Did you know that over 67% of candidates review a business’ career page before making an application?

A careers page is like a shop window for your business, you want the best talent to look and see what you have to offer. But creating a good careers page isn’t as simple as it sounds. There are a few key things that you should do to make sure you’re showcasing the best of what your company has to offer to prospective talent.

Like most advice we give, there is no one size fits all approach, and careers pages will differ from company to company. However, there are a few things we’d recommend that you feature on your page to make sure you’re hitting the mark. So, let’s get into it.

Company mission and values

Now, this is arguably THE most important part of your careers page. The company culture and values section is what connects your business to the minds of people wanting to join your team. Start your page by introducing your company’s mission, vision, and core values. This sets the tone for what your business stands for and what kind of candidates you’re searching for.

Laying out your values front and center on your careers page ensures that you’ll attract people that resonate with what your business stands for. Check out Heka’s careers page here and see how their mission and values take center stage.

Benefits and perks

It’s a competitive market out there, and you can’t rely on the fact that people will want to join your startup just because it’s cool. You need to make sure you’re offering a well-rounded benefits package if you’re going to win the bid for the best talent you can get your hands on.

As a startup, it’s likely you won’t be offering huge salaries, which makes it even more important to think about what you can offer aside from salary. Do some market research and find out what benefits others are offering to make sure you’re being competitive. Whether it’s flexible working, unlimited holiday, wellbeing allowances or equity, being super clear about what perks you offer on your careers page will help with candidate attraction.

As well as the benefits package you offer, make sure to advertise the other benefits of working in your team. Whether it’s access to the latest tech, a membership at the coolest coworking spot in the city or regular team socials, share everything you can to help get your business’ culture across. An example of a business that does this very well is Kriya, you can take a look at their careers page here.

Employee voices

Capturing the voices of your current employees is a big part of taking your careers page from good to great. After all, who best to sell your business than the people that work there? Giving your team a voice (or just yourself if it’s only you) on the careers page has a big impact on making candidates want to join you. An example of a business that does this brilliantly is one of our clients, Clue Software. On their careers page they have a video of members of their team talking about how working at Clue gives them a purpose and how they feel they’re making a difference to society.

Whether you can capture these voices in a video like Clue or include written testimonials – any way of having your team present on your careers page will make a big difference. Read more on this here.

Call to action

A crucial part of any marketing is a clear call to action, and this is no different on your careers page. There are several ways you can implement a good CTA on your page. The first being live job advertisements. Having these listed on your site means that any prospective candidates can apply directly when they see a role relevant to them. Alternatively, if you’ve got a talent partner, linking your job ads directly to them is a good idea, so that they can deal with the recruitment process for you.

If you don’t have any live roles, it’s best practice to have a section on the page where candidates can speculatively send their CVs. After all, you don’t want to miss out on a diamond candidate just because you aren’t currently advertising a role.

Get in touch

We help our clients with all things recruitment. If you’d like to speak to someone who understands startups and startup culture, get in touch with our Co-founder and CEO, Alan Furley on alan@isltalent.com or connect with him on LinkedIn.