What to Include on a Standout Career Website

You’ve worked hard to build a strong employer brand, and it’s paying off — you’re getting more traffic to your career website. The best candidates are more discerning when it comes to where they want to work, and are researching your company before they apply or respond to your sourcing messages. The question is: are the finding the information they’re looking for? If your career website offers little more than job listings, your candidates will have to find the information elsewhere and may come up short or find outdated information. Help your candidates find the information they’re looking for by building out a standout career website. Here’s what to consider including:

Performance-based job descriptions

While including open job opportunities is a given, try moving away from skills-infested job descriptions and toward performance-based job descriptions instead. These focus on performance expectations so candidates can understand the goals of the role and what results they will be expected to deliver. Performance-based job descriptions particularly appeal to top performers who are looking for a role where they can make an impact.

Company culture, mission, vision, and values

Every workplace is different, and candidates know that the environment in which they work is just as important as the job they will be performing. Tell them about your company culture, mission, vision, and values so they can get a sense of what it would be like to work at your organization. Candidates who feel that your environment would be a good fit will be more excited to apply, while those that would not be a good fit will self-select out — saving you both precious time.

Employee testimonials

Sixty one percent of Glassdoor users report that they seek company reviews and ratings before making a decision to apply for a job. Why not put a few on your career website to give visitors a firsthand account of why your organization is a great place to work? While this can be a great use of video on your website, you can also use text quotes next to the employee’s photo, name and title. Be sure to include quotes on why the employee likes working at your organization, any career growth they’ve had, and anything else that will help you stand out as a potential employer.

Benefits and perks

Sixty percent of candidates are likely to take a job with lower pay but better benefits, and 16 percent have left a job or turned down a job in the last 12 months due to the benefits offered. Candidates are looking at your benefits package and want to see that it’s competitive with their current employer and other available opportunities. Providing this information on your career website can ensure that candidates find this crucial detail early in the recruitment process.

Diversity statistics

Sixty seven percent of candidates said that a diverse workforce is an important factor when evaluating companies. Be transparent about your diversity recruiting goals and results, as well as any diversity and inclusion initiatives you offer, so candidates understand the level of diversity in your workforce.

Employer blog

An employer blog is a great opportunity to provide additional information on each of the key components listed above. For instance, you could highlight “A Day in the Life” of an employee to expand upon a job description and share an employee testimonial of what it’s like to fill that role. Or, you could post write-ups and pictures of company events to showcase your company culture. Collect content from employees of various job levels and departments to give candidates a well-rounded view of what it would be like to work at your organization, and why they should consider your opportunities.


Seventy six percent of candidates want details on what makes the company an attractive place to work. The best candidates are in high-demand and want to learn about your organization before committing their time to your recruitment process. A solid career website can help you attract and convert more high-quality candidates to build a strong talent pipeline.

For more on improving your job descriptions to net top talent, read our post, 5 Steps to Make Over Your Job Descriptions and Land Quality Hires.