For years, career sites usually fell into one of two categories. The first was focused on employer branding, giving candidates a place to learn about a company’s culture, values, and people. If they wanted to explore job opportunities, they would then leave the site and search for roles in the company’s applicant tracking system (ATS). The challenge was that employers had little way of knowing whether the content on their career site was actually helping candidates move forward.
The second type was the ATS-based career site. Candidates could view basic company information, search for open roles, and apply directly. While this made it easier to drive applications, it often focused more on the number of applicants than on attracting the right candidates.
Today’s job seekers expect something different. As candidates have become more informed and selective in how they search for jobs with digital transformation and AI, the career site has become much more than an information page or application portal. It’s now a key part of how companies attract, engage, and convert top talent.
For many talent acquisition leaders, the question remains: who should own this asset? Corporate Marketing? IT? Or be operated by a specialized technology partner?
Let’s
