This way, they can quickly view only the jobs that matter to them the most in the locations they’re most interested in. At the top of the page, a search bar lets job seekers filter open positions based on keyword, location and/or department. The popular hotel company has built a careers page that prioritizes the user experience. Let’s look at an example from the hospitality industry: Belmond How can you tackle this challenge? With an easy-to-navigate careers page. You want candidates to be able to search for job opportunities specifically at their desired location, but you also want to maintain – and communicate – a uniform employer brand. If you have offices in different cities or even in different places across the world, you face a challenge. For example, see this article that talks about Onfido’s stance on Brexit or this one that explains how the company prioritizes mental health. What’s the most interesting about this section is blog posts that talk about company values or other decisions that impact work life. Some of these articles introduce new team members, while in others, employees describe their career path that lead them to Onfido. Onfido, though, digs into recruitment marketing and presents something not that common in careers pages: blog posts written by their employees. Most career sites contain some basic information about the company, the current job openings and perhaps a few pictures of the workspace. They use beautiful images for each department to make the navigation for candidates easier based on their expertise:Īttract talent and boost applications with Workable’s careers pages that put your brand and jobs in the spotlight. It’s easy to see the company’s international orientation and its remarkable presence in hospitality. Here are two examples of how you can describe your company culture in a genuine and informative way: Soho House & CoĪs a private member’s club company for creatives, Soho House couldn’t get away with a boring careers page – they needed to include creative content and sources to stand out and attract top talent. It’s best to give candidates something more tangible. Candidates don’t expect to find negative things about your company in your own site, but big, bold statements of “how happy your employees are” or “how you’ve built the best workplace” are too vague and abstract. If you try to sugarcoat everything about your work life, you risk sounding inauthentic. Surely, in a careers page, you can’t talk about those less attractive things that could and do happen at work, such as occasional overtime, offices in an unsexy location, or salaries a touch below the industry average. It’s a challenge to promote your company culture without overselling yourself. Top 10 careers page examples for different scenarios When you want to showcase your culture
Food-supplemented spiders reproduced earlier and had more young than control spiders in either habitat, providing evidence for the pivotal role of food supply in this spider's life history. Spiders in the habitat with greater prey availability and more abundant annual vegetation grew larger and reproduced earlier. We conducted food-supplementation experiments to determine the effects of food supply on time to reproduction and number of offspring produced. Spiders built their webs preferentially in shrubs with dense branch architecture and chose the parts of shrubs with greatest potential availability of prey. We investigated the choice of web-sites by spiders in terms of both vegetation structure and expected availability of prey.
We examined the habitat selection of a Negev desert web-building spider Stegodyphus lineatus in two adjacent habitats differing in vegetation structure and prey availability.
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