5 Key Elements of a Good Employment Page
Developing a good Careers/Employment page on your school’s website is not rocket
science. However, we find that a lot of schools make basic mistakes that significantly
impact recruitment results. So what are the fundamental elements of a good Employment
page? We’ve narrowed it down to 5 things you can do to help ensure that your Employment
page delivers results:
- A prominent, direct
link from the Homepage
Let’s face it, if people can’t quickly find your Employment page, they are likely
to move on in the mistaken belief that your school does not have one. We see many
websites that have a link that is so small, you can barely find it. Others bury
the the link as a sub-menu item that is not directly visible from the Homepage.
So, be sure to place a prominent, easily visible link to your Employment page on
your Homepage or you will miss the opportunity to engage a lot of candidates.
- List each job opportunity
separately with a link to a full job description
So often we see Career pages with statements like “We are seeking Elementary, Art,
PE, Special Ed. teachers as well as an Administrative Assistant, Business Manager...
Please send us your resume if you are interested.” The problem with this “cattle-call”
approach is that you are inviting a lot of noise candidates - people you would never
consider hiring, but nonetheless still have to spend time giving their resume a
cursory read. More importantly, you are missing a chance to really weed out candidates
by giving them a detailed idea of what it’s like to work in the position. Honest,
detailed job descriptions that speak on an emotional level to the people you really
want and discourage those whom you would never consider are essential.
- Keep it up to date
Most candidates won’t even bother applying if the information on the page is stale
and old or they’ll attempt to call the school to inquire on a position that has
been filled long ago. Remove the job opening immediately when you make a hire to
avoid this kind of unnecessary disruption. Date your individual job posts on the
page and provide a “page last updated” date at the top of the page to inspire confidence
that these are in fact active, open positions.
- Provide application
instructions in the job description
Be sure to give specific instructions on how to apply in the job description, not
directly on your Careers page. This ensures that a candidate has at least opened
the link to the job description and is not just blindly submitting a resume and
generic cover letter. We recommend giving candidates specific questions to answer
in their cover letter as another method for reducing noise candidates.
- Use a generic email
address for candidates to submit application materials
It’s never a good idea to expose your recruitment manager's email or direct
phone number. You should use 1 central email address like
“email@example.com”. First, this shields your manager from the avalanche of candidate email that comes when
new jobs are posted or employment advertisements are running. Second, recruitment
managers seem to get reassigned or leave their jobs often in our experience. So,
by having a generic email to collect candidate application materials, you don’t
have to edit each of your job descriptions with a new email address each time there
is a change in recruitment managers.
We hope you found this article useful. If you have comments, questions or suggestions,
please send us an email at firstname.lastname@example.org.