5 examples and 7 tips for creating your own career site

Have you been hearing a lot about career sites lately? It's one of the new must-have channels for attracting talent.

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

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

See all software Recruiting

Why create a career 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 offers , both internally and externally;
• but also for talented people to apply and learn more about the organization, 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 it generally includes :

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

Content can be varied and include :

• photos,
• videos
• infographics
• testimonials
• portraits,
• a search engine,
• job descriptions,
• a 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:

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

🚀 The career site therefore enables the company to:

• communicate with future recruits;
• seduce them with qualitative messages and a reassuring or innovative recruiter brand image;
• stand out from the crowd. In fact, it's particularly strategic for niche and highly competitive sectors, or attracting highly sought-after talent.

💪 But it also offers many other advantages:

• better visibility of job offers, grouped together in one place, as a relay to other distribution channels ;
• optimized 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;
• time-saving recruitment procedures;
• control over HR communication: the company has full control over the site, its content and updates;
• a complementary communication tool for developing employer brand image and storytelling, at 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 process: "your Sanofi".

The career page includes :

• a search bar,
• a link to LinkedIn's job matching service (your skills, our offers),
• buttons to create an account or sign 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 capital, as in its video recruitment campaigns, an example of which we provide in our employer branding article.

Very simple but cheerful, the page offers :

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

3 - Carrefour career site

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

In addition to offers, figures and employee profiles, you'll find :

• The I'm looking for tab details :
  • offers by type of contract,
  • job descriptions,
  • application tips,
  • a contact form;

• The I am tab offers :
  • select your profile for job recommendations,
  • take an orientation quiz;

• The Carrefour and me tab presents :
  • missions,
  • commitments,
  • working conditions (including compensation and benefits),
  • an FAQ,
  • an application tutorial,
  • job forums and events, etc.

4 - EDF career site

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

The EDF page can be searched by :

• contract type,
• level,
• specialty,
• location.

It also features :

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

5 - Renault career site

The editorial line is more "international", modern and in the form of a magazine cover.

The Renault Group career page presents :

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

How do I create a career site?

All these examples of career sites have similarities and differences, both in content and form.

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

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

1 - Choose the right format

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

If your website is already packed with information, you're better off creating a site dedicated to your recruitment. This will facilitate its development, 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, as the target audience is not the same: the career site is aimed at candidates, the corporate site at customers.

In any case, it's more than advisable to use a button to direct visitors from one to the other, should 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 customizable and intuitive career site creation module. Adapted to mobiles and tablets, you centralize all your job offers and build a site in your company's image with dedicated pages. You'll also benefit from a range of advanced functionalities to manage your recruitment process (CV theque management, multi-posting of job offers, unlimited testing and interviews, cooptation...).

2 - Careful 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 recognizable at first glance: logo, name, colors, you're clearly identifiable.

Then, rely on an editorial line in line 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 "gourmet adventure, full of smiles, 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".

In the photo, right from the home banner, the smiling faces of the famous tribe.

Vary your content

Vary your content to make your site dynamic and enjoyable.

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

Candidates want to know who they'll be working with.

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

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

Pay particular attention to your job offers

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

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 cover letter and to make the difference at interview.

But the trend has been reversed, especially in sectors with a shortage of candidates: the company must demonstrate that it is worth working for. Your latest news, such as an award, a label, a fund-raising event or the launch of a new product, are all arguments that will fuel your exchanges, 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 your recruitment and onboarding processes

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

As far as possible, you should also specify working conditions, salary ranges and career prospects, to remove any remaining obstacles, or rule out unsuitable candidates?

The key is to reassure the candidate and avoid frustration.

The FAQ can answer some of these questions. Among other advantages: you save (a lot of) time at the interview, which can be focused on more qualitative exchanges.

5 - Promote your career site

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

Communicate on your LinkedIn company page too. It's an interesting entry point, especially if you organize 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 developing your reputation, and one that shouldn't be overlooked!

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 personalized career site, like the following solutions:

• Beehire is the ideal recruitment software for SMEs and large corporations, boosting your employer brand and putting video in the spotlight. It's so easy to use, you can design an attractive career page and stand out from the competition, thanks to dynamic presentations of your company, your offers and your teams... in video!
  
  
• Beetween helps you create a functional career site that reflects your image. Beetween's HR expertise is at your side to provide you with the best features for a scalable, customizable career site. The starter pack career site includes job offers, unsolicited applications and personal data policy. And if you don't have the inspiration, Beetween offers a variety of templates!
  
  
• Layan, designed for startups, SMEs or ETIs, helps you create a fully customizable and creative career site: photo galleries, testimonials, "unsolicited application" button, and more. All modules can be added and removed at the click of a button. In addition to boosting your employer brand, the tool offers you statistics to analyze your visitors' behavior 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 personalized URL. This site, adapted to all types of media (mobile, tablet, computer), records responses to your job offers and unsolicited applications, then allows you to process them easily via an ergonomic interface. And it's optimized 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 on your own, with no technical knowledge required. It's automatically optimized for search engine optimization.
  Bonus: you can showcase the ratings and reviews left by your candidates, new employees and collaborators about your company. Job seekers are increasingly sensitive to peer reviews.
  
  
• Taleez offers a customized site, in your colors, to showcase your employer brand to candidates. You can directly add photos, videos, key figures, etc., all to enhance the candidate experience and make yourself attractive!
  Bonus: thanks to its unsolicited application management module, you don't run the risk of letting talent slip through the cracks.

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 career site

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

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

All these elements will help you to make informed decisions on the content and days of broadcasting to be favored, but also on 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!