Key Takeaways
- Candidates research your culture and growth before applying; show real people and stories.
- Use JobPosting structured data so openings can appear in Google job search.
- Keep applications short and mobile-friendly, and connect them to an ATS.
Job portals are expensive and crowded. A strong careers page brings candidates directly to you and supports your employer brand.
What to include
- Mission, values and culture in authentic language
- Employee stories, photos and videos
- Benefits, learning and growth paths
- Hiring process explained step by step
- Searchable job listings with filters
- Diversity, inclusion and workplace policies
Job listings that rank
Each opening should have its own page with title, location (or remote), salary range where possible, responsibilities and requirements, plus JobPosting schema so it can appear in Google's job search experience. Remove or mark listings expired when filled. See our schema markup guide.
Application experience
| Do | Avoid |
|---|---|
| Apply in under 3 minutes | Long multi-page forms |
| LinkedIn/resume upload | Mandatory account creation |
| Mobile-friendly form | Desktop-only design |
| Auto-acknowledgement email/WhatsApp | Silence after applying |
Integrations
Connect applications to an ATS or HRMS so HR can screen, schedule interviews and track candidates. Read about HR and payroll software.
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Frequently Asked Questions
What should a careers page include?
Culture and values, employee stories, benefits, hiring process, searchable job listings and a short, mobile-friendly application form.
How do I get my jobs on Google?
Publish each job on its own page with valid JobPosting structured data and keep it updated.
Should salary be shown in job listings?
Showing ranges can increase applications and transparency, though it is a company policy decision.
Can the careers page connect to our HR software?
Yes. Applications can flow into ATS or HRMS systems through integrations.
