As the need for new employees increases, the pressure on the company’s own career page suddenly becomes huge. But how can the career page be optimised successfully?
Writing a couple of new texts, exchanging a few pictures and hoping that the right employees will come around eventually is like putting on a new costume in figure skating because the double Rittberger does not work properly: it is not completely out of scope, but it is way too short-sighted! When the career page has been updated – but the success is missing after all – you will know.
But what can you do instead?
The career page stands quite on its own in many companies and is rather detached from the overall context. This is a pity, because ideally it should be softly embedded in the middle of a complete ecosystem, providing potential new employees with a coherent overall experience.
1. The Foundation: The Employer Value Proposition
To find out what a career page is supposed to be talking about in the first place, it is necessary to work out the company’s existing DNA: What makes it special for the employees to work here? What makes it unique and attractive for potential new employees?
Without doing this homework, the texts on the career page can not get any individual substance. That is the reason why so many career pages use the same buzz words and lame texts that stay on the surface.
The DNA has to be nailed down to understand what makes the company unique – and sets it apart from others.Read More