10 Companies With Fantastic Career Sites and What You Can Learn From Them

Following up our recent article about the 12 things you could do to improve your careers pages, we’ve listed 10 companies with great looking careers sites and one in particular that we really like. We’ll also give a few details on why we like them so much. So if your careers site is lacking a certain something and you’re not making enough direct hires, take a look at how this group do it and start copying !

My company, iKrut, reviewed more than 500 corporate careers sites which represented a cross section of as many industry sectors and types of organisation as possible. The criteria we judged them against were ease of use, the quality and quantity of information provided, how likely the site would be found by a search engine and it’s overall attractiveness. Here are the sites, alphabetically:

Apple:  (The Apple site doesn’t actually tick off too many of our guidelines but we dare you to watch their corporate careers video without then wanting to work for them. Key learning point: make a careers video with a serious wow factor).

General Mills: (we love the “Fit Finder tool”)

Google: (just packed full of good stuff to impress job seekers)

ITV: (fantastic dedicated careers site. We particularly like the Linkedin networking tool which allows a jobseeker to see who they know within the company)

Metaswitch: (we love the puzzle)

Netapp: (we hadn’t heard of them, but with a site this good they’ll be hiring some top people)

Pepsi: (we love the detailed video profiles of their employees)

PWC: (we love the “Our people” section tracking career progression. Great idea.)

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Spotify: (puzzle, staff profiles, videos, jobs easy to find …it’s all here)

But the site which fuses ease of use, information, and attractiveness as well as any we’ve seen is Hymans: Proof that you don’t have to be a global brand to be an attractive one:

Almost everything it should be doing, it is doing. Here’s why we like it:

  • We love the fact that the careers link is clearly visible on the front page of the corporate site.
  • We love the fact that the design for the careers site is a little different to the main site. This makes it look like they’ve made a real effort to impress job seekers.
  • We love the FAQs section. Simple but packed with relevant information.
  • We love the video testimonials from staff. Nothing is more powerful that seeing your potential colleagues raving about why it’s a great place to work.
  • We love the interactive blog where potential new recruits can comment and ask questions.
  • We love that the company Twitter page is on the careers site.
  • We love the fact that the careers site is littered with keywords relevant to their business
  • We love the fact that each job is a separate page and the job title is in the URL. This makes it easy for Google and other search engines to index it generating more direct hires. We found several of their jobs just through a simple Google search.
  • But above all we love the uncluttered look and navigation, making it easy to find and return to the content relevant for you.

Some other ideas they and others might like to consider? Make it easy for people to share the jobs on their social networks. How about being able to log my CV into the talent pool or sign up for job alerts?

It’s not good enough just to list your jobs. Yes there are plenty of people competing for your jobs but there are still the same number of really top candidates out there as there were five years ago and if you want those top 5% applying to you then you have to go beyond a mere list of jobs. Ask yourself what you’d like to see if you were applying for a job and now compare that with your current careers site. Does it stack up?

Nick Leigh-Morgan is the CEO and founder of iKrut, the world's first free enterprise-level applicant tracking system. He has more than 18 years experience in the recruiting industry, covering staffing firms, direct employers, and now web-based recruitment software. You can view iKrut at www.ikrut.com.


19 Comments on “10 Companies With Fantastic Career Sites and What You Can Learn From Them

  1. Nick, I have to agree with you, some of the career sites your team presented have nice features, but I wonder how could General Mills’ beat 491 career sites based on a single feature (that I personally find very poorly executed).

    Here is my assessment of their “fantastic” career site:

    – The page wireframe is totally missing any sort of hierarchy (content and features), and there’s a total lack of call-to-actions leaving job seekers to wonder around – and consequently drop off.

    – The site navigation is terribly executed with a static (not expandable) text-based menu placed in a semi-transparent small box. Why would any user be compelled to browse through the site if it’s presented in such a boring way?

    – The creative execution is very childish with the consumer brand dominating the site design. Wouldn’t it have been better to use on the main page some of the images used on sub-pages with people interacting with the various brands?

    – The job search engine is broken (yikes) and placed on a secure page which alerts job seekers before they access the page (14.5% instant solution drop-off rate due to the alert).

    In a nutshell, I commend the effort to recognize certain employers who care about what job seekers experience, but your article is misleading as it is certainly not a list of fantastic career sites.

    For future articles and in an effort to properly educate employers, I recommend to start by analyzing the site’s performance in order to determine if job seekers actually engaged with a career site that you are about to feature.

    Finally, would you be able to disclose the list of career sites your team reviewed? I can recommend a few career sites which had a smashing performance…

  2. Chafic,

    I think, perhaps, you might be over analysing just a touch.

    Yes the job search box doesn’t appear to work on the main careers page (though it does very well on subsequent pages) but it is very easy to find the job area you want, there is a lot of information on each of the different departments you could apply to, the information provided by current staff via videos is excellent and the simplicity of design makes the site easy to use (which we think is very important).

    You are course entitled to disagree and there are no rights or wrongs, merely our opinion and we liked it for the above reasons. Please remember that we reviewed the site from the perspective of a job seeker, not a solutions consultant from the recruitment industry. There is a big difference.

    We are in no way saying that these are the 10 best careers sites on the planet, merely that they had a number of features we felt that good careers sites should have. Ask a thousand people and you’ll get a thousand different ‘top tens’. We looked at a myriad of sites from small companies to big ones across multiple industries.


    ps. we actually like the ‘childish’ design. It makes it seem a fun place to work.

    pps……”as it is certainly not a list of fantastic career sites”……good luck getting business out of them !

  3. Hello,

    Great and inspiring post with a lot of best practices to take into account.
    FYI, Deloitte started with a direct Ambassadors communication strategy a few years ago in NL, and a few months ago in France, in which you can directly chat with employees (in Netherlands), or send them a mail.
    See -> http://www.deloitterecrute.fr/contactez-nos-recruteurs
    for FRance -> with they LinkedIn account, Bios, Pictures, direct phone numbers.. And they are not only recruiters (it actually says that this is NOT a place to send your CV), but come from all parts of the company.
    As it is a direct, and informal communication, pre-recruitment, it allows candidate to have a taste and feel of the actual company culture (do you work in open spaces? Do you wear ties? Do you walk out at 6PM? – Surely not in Deloitte!! 🙂 ), and align a candidate’s expectation with the reality of the company culture, reducing the gap.
    Thus, reducing the 18 months post recruitment turnover.



  4. Thanks, Nick. As criteria, did you include “finding a job within 60 secs”and “applying for a found job within 60 secs”? As a job seeker. these would be about the only thing’s ID care about on a jobsite.


    Keith “A Pretty Career Site Won’t Pay My Mortgage” Halperin

  5. Great article Nick. Hymans is a wonderful example, I especially like that they allow job seekers to search as “Experienced Professionals”, “Graduates”, or “Students”. Very smart!

  6. I agree that it is great to see companies using videos, social and other rich media to engage with visitors and give an insight into what it is like to be an employee, but as has mentioned there are a couple of points that so many corporate career sites miss and if you ask potential candidates what they want from a career website it becomes obvious.

    Help me see if you have any relevant jobs? Clear links from the home page are essential (we all shop online by browsing, so why make me fill a form in to search for a job?). Clearly defined optimised landing pages with relevant content mean that a visitor finds relevant videos, content, blogs etc and then is directed to relevant jobs.

    The majority have vacancies and content on different websites (the ATS web module), including PWC and Pepsi making it harder for search engines to index the content with some, but it means that relevant content is in two different places. Displaying an HR employee video, blog or other related content against an HR job (Amazon style) is not possible or more tricky.

    As has been said, you have a finite amount of time to attract and engage with a visitor, make life easy for them to establish whether your company have relevant jobs, what is like to work there (an actuarial video next to a systems analyst job isn’t going to help me decide if the systems team is right). Then make it easy for me to apply or keep in touch.

    There’s some great examples here and I like what you’ve highlighted, but getting the basics right will mean the difference between good and great.

    A couple of blogs I wrote on a Lab I carried out at TruLondon in February might be of interest. Applying the science to career websites http://goo.gl/bWqLu


  7. Nick-
    I like the areas of emphasis you listed – thank you for sharing. I wonder if the sites for bigger firms can seem almost too polished or over produced? Can that seem in-genuine or unapproachable to a candidate? What do candidates feel on that end and how does that measure up to their way of thinking? I suspect it is the goal to find that fine line between a production piece and home movie! We struggle with this at our organization. It is an emphasis for us considering the videos on our site drive a large percentage of our views/site “stay” time. Again, great info, cant wait to see/hear more.

  8. Great article! I couldn’t agree more that careers pages are an important piece in recruiting the best candidates. It’s not always easy to build an appealing one. However, I was able to find a cool tool that allows you to easily create one in minutes called Swivel (https://getswivel.com/?ref=eremedia)

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