications are all essential components of effective career pages. By paying attention to these details, companies can showcase their brand, culture, and values and attract the best possible talent for their organization.
