Category: Recruiting Rants and HR Commentary

10 Great Landing Page Examples in Recruiting & Hiring

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Why a Great Landing Page is Important.

When it comes to career and job posting landing pages, not all companies are equal, in fact, some are just down right dreadful. I’ve collected a list of ten great career pages and we’re going to tell you why I like each of them, but first, here are some things we found on pages that shall remain unmentioned, that really didn’t encourage us to apply.

  • Sites that insistently try to sell to potential applicants with pop ups and obnoxious drop downs! Seriously? This seems like a pretty obvious no-no.
  • Sites that made it darn near impossible to find what you were looking for, including links to their career opportunities. While this one is on the web designer, they paid for the site, which should tell you something about the value they place on employees.
  • Sites that tooted their own horn to the exclusion of making potential applicants feel like they had anything to offer and would be lucky to get their resume read!

And here are a few things we likely won’t mention on each of these that we found on all of the good sites we looked at.

  • Welcoming layout that made you want to look around and feel at home. If you are going to give up a third of your life to a company, you should feel comfortable there, right?
  • Videos of real employees describing their job, or showing them in action!
  • Lots of ways to share the page on social media, or through email. Many sites even had embed codes for career description videos to be used on other sites.

So, here are ten great landing page examples of sites  that I liked in no particular order.



The page is simple and straight forward, but provides a ton of value. Large photo links to career sections and features like their career blog, filled with tips on work and jobs. A single click takes you to a registration page from the “start here” link at the top, giving you the opportunity to become a part of their talent pool.

They also feature a Careers newsletter you can subscribe to that doesn’t just list job opportunities, but customizes the content to fit your career interests!



Who doesn’t like the Geico gecko? The page is deceptively simple, but it quickly opens up to give you tons of information about jobs, the company, and a cool little menu box with this header: “What do you want to do at Geico?” Options include; create, sell, delight, lead and strategize.

Right on the front page, you will find a link to get job alerts, which leads to a form that puts you into the Geico talent pool and allows you to receive updates on career opportunities. It’s customizable by role and allows for alerts to be either emailed, or sent via text to your phone!


Dell Computers

The landing page at Dell has a lot going on. Again, right at the top, there is a link with a great title! “Join our talent community” the resulting job alerts dialog is customizable for both interest and location. The “Why work at Dell” video is well done and to the point. And the remainder of the top half of the page is lined with helpful links with career advice about interviewing, tracking your career and more.

Dell also featured one thing we didn’t see in many places, links to articles about worker’s rights. All in all, the page is a little busy, but jammed with great value that you could learn a ton from, even if you never put in the application or signed up for job alerts!


General Motors

GM is one of those huge corporations that everyone loves to hate on, but there landing page feels like anything but that. It is full of energy and ideas about the great future of their industry and how it is shaping our world. The “search and apply” link in the top nav bar takes you to a well laid out job search page.

Again, the job alerts profile is customizable by interest, location and even keywords. One cool resource they have is a downloadable “recruitment timeline” to show potential applicants what they can expect in terms of what happens next. The site is a treasure trove of information about GM, from careers to blog posts about some of their classic designs.



The company that has powered the imaginations of so many computer users in the past generation carries that innovation to their landing page as well. The top of the page features Jobs search text block that breaks the task into categories, or lets you search by location. The greatest thing about this feature is possibly the large image with an icon pointing to it that reads “You’re what’s next!”

In the center of the page, a large gallery of image links lead to a host of career seeker resources that would probably make up a credit hour in an MA program at most universities. Among them is a “your candidate profile” link that takes you through to a page where you can access past information, or choose “new candidate” to begin the process of entering the Intel data pool. This feature is slightly less convenient than some.



ABB is not as warm and cuddly as some of the sites we’ve listed, but every single link opens up to new added value at every turn. To become a part of the ABB talent pool, you need to upload your CV and fill out a fairly extensive personal application. They do offer the opportunity to have your application shared with other recruiters, making you available for positions that might not be open currently, or that you overlooked.

They offer a lot of advice on how to apply and all of the instructions are very straight forward and easy to manage for the computer savvy, which probably saves them time weeding out clients who would not do well in their high tech environment.



In addition to bringing good things to light, they have also brought a few to their landing page. One of the first links you see leads to their job alerts sign up, following a link labeled “Join our talent community” a drop dialog box allows you to select an area of career interest, to customize the responses you’ll get.

The rest of the main page is very simple, with a global job search map and oversized social media buttons that invite you to join them on various platforms. At the top is where you’ll find links to information about company culture and the like.



The Kickstarter landing page is predictably simple, much like their concept. It has a lot to say about company culture and a bit about history. At the top you’ll find a “sign up” link that puts you on their mailing list. There are no customizable fields, which is likely because the company is still small and job openings are somewhat limited.

By far, I found the best feature of the Kickstarter landing page at the very bottom. They have inserted a simple email link, but the text surrounding it says it all, Don’t see what you’re looking for but still interested in working with us? Email us at [email protected] to tell us why!


Wholefoods Market

The Wholefoods Market landing page is so simple it almost didn’t get included. But, the simple layout makes everything easy to find and everything you need is right there. While big sites with bells and whistles do invite more exploration, the page is easy to navigate and very straight forward.

Their single video is tucked away behind a link that reads “why we’re a great place to work” and it is very well done. The written content is clear and concise and gives a lot of information about the company, in fact, the whole page feels like an invitation to apply.


Quicken Loans

The Quicken Loans land page may be the best lesson for smaller companies. It proves that simple can be good. From the friendly, welcoming design to a well thought out layout, to packing a lot of resources into a small space, Quicken has provided a ton of value in a page that many DIY webmasters could build themselves.

Following the “Sign in” link to the top takes you to a profile login page that has a link to create a new profile if you are not quite ready to apply. Following this link lead to the only Linked In profile integrations I found, which is a shame. If you don’t have Linked In yet, you can fill out a profile the old fashioned way as well.

So, what are the take aways?

If you don’t currently have a landing page for your recruiting efforts, you should. If you do, you could likely learn a thing or two from a five minute visit to each of these pages. Where people choose to apply, and what job they ultimately accept depends on many things that are outside of your control, but this one aspect is easy and there are a lot of ways to get it right!



Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

19 Best Free Job Boards Recruiters Can Use Today

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Advantages of Free Job Boards

When it comes to job boards, there are several of them out there.   In this article we look at some of the best free job boards.   Not every job board is free, especially to a recruiter.   If your looking to maximize your job posting being seen and to build your candidate pool, this is one of the best ways to do it.   Also, take a look at some of the best Niche Job Boards out there for Recruiters.

  • PostJobsFree. Post jobs for free. Distribute jobs to all the popular job search sites.
  • Career Cast Career site for finding targeted job opportunities by industry, function, and location
  • Iapplicants.  Pushes jobs posted on iapplicant to a host of other free job boards.
  • USAJOBS.  Enabling federal job seekers access to thousands of job opportunities across hundreds of federal agencies and organizations.
  • Recruiter.  Provides free job postings, and job seekers to be anonymous and receive job alerts.
  • Employment Pipeline. Job seekers can search by location or occupation. Job posting is at no cost. They offer additional services for both employers and job seekers.
  • ResumeBucket.  Companies can post their jobs for free,  also provides a free resume builder for the job seekers.
  • ZipRecruiter.  Employers, recruiters and staffing agencies post jobs free to 100+ job boards with 1 click. Active resume database.
  • Veteran Jobs Gateway.  A job search community for American military veterans – offers networking opportunities, job boards, and comprehensive online resources for job-hunting
  • JobZoom.  100% FREE Job Posting and Distribution! CLICK HERE to Post in Seconds – FACT: We deliver results… – Free employer accounts view screenshots
  • Oodle. Online marketplace that offers free job posting. Job seekers can search by location and keyword.
  • Resumark.  With you list jobs for free and You can also search our entire database of resumes for free using the Google™ search technology.
  • Wisestep. Job posting platform that also offers a referral system. Total referrals paid to date are over $3 million and counting.
  • JobCaseA new social network for the blue collar job seeker community, they also offer free job postings. Members can post on the website forum and allow candidates to have access to a variety of job search resources.
  • Jobvertise.  The worlds largest FREE jobs and resume database! Employers search resumes and post jobs FREE. Jobseekers post resumes and search jobs FREE.
  • Hound.  We provide jobs directly from employer websites, job boards, newspapers etc. Browse millions of latest jobs from thousands of companies. Hound your job search here now.
  • ResumeLibrary.  Resume-Library is America’s leading independent job site dedicated to helping candidates find their dream career and supporting recruiters in sourcing the right talent for their vacancies.
  • SimplyHired.  Search for job opportunities across the United States on Simply Hired. Browse by job category, city, state, employer and more. Get a head start and post your resume.
Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

How Important Are Change Agents at Your Company?

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The termination of Victoria Taylor set off a firestorm among community members at the popular online forum, Reddit. Users began protesting Taylor’s termination first with an online petition calling for the interim CEO’s resignation followed by her actual resignation all the while the company continues to be the conversation among mainstream media. The media firestorm ignited because an employee that was extremely popular and valuable to the online community was terminated and no information was shared with the community.

In retrospect, the company should have graciously provided Taylor a termination package allowing for her to exit gracefully, peacefully and allow the community members to adapt to the change. Unfortunately, Reddit didn’t understand the importance or power of Taylor. You probably don’t know who is a trust agent or linchpin for your own company.

How do organizational leaders figure out who their change agents, trust agents and important employees are? Not each trust agent holds a senior leadership position. Where do we find out who these people are so that we can plan for their exit, the potential backlash and other organizational challenges appropriately?


Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

Transform Recruiting through Social Media Transparency

New Book: The HR Tech Field Guide is a quick and easy guide to selecting your HR Technology. Learn how to navigate this $15 billion industry. Click here to buy.

3 ways to maximize post hire value

Sometimes it seems as if the entire world is on social media sites. While the use of social media is not universal, the statistics published by the Pew Research Center for September 2014 give substance to the perception.


  • 71 percent of all Internet-connected adults in the U.S. have a Facebook page.
  • 52 percent use at least two social media sites.
  • 50 percent of college-educated online adults use LinkedIn.
  • 70 percent of all Facebook users interact with the site at least once per day.
  • Facebook users have a median 155 Facebook friends.
  • LinkedIn, Twitter, Pinterest and Instagram all showed a significant increase in usage in 2014 over 2013.


Here is what makes corporate managers a bit nervous: All of those social media users could conceivably be talking about your company — and they feel powerless to control the conversations.

If you have the responsibility for attracting the top talent, convincing them to join your company and helping with their development and retention, you might be leery of the social media sites. After all, users can say what they want, sometimes in complete anonymity. If someone posts a comment that your company treats applicants rudely — for example, never acknowledged the receipt of a resume or rescheduled interviews at the last minute — others might have less interest in working for your organization.

Many HR professionals have chosen to ignore social media, believing that any interaction could give detractors an opening to attack. However, social media transparency can go a very long way to polish your reputation and defuse potentially detrimental comments.

Here are some tips to leverage the power of social media for recruiting top candidates.

No individual, department or company handles every situation perfectly.

You or your organization can make mistakes. Accept that fact, and be willing to admit your shortcomings when needed.

Learn what people are saying about you, especially your current and former employees.

One excellent way to do this is to check the reviews posted about your company on Glassdoor. You might be pleasantly surprised and learn that your employees value the mentoring they have received. On the other hand, you might learn that your employees feel that their onboarding process left a lot to be desired. Either way, use the feedback to rectify problems or strengthen the positives.

Do not be afraid to engage others and respond to criticism.

For example, suppose you find a scathing diatribe about how a candidate waited 10 days to be called back for a second interview after being told that he would hear from you within 24 hours. Apologize, assure the poster that this is not normal for your organization and advise that you will look into ways to make sure such incidents do not happen again. Do not make excuses, argue or “call out” the poster.

Whenever possible, post relevant news on your social site.

If you are participating in an upcoming job fair, announce it on social media. If you have job vacancies, post them on your social sites as well as your company website.

Give people a chance to get acquainted with your company, even when you are not currently recruiting.

Discuss what your organization values, its mission and its goals. Letting people learn about your company culture can make it easier to recruit them when the need arises.

Stay current on the latest technologies to make sure that your efforts are not wasted.

For example, the latest estimates show that 90 percent of your candidates use mobile devices to search for and review your jobs. You need to ensure that they can find and access your posts, regardless of the device they use.

Marketers know that word-of-mouth is still one of the most effective tools available. HR directors know that referrals from current employees or trusted associates can often result in exemplary candidates. The social media sites combine aspects of word-of-mouth advertising with personal referrals — and the results can be outstanding.

Social media needs to be handled properly to achieve the results you desire. If you need guidance on creating, implementing or managing a transparent social media presence, consult a professional agency, such as, that has experience in using social media to recruit the best talent.

Sean Little is the VP of Marketing for FirstJob, a marketplace for recent college graduates looking for quality career opportunities. Sean has previously written articles for Elite Daily, General Assembly, SmartRecruiters, and others. When not busy trying to help recent grads find their dream job, Sean can be found out in San Francisco partaking in live music.

Millennials: How to Help Them Tackle their Personal Financial Crisis

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In 2013, New York Life released the results of a survey that included respondents from three generations. Although the survey covered a number of different areas, the responses regarding financial satisfaction were particularly revealing. Approximately 68 percent of the baby boomers expressed satisfaction with their economic situation. Among their children — the generation Xers — 51 percent stated that they were financially satisfied, and for their grandchildren (millennials), the number dropped to just 49 percent. An important element in the lack of financial satisfaction hinged on the perception among millennials that they perceive that the things their grandparents took for granted — home ownership, a comfortable retirement and a steady job providing escalating income — may be much more difficult for them to attain.

The Retirement Picture: Gloomier for Each Successive Generation 

Since millennials began entering the workforce during the first decade of the 21st century, they have been forced to deal with a variety of challenges that were not commonly encountered by the previous two generations. As a group, baby boomers could build a satisfactory retirement plan based on their employers’ pension plan and Social Security, supplemented by a mortgage-free home and relatively little consumer debt. Generation Xers lived through the trend away from employer-provided pensions to employee-funded plans, such as the 401(k). Although home ownership was still within their reach (again, as a group), they have been slower to pay off a mortgage and faster to incur consumer debt. They have also been more inclined to trust that Social Security will provide a retirement income.

Millennials are Becoming Pessimistic about Obtaining Financial Security

Millennials, on the other hand, express doubt that Social Security will still be available by the time they retire. However, many of them state that they are unable to save for their retirement because all of their earnings must be devoted to more immediate needs — such as buying a house.

Millennials are Typically Saddled with Substantial Debt by Graduation

In addition, millennials are often deeply in debt by the time they earn their degree, thanks to student loans and credit cards used to finance their education. According to the most recent data released by the U.S. Department of Labor, the average cost for attending one year of college at a public university is $19,300 and almost twice that amount at a private college. On average, according to a report by CNN, students graduating in 2013 had education-related debt of $35,200. Amortize this over 10 years with compounding interest — and it is easy to see why many millennials feel they cannot afford to contribute to a retirement plan.

How Employers Can Improve the Outlook for Millennials

There are a number of ways that employers can help millennials make their futures brighter. Many government agencies have recognized assistance with student loans can be an effective way to attract and retain employees. For example, some school districts will help with student loans for teachers who agree to teach at low-income or inner-city schools, and some states offer similar programs for healthcare professionals working in underserved areas. Although employers in the private sector are typically less likely to pay off an employee’s student loan, there are still ways they can help.

Make sure that new hires receive information about any retirement plan that the company sponsors. Provide information on when employees become vested, for example, or the amount of any matching contributions. 

Educate employees on the benefits of starting to save early for retirement. A financial professional, such as a CPA or 401(k) plan administrator, could give a presentation or provide educational literature.

If employees might be eligible for a “forgiveness” program for their student loans, make sure they have the information on the program. Provide them with the necessary forms needed to apply for the program. The Consumer Financial Protection Bureau offers a downloadable toolkit for assisting employees with their student loans that is geared to non-profits and public service or school district employees. 

Offer incentives for employees to complete certain training courses or actions. For example, some businesses offer incentives for meeting with a financial planner, signing up for the company’s 401(k) plan, contributing to an IRA or attending a seminar on managing consumer debt. The incentives could be contributions to the employee’s 401(k) or a monthly payment on the employee’s student loan.

Helping Millennials Secure their Retirement is a Win/Win Scenario

Although some employers feel that it is not their place to concern themselves with their employees’ financial health, it is actually beneficial to the enterprise to do so. Employees who feel financially secure tend to be more productive — and employees who feel that their employers care about them tend to be more loyal. Therefore, even in a troubled economy — and perhaps, especially in a troubled economy — it is sound business sense to help millennials deal with their personal finances in a proactive manner. Such programs can pay handsome dividends over the long term and have a direct impact on the enterprise’s bottom line. In short, these programs can be just as beneficial to the employer as employees.

Sean Little is the VP of Marketing for FirstJob, a marketplace for recent college graduates looking for quality career opportunities. Sean has previously written articles for Elite Daily, General Assembly, SmartRecruiters, and others. When not busy trying to help recent grads find their dream job, Sean can be found out in San Francisco partaking in live music.

Candidates Aren’t Cattle. Why Email Isn’t Effective in Recruiting and Hiring

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cows in a farm

As the years go by, I find that email becomes less and less of a useful tool for me, and I’m not alone. While it’s true that we all still use email at work, we’ve also moved many of those conversations that once took place in email to other platforms. From texting to Gchat to Facebook Messenger to SnapChat, the way we’re communicating is changing every day. With many of our conversations moving to social platforms and mobile phones, we’ve changed the way we work, engage and search for jobs. Our conversations are more of an interactive experience than an exchange of monologues, our attention spans have been shortened and we’ve come to expect that the information we need will be right at our fingertips.

Why Don’t Recruiting Emails to Candidates Work?

Of course, each platform has its benefits and drawbacks. For instance, most of us will never use SnapChat for serious business conversations or Facebook Messenger to ask the CEO a question. This means that while many of our conversations are happening outside our inboxes, email will still be a viable communication resource in the future. The problem is that in it’s current state, email isn’t effective in recruiting and hiring.

Recruiting emails to candidates don’t work for a lot reasons. Moving forward, our email communications must reflect the way our candidates are communicating in the other parts of their lives. Take a look at these five tips for improving your response rate and engagement level with email.

Keep it simple

A long, drawn-out email won’t do anymore. People don’t have the time or attention span to read a five-paragraph message, so keep your email short, sweet and to the point. You can expound upon your points later and create an interactive conversation.

Spell things out

People are mobile, so draft your message accordingly and spell things out. Give them what they need right there in the email. For instance, write out location addresses of where your candidates are traveling to in the email rather than linking to a map so they can copy the address into their Google or Apple maps for directions and routing. Think of how you use your mobile phone and use that to guide your decisions.

Use your real email address

No one likes being asked to interview, only to later receive a generic thank you email that says it’s from “do not reply.” People like connecting with people, so use your actual, real email address as a test for 60 days. I guarantee it’s not as time consuming as you might think and will lead to better results.

Do your research

When you’re sending a candidate interest email, do your research and customize the email uniquely to the person. They are more likely to respond to a custom message that grabs their attention, especially in a job market where the candidate is in the driver’s seat. Don’t sent a blind mass email to 75 candidates and then be frustrated when no one responded to your canned message. Candidates are human beings who want to feel special not like cattle being herded to your job opening.

The reason engineers are leaving LinkedIn is due to the mass messages, de-personalized and spamtastic InMails that are sent to them 5-10 times a day. Do your research not just about the candidate but also work to really understand what the job requirements are. Anyone can do recruiting but being successful at recruiting requires good relationships, moving faster and most importantly doing the work.

Provide information

Attach links to additional resources and information your candidate or target job seeker might be interested in, but briefly summarize as well since no one wants an email that’s just full of links. You can also make your email stand out by providing them with access to a welcome video or a candidate packet that includes information about work hours, locations and benefit offerings.

There is no magic formula for great emails, but I can tell you that emails are still an effective way to reach job seekers. Job alerts in the job board as well as corporate career sites are an effective candidate and website traffic driver. That’s because these messages are controlled and personalized by the candidate and not the recruiter.


Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.

5 Ways to Get Job Seekers to Quit Stalking Jobs through Recruiters

Learn how data can transform your hiring strategies on 8/20 webinar at 1 PM EST by clicking here.

Woman being followedAs a recruiter job applicants who won’t give up can become a problem. While determination and a willingness to keep trying are both admirable traits, so is learning to take no for an answer. Before you allow your frustration to overwhelm your common decency, take a look at your communication process and see if implementing these methods might not eliminate some of the “stalkers”.

Follow up with your candidate.

It may sound simple, but sometimes all it takes is a thoughtful phone call or email to satisfy an applicant looking for information to eliminate the applicants from stalking jobs. Since only 39% of applicants not selected are typically contacted with a personal phone call or email, it’s easy for them to feel left in the dark.

While the applicant in question may never be right for your company, they may have friends who are, and up to 81% of them will share a positive experience with their inner circle, which could lead to well qualified candidates for future hiring searches.

Be Honest.

It may seem simpler to just lie, but honesty prevents a lot of problems. Share what information you can. If you know the interviews won’t be conducted for three weeks, tell them that. If you know there is something this candidate can do to improve their chances, share it with them.  The more you share, the less the applicant will quit stalking jobs.

Your goal should always be to get the position filled with the best qualified candidate available. Why not be on the applicant’s team when you can? They are, after all, only looking for something you already have, a good job.

Automate Your ATS.

With today’s technology there is no excuse for shoddy applicant tracking. You can automate everything from a welcome message to a personal email or text letting applicants know when the job listing has been closed or they are no longer being considered for the position.

This can free up your time and eliminate a lot of excuses for missed messages and the like. Automated messaging can also prevent a lot of unnecessary calls from applicants who simply want to know their resume was received.

Provide resources.

Job applicants genuinely want to be the best candidates they can be. Adding resources to your automated messaging is a great way to make this happen. The online world is rich with great employment resources that can be shared for free.

Simple resume building tips, links to guides on finding employment and the like can be a simple way to keep them improving. Who knows, the applicant that wasn’t quite ready may fill a key role in your organization in the future.

Give them actual feedback instead of a canned message your attorney approved.

When you don’t quite make the cut you want real answers, don’t you? When it is within your power to extend that courtesy to a fellow worker, do it! Sending out form letters is so twentieth century. With the technology at your fingertips it only takes a few moments to send what might prove to be some invaluable advice.

Keep it positive and stay focused on things that are within their power to improve. Tips on personal appearance, skills to add to their resume and interviewing technique are helpful. Commenting on the fact that their braces were distracting is insulting and unnecessary.

Jessica Miller-Merrell, SPHR is workplace technology and HR anthropologist committed to making the HR & recruiting industry a better place. Mom to @ryleighmerrell. Follow her on Twitter, @jmillermerrell.
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