Another July has come and gone (yes, we’re late), and somewhere between monitoring round-the-clock coverage of patriotic eating competitions and negotiating deals with the devil to end heatwaves that would make a camel sweat, the Built In team managed to scour the Internet for some examples of the best employer branding in the tech industry. Here’s what we found.
Checkr shows off honest feedback
Why It’s Great - A background check service may not seem like the sort of organization that would inspire job seekers, but Checkr’s careers page reads more like a philosophical manifesto than a website. From its origin story to its guiding principles, Checkr wasted no opportunity to showcase its core beliefs to potential candidates. A gorgeous photo gallery offers a behind-the-scenes look at Checkr’s culture, testimonials from 11 employees provide honest insight into a day in the life of a Checkrite and a comprehensive overview of its benefits package seals the deal with any potential applicants still kicking the tires.
Takeaways - A deep dive requires clean design and employee participation. Checkr’s careers page is chocked full of content and imagery that positions the company as a great place to work, but things never feel cluttered. The employee testimonials are detailed and honest, and it’s clear management didn’t take a heavy-handed approach with copy editing. Which is a big plus, as a little motivational profanity can go a long way when well executed.
Thoughtworks provides a sneak peak at the application process
What makes it great - For many candidates, the job search comes with more questions than answers. Is this position right for me? How should I dress for the on site? Should I tell that joke I learned from Uncle Jim last Thanksgiving to break the ice? (Pro Tip: Never tell that joke you learned from Uncle Jim.)
ThoughtWorks - a socially-conscious software development firm - helps candidates overcome the pre-interview jitters by providing a behind-the-scenes look at the hiring process before they apply. After encouraging job seekers to attend one of its events to learn more about the company, ThoughtWorks walks users through its hiring process with in-depth (but lighthearted) descriptions of each phase. It takes things one step further with helpful tips and tricks for each step, helping candidates understand how to prepare for their interview. Aside from fostering a tremendous amount of goodwill with applicants, this approach ensures ThoughtWorks is meeting with prepared and engaged candidates who have done their homework.
Takeaways - A little expectation management goes a long way. Many candidates will be nervous coming into their interview, but by setting the stage before things begin, you can ease their nerves and help them prepare. ThoughtWorks’ approach also keeps the organization accountable. Candidates will notice if ThoughtWorks fails to deliver on the experience it’s promised, and may see that as a red flag. By committing upfront, ThoughtWorks can maintain a structured hiring process that delivers a consistent experience for every candidate.
Workday targets its candidate personas
What makes it great - Creating a careers page that speaks to the needs of your various candidate personas can be a tricky proposition. Hitting all the right notes in an organized manner is a tall order, but Workday - a provider of cloud-based finance and HR software - manages to overcome this by segmenting its careers page by team. The result is a unique experience for candidates in each of its four core functions: technology and product, sales and marketing, customer service and corporate leadership. Each team page features a detailed overview of what makes the group tick, employee testimonials, industry awards and recognitions and a search function for open positions. A separate tab for recent graduates discusses the Generation Workday training program and the benefits Workday provides entry-level employees.
Takeaways - Don’t pigeonhole potential applicants. The information a candidate looks for when considering a job opportunity varies by discipline, and a universal approach won’t cut it. Provide job seekers with relevant and compelling information that demonstrates why your organization is the ideal destination for someone with their skillset.