Insight
What makes a careers site convert, and what should a careers site provider give you?
A careers site converts when a person who lands on it can find a role that fits, understand it, and apply from a phone in minutes, with the application landing in the ATS the employer already runs. A careers site provider should give you that site, the analytics to see where people leave, and the sync that keeps your ATS the system of record.
What the evidence says
71%
78%
+42%
Go deeper
What a careers site is for
A careers site has one job: to turn a person who is curious about working for you into an application your team can act on. Everything else it does, the brand film, the values page, the map of locations, is in service of that. For a large frontline employer the visitor is almost always on a phone, often between shifts at another job, and the decision to apply or leave is made in minutes.
That makes conversion the measure. Not visits, not time on page, not how it looks in a pitch. How many of the people who arrived finished an application, and how many of those became hires.
What goes wrong
Most careers sites lose most of their visitors before they apply, and the money that brought a person to the page is spent whether or not they finish.
The causes are familiar. The site was built for a desktop and the visitor is on a phone. The apply button leads to a form in another system, with another login, that asks for a CV the candidate does not have. Roles are listed, not found, so a person who wants evening shifts near home has to open each one to find out. And when they do apply, nothing on the site tells anyone which channel brought them, so the budget cannot follow the results.
What customers found
Côte rebuilt its careers site and application with inploi and cut its cost per hire by 71%, while maintaining hiring volumes despite a 78% reduction in its monthly attraction budget. Compass Group saw a 42% uplift in completed applications when its application was rebuilt. In both cases the ATS did not change; what the candidate met did.
What good looks like
The site loads fast on a phone and meets WCAG 2.1 AA, so nobody is excluded by the design. A candidate can ask for what they want, in their own words, and see the roles nearby that fit. The application adapts to the role and the region, finishes in minutes, and lands in the ATS. The team can see, from first click to hire, where people came from and where they left. And the team can change the site themselves.
How inploi approaches it
inploi builds careers sites as the front door of the candidate experience, on the ATS you already have. The site is built and edited in Studio, under your criteria, your weightings and your sign-off. Conversational apply replaces the form with an application that adapts to the candidate’s role and region. The Candidate Agent answers questions from your approved content around the clock. ATS sync runs in both directions across 100+ integrations so your ATS stays the system of record, and analytics and attribution show what is working from first click to hire. It comes as software with a service: we build it with you and stay responsible for it working.
Careers sites
Fast on a phone, built to WCAG 2.1 AA, in every brand and language.
Reading
- Oxford Health partners with inploi on a modern careers site
Customer news ·
- NG Bailey partners with inploi to attract great talent
Customer news ·
- DFS partners with inploi to enhance candidate experience
Customer news ·
- 7 benefits of a careers site that converts
Article ·
- Multichannel job distribution: reaching the right people
Article ·
FAQ
No. The page your ATS provides is a list of vacancies with an application form behind it. A careers site is where people decide whether to apply, on a phone, with your brand, your locations and your answers, and it sends the application into the ATS when they do.
No. inploi is independent of any ATS and fluent in all of them. The careers site sits above your ATS, pulls live jobs from it, and pushes completed applications back, across 100+ integrations. Your ATS stays the system of record.
The share of visitors who start an application, the share who finish it, the time it takes, where people leave, and which sources bring the people who are hired. If your provider cannot show you these, you cannot tell whether the site is working.
A standard implementation takes eight to twelve weeks, depending on scope and how quickly your team can review and approve content. inploi manages the technical build; your side supplies brand assets, ATS credentials and a point of contact who can sign off.
Yes. Studio is where your team edits pages and content, under your own rules and your own sign-off.
Agents do the admin. Humans do the hiring.
See what inploi would take off your team.
The hiring experience audit takes four minutes.