What Attracts Marketing Talent to Company Careers Pages [New Data]

You can create job listings and careers pages to explain your company’s values ​​and provide in-depth information, but what you create may be different from what marketers are looking for during their job search.

Attracting Marketing Talent to Your Company's Website

We surveyed marketing job seekers to ask where they go to find job listings and what draws them to company career pages so you can learn from their insights and optimize your pages to attract talent. Can customize

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Where do marketers find job listings?

Survey respondents mainly reported that they find a job On job listing sites like Indeed and Glassdoor. They also go to LinkedIn and find jobs through Google searches. Very few are noted using magazines or Craigslist.

When marketers visit a specific company’s career page during a job search, the main reasons they’re there are:

  • Curiosity about a company and an interest in learning more about the culture, job description, benefits and pay.
  • An aggregate site has the website listed in the job description or directs them to fill out an application on the company’s page.
  • Recommendations or reviews from friends have led them to visit the website, or a job seeker has been inspired by a friend’s current success at the company.
  • Ads, email notifications, or social media content that prompted them to visit the Company Page or directly linked them to the Company Page.

Key Takeaways for Employers:

Based on these survey results, pique the interests of job seekers by sharing your job listing on sites like Glassdoor, Indeed, or others. job board So potential applicants have more opportunities to land your opening.

Since many job seekers also turn to company pages as a first step, be sure you have an up-to-date, high-quality site that features all available job openings and essential company information. .

What qualities do marketers look for in prospective companies when job hunting?

When looking for jobs, the most important qualities for job seekers are high pay, work-life balance, and generous benefits.

Graph showing the qualities marketing job seekers look for when searching for jobs

Key Takeaways for Employers:

Marketing job seekers report that they are looking for high pay, generous benefits and work-life balance, so make sure you clearly include these three things in your job listing.

Clarify base salary and make sure it aligns with job expectations and job duties, outline the benefits you plan to offer (such as PTO, health insurance, employee development programs, etc.), and about Talk about how you foster a healthy work-life balance and give employees the space to pursue passions outside of work.

Impact of Employer Branding on Marketing Job Seekers

71% of survey respondents say employer branding played an important role in the jobs they applied for.

Graph demonstrating that employer branding has a significant impact on the jobs marketers apply for

as a refresher, employer branding It’s how you market your company to job seekers and internal employees, as well as your reputation among employees and general staff. 69% Employees feel it is extremely/very important for their employer to be a brand they are proud to endorse, and are active job seekers more likely to apply for a job If the employer actively manages its employer brand.

Key Takeaways for Employers:

Actively managing your employer brand with an employer branding strategy is essential, and being genuine and truthful with your branding efforts is even more important, as job seekers quickly spot red flags and empty promises.

Red Flags To Watch Out For Marketing Job Seekers

We also asked marketers whether there are any aspects of employer branding materials, job listing pages, or careers pages that raise red flags during a job search. The most well-known red flags are:

  • General lack of information about the company, salary and job description. Job seekers want details about what is expected of them and how much they will be paid. And they want to know everything about your company, such as a description of company values ​​and basic information such as address and contact information.
  • Bad website user experience and grammatical problems. A disorganized website raises red flags for job seekers who want to navigate through an up-to-date website and learn more. They also want to read a job listing free of spelling problems and major errors.
  • Keywords that indicate dependence on hustle culture. Job seekers are quickly put off by words and phrases related to the hustle and grind culture, such as “work hard, play hard,” or descriptions like “we’re a family,” because they believe Is it possible to ask for a favor in the name of family vs job.

Job seekers spot red flags like too many bad reviews and ratings, listings that look like ads or scams, calls for “on-the-spot-hiring,” and a lack of company culture.

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Now that you know more about marketing to job seeker expectations, it should be easier to create a job search process that speaks to your audience’s needs and allows them to make an informed decision about applying to your company. and how you will meet their expectations if they do.

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