Organise job listings and applications so candidates understand the role and your team receives the information it needs.
Separate your team introduction from open roles
A page about how your team works can remain useful when you are not hiring. Keep it separate from the list of open positions. Each listing should identify the role, location, working arrangement and publication date. If you accept speculative applications, give them a separate route so candidates can tell whether a vacancy exists.
Related guide: prepare website copy and visuals.
Describe the actual work
Explain responsibilities, where the role sits in the team and the skills needed. Separate essential requirements from skills someone can learn on the job. For a support role, for example, describe the channels used and typical situations to handle. Have the hiring manager approve the description before it goes live.
Keep the first application simple
Ask for contact details and the material needed to assess an application. If a portfolio matters, provide a field for its link. Decide supported file formats and limits before adding CV uploads. A dedicated email address may be enough initially: make sure the message includes the job reference so staff know which role it concerns.
Related guide: plan a business website.
Explain what happens next
An acknowledgement should confirm receipt only when the system has actually received the application. Explain the planned steps and whether staff reply to every applicant or only those selected for a conversation. Avoid publishing a response time nobody can maintain. Assign someone to receive applications and a backup for their absence.
Related guide: plan website languages.
Close listings and test the journey
Decide who removes a role from the open list once hiring ends. Its page can show that applications are closed and point to current vacancies. Before launch, submit an application from a phone, check what staff receive and test links across language versions. Check the message a candidate sees when submission fails too.
Related guide: check the website before launch.
What should you budget for?
Careers page and simple listings
Team introduction, a job template and a defined application channel.
Several job listings
Categories, languages and integration with your recruitment tool where needed.
Frequently asked questions
Do we need recruitment software immediately?
Not necessarily. Choose according to vacancy volume and how staff handle applications.
Can we keep a closed listing?
Yes, with a clear closed status and a route to current vacancies.
Should applicants create an account?
Assess whether it helps applicants and your workflow before adding that step.
What information should we request?
Ask for what is relevant to assessing the role. Agree how applications will be handled within your team.
How do we prevent outdated vacancies?
Assign an owner to each role and review it when hiring progress changes.