What Job Seekers Want From a Careers Page

Before a candidate applies, they research. They read reviews, search news coverage, check social media and visit the company's careers page. For many employers, that page is an afterthought, a list of open jobs wrapped in generic language about passion and teamwork. It is also one of the few places where the employer controls the story entirely.

What candidates are looking for

Job seekers want answers to practical questions. What does the job pay? What are the hours? Is there weekend work? What benefits start on day one? How long does hiring take? What is it really like to work here?

Glassdoor reports that 83 percent of job seekers are likely to research company reviews and ratings when deciding where to apply, and that users read an average of about six reviews before forming an opinion. A careers page that answers the same questions honestly gives candidates a more complete picture and reduces their reliance on anonymous reviews alone.

Glassdoor also reports that job seekers are seven times more likely to apply after seeing a company's brand ten or more times. The careers page is where those repeated impressions lead.

Pay and benefits up front

Pay ranges have moved from optional to expected. Sixteen states and Washington, D.C. now require pay ranges in many job postings, as explained in our pay transparency guide. Even where the law does not require it, candidates often skip postings without pay information.

Benefits deserve the same clarity. List health coverage, paid time off, retirement contributions, tuition assistance, shift differentials and any benefits that start immediately. For hourly workers, details like weekly pay, predictable schedules and overtime opportunities can matter more than a long list of perks.

Show real people and real work

Stock photos signal that the employer did not take the page seriously. Photos and short videos of actual employees, actual facilities and actual work feel more credible. Brief profiles explaining what different employees do and how they grew in their careers help candidates picture themselves in the role.

Employee stories work best when they are honest. Describe challenges as well as rewards. A warehouse page that admits the work is physical and the summers are hot, then explains how the company handles both, is more persuasive than vague promises.

If employees are featured, follow transparency principles. Our report on employee testimonials and FTC rules explains when disclosure matters.

Explain the hiring process

Many candidates abandon applications because they do not know what comes next. Outline the steps, typical timelines and what candidates should prepare. If the company uses assessments or automated screening tools, say so. Some states now require notice when artificial intelligence is used in hiring decisions, as covered in our AI hiring law report.

Keep the application short. Long forms that require candidates to retype their resume drive many to quit. Ask only what is needed at the first stage and collect additional information later. Make sure the entire process works well on a phone, since many hourly candidates apply on mobile devices.

Make it easy to find and search

Link to the careers page prominently from the main website. Organize openings by location, department and schedule so candidates can find relevant roles quickly. Write job titles that candidates actually search for, not internal codes.

Structured data helps search engines display job postings in search results. Google supports JobPosting markup that includes title, location, pay and posting dates. Keeping that data accurate and removing filled jobs promptly improves visibility and avoids frustrating candidates who apply for roles that no longer exist.

Keep it current

A careers page that lists last year's benefits or features employees who have left undermines trust. Review content quarterly, update photos and stories regularly and remove stale postings.

Track what happens on the page. Measure visits, time spent, application starts and completions. Where many candidates start an application and few finish, simplify that step.

The careers page is often the last stop before a candidate decides to apply or move on. Treated as a real recruiting tool, it can improve both the quantity and quality of applicants. Our report on employer brand and cost per hire explains why that investment pays off, and our guide to candidate experience covers what happens after the application.