Let’s be honest, your careers site probably doesn’t get the attention it deserves. It’s always on, always there, quietly doing the hard yards of attracting and converting potential candidates. But if it’s been a while since you gave it any proper TLC, it could be doing more harm than good.
In this blog, we’ll walk you through the key signs that your site might be overdue a refresh (or a total makeover), what modern candidates actually expect, and how to take the first steps, even if you don’t have a huge budget.
The quiet red flags you might be missing
So, how do you know when it’s time to hit refresh? Sometimes it’s obvious. Like when your homepage still features your old logo, or someone clicks on your blog page only to find the last post was from 2019. But other times, it’s subtler. Maybe it takes a few too many clicks to get to your job listings. Or the apply button is hidden out of sight. Or maybe the site just feels… off.
These things matter more than you might think. Candidates are used to slick digital experiences in every other area of their lives, and your careers site is no exception. In fact, 75% of users say they judge a company’s credibility based on its website design alone (medium.com).
And then there’s mobile. Around 60% of your visitors are likely browsing on their phones. If your site is slow, unresponsive, or just plain clunky on mobile you’re not going to keep them around.
One of the biggest warning signs? A disconnect between your site and your actual employer brand. Candidates want to get a real sense of what it’s like to work with you, your people, your values, your vibe. If they don’t see that clearly on your site, chances are they’ll move on to a company that wears its culture on its homepage.
When a quick fix just won’t cut it
Sometimes a few updates are enough to bring your site back to life. But other times, it needs a complete rethink.
If your brand has evolved (maybe you’ve updated your EVP, changed your tone of voice, or shifted your hiring focus) but your site still reflects who you were five years ago, it’s probably time to start from scratch. Same goes if you’re stuck on old tech that’s hard to update, slow to load, or impossible to integrate with modern tools. Or if your site structure is holding you back from ranking on Google or showing up in AI-driven searches. And if applying for a job feels like a frustrating puzzle? That’s a candidate experience killer.
What today’s candidates actually want to see
Modern jobseekers aren’t just looking for vacancies. They’re looking for signals. Does this company walk the talk? Can I see myself here? Is this a place I can grow?
That’s where features like employee stories, short videos, behind-the-scenes content, and a mobile-first design really come into play. Job listings should be clear and easy to navigate. Application flows should be short, smooth, and ideally integrate with platforms people are already using (like LinkedIn or Indeed). Your content should feel fresh, human, and genuinely representative of your culture not just generic marketing fluff.
And let’s not forget visibility. Google for Jobs, AI summaries, social media. If you’re not showing up where people are already looking, you’re falling behind. Structured data, good SEO practices, and a presence across platforms like LinkedIn, Instagram and YouTube make a big difference.
Where to start if you’re working with limited time or budget
Refreshing your careers site doesn’t have to mean months of planning and a six-figure budget. There are quick wins that can create a real impact and give you time to plan for bigger changes later.
Start by doing a quick audit. Pull up your site on your phone. Try applying for a job. Ask a colleague who’s not involved in hiring to do the same. Where do things get stuck? What feels confusing?
From there, track the numbers. Look at bounce rates, how long people stay on the site, where they click, and where they drop off. Tools like Google Analytics or even simple heatmaps can help.
Once you’ve got a sense of what’s working and what’s not, set yourself some realistic goals. Maybe it’s increasing job views by 20%. Maybe it’s reducing form drop-offs. Keep it focused and track your progress.
Then, go after the low-hanging fruit:
- Swap out tired stock photos for real team images
- Cut outdated job listings
- Add fresh testimonials, videos or quotes from current employees
- Make CTAs clearer and more compelling
- Group related content into easy-to-navigate sections
If accessibility hasn’t been on your radar yet, it should be. Making your site screen reader-friendly, adding alt text, and using clear headings isn’t just good practice. It makes your site more usable for everyone.
So… do you need a refresh or a rebuild?
Here’s the honest truth: even small tweaks can make a noticeable difference. But if your careers site no longer reflects who you are, or worse, if it actively undermines your employer brand, it’s probably time to go deeper.
Think of your careers site as more than just a job board. Done right, it’s a powerful brand experience. One that speaks to the right people, at the right time, and inspires them to take action.
Not quite sure what action to take first?
That’s OK. Sometimes it helps to get an outside perspective. If you feel you’d like some help, support or even just a friendly chat about how to make your careers website pull its weight just drop us a line. After all, much of our best work has started with a cup of tea and a biscuit.
