September 27, 2021

Is Using A Career Site Really Worth It? 7 Crucial Benefits

We’re all aware that there are thousands of career and recruiting sites out there today. But what is it that makes them better than traditional in-person recruitment? Surprisingly, there’s quite a lot of benefits to online career sites.

The increasing demand for employers and employees has only added to the importance of using career sites. Let’s look at a few noteworthy points that prove career sites hype-worthy.

Increased Visibility

Considering that most potential employees today are just googling for job opportunities instead of actually ‘searching’ for job openings, maintaining a well-functioning career site greatly increases the brand image.

An improved brand image directly reflects upon the number of hits on your site, hence attracting a good number of potential employees. Nowadays, HRs can use a career site builder that provides assistance in creating an efficient career site. 

Information Availability

Career sites hold a notable amount of information compared to the information provided by a second party employment agency or similar employment programs.

Providing necessary information attracts genuinely interested candidates. Be sure to include points like ‘Why to work for us?’, etc. Transparency regarding company culture and work environment on the career site creates a sense of reliability, increasing the number of hits on the company site. More importantly, the information expected by a candidate applying for a job is to be understood, and the site is to be created and modified accordingly.


Career sites spare HR from several hours of tedious work. Most importantly, online recruitment makes the process of screening extremely easy. Considering the huge number of candidates that might be applying for a particular job, efficient software picks out potential employees more accurately and quickly.

Currently, some sites provide software programs and guide us through all the necessary steps and processes involved in recruitment. This massively reduces the workload on the HR, who would otherwise have to screen and interview each one of these applicants.

Better Applicant Pool

It’s common knowledge that almost 75% of the received applications are usually inappropriate. This is mostly due to insufficient knowledge provided by the recruiters. Using career sites allows for the generation of a curated talent pool.

Nowadays, several experts recommend sites like, which provide software and technical support with talent pool management and all recruitment-related processes.

Quick Processing

Career sites allow for posting openings and applications without a time frame. Most sites also provide round-the-clock real-time interaction. It is also significantly faster than the traditional newspaper ad reaching a candidate, the application reaching the firm, and for it to be processed. Striking a perfect balance between the usage of a career site and in-person screening has proven to be the best way to recruit, as it establishes a sense of reliability with the employee.

Easier Tracking and Data Storage

Taking applications through career sites enables convenient storage of applicant information along with systematic storage of the relevant data concerning the preferred criteria concerning top talent, etc. It also allows for a more transparent hiring process, keeping the applicant informed about the job status.


Career sites can be tailor-made to fit the identity and image of the company. It provides space for frequent modifications and improvements, unlike other physical methods that are being used. The career sites these days are extremely user friendly and allows for selecting preferences concerning location, benefits, minimum payroll, etc.,


Career sites hold a lot of benefits and decrease the workload on HR significantly, streamlining the process of selection quickly and efficiently. Most efficient HRs swear by using a career site for better results and maintaining a more productive system, improving the functionality of the firm as well.

About the author 

Peter Hatch

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