You’ve built a career site. You’ve posted jobs. You’ve even shared it on LinkedIn. So why isn’t it performing? Don’t sweat it! Many career sites miss the mark for similar reasons, but the good news is: They’re all fixable. Let’s break down the usual suspects and, more importantly, how you can turn things around.
1. A Clunky User Experience: Turning Candidates Away Before They Even Start
Here’s the deal: A poor user experience (UX) is like offering someone a cup of coffee, but the cup has no handle, and the coffee is cold. Frustrating, right? That’s what a clunky UX does to job seekers. If your site is tough to navigate, they’ll bounce quicker than you can say “We’re hiring!”
How to Fix It:
- Declutter the Nav: Make it effortless for users to find jobs, learn about your company, and apply in a few clicks.
- Go Mobile-First: Your site needs to look just as sharp on a smartphone as it does on a desktop. Candidates want to scroll, not pinch and zoom.
- Speed Matters: Compress images, minimize scripts, and make sure your site loads faster than a caffeine boost kicks in.
2. Outdated Content & Jobs: The Silent Credibility Killer
When’s the last time you updated that “We’re Hiring!” post from 2019? If candidates stumble on outdated content or filled job roles, they’ll question your credibility—and that’s a hard knock to recover from.
How to Fix It:
- Keep It Fresh: Regularly refresh your job listings and promptly remove filled positions. Set reminders if you need to.
- Showcase Current Culture: Your team isn’t static, and neither should your content be. Keep testimonials, videos, and blog posts current to reflect today’s culture and wins.
3. No Employer Branding: Your Story Is Missing
Your career site should be more than a job board—it’s your chance to shout from the rooftops why candidates should want to work with you. If it doesn’t tell that story, you’re missing out big time.
How to Fix It:
- Show the Culture: Use videos, employee stories, and real team photos to bring your workplace culture to life.
- Sell Your Perks: Go beyond the standard benefits list—what makes your company unique? Whether it’s remote work flexibility or quirky team traditions, make sure candidates see it.
4. A Complex Application Process: Scaring Away Talent
Let’s be real—no one wants to fill out a 20-minute job application before their morning coffee is even cold. The longer and more complicated your process, the more likely candidates are to drop off.
How to Fix It:
- Simplify Forms: Ask only for the essentials, and leave the rest for later. Keep it simple, and save time for both sides.
- Easy File Uploads: Make it easy for candidates to upload their resumes, LinkedIn profiles, or even Dropbox files. Less friction = more applicants.
5. Weak Search and Filters: Making Job Seekers Work Too Hard
Ever tried to find a needle in a haystack? That’s how some candidates feel searching for relevant roles on your site if the search and filter functions are weak or nonexistent.
How to Fix It:
- Upgrade Search Filters: Let job seekers filter by department, location, or keywords so they can quickly find the right roles.
- Offer Sorting Options: Let them sort by relevance, posting date, or location. Help them help themselves.
6. No Analytics? No Progress.
If you’re not tracking what’s happening on your career site, you’re flying blind. Without insights, you can’t improve what’s broken, which might be exactly why it’s underperforming.
How to Fix It:
- Use Analytics Tools: Tools like Google Analytics give you a window into candidate behavior. Are they bouncing off certain pages? Spending time on others? Dig in and see what’s working (or not).
- Track the Right Metrics: Focus on metrics that matter—bounce rate, session duration, and application completion rates tell the real story of your site’s effectiveness.
7. Poor Integration with Your Overall Recruitment Marketing Strategy
A career site can’t thrive on its own—it needs to be part of a broader strategy. If your site isn’t synced with your recruitment marketing efforts, you’re missing prime opportunities to attract top talent.
How to Fix It:
- Get the Right Tools: Platforms like Recruit Rooster’s Talent Engage help you automate email and text campaigns, while also tracking candidate interactions in real-time.
- Expand Your Reach: Promote jobs across social media, email newsletters, and other marketing channels to drive traffic to your career site and keep candidates engaged
Now What?
Here’s the truth: You don’t have to settle for a subpar career site. By tackling these issues—UX, branding, content, and integration—you can create a powerful first impression that attracts, engages, and converts top talent. So roll up your sleeves, and let’s get your career site performing like a pro. After all, your next great hire is just a click away.
