How career websites became popular
Here's how one of our clients explains this need:
- We need a career website to eliminate dependence on the behavior of external platforms, both financially and technologically. Sometimes, custom modifications are needed, and on familiar platforms, it's not possible to use formats and ideas for promoting the employer's brand: from event announcements to working with universities. Often, extended analytics and rapid revamping of structure and content are required. Having our own functional and well-designed page creates a stable point of contact and initiates direct dialogue with applicants.
Who definitely needs a career website
For companies that infrequently recruit employees, these analytics may not be necessary. They already know how many vacancies they've closed in a month and how long they've searched for each employee. However, the higher the volume of recruitment, the more important analytics becomes. That's why we've embedded this functionality into our solution. Other options help increase response conversion. Here they are:
2. We created an admin panel that allows for constructing landing pages. If a company has many departments, it's possible to create a page for each one and showcase their tasks, values, and specifics. Moreover, the built-in visual editor operates on the principle of WYSIWYG (What You See Is What You Get). Although, we'll further customize it according to the specific needs of each customer.
In order to work with the built-in editor, no special skills are needed — everything is intuitive & understandable
5. Later on, we'll add an image rendering feature to the solution for sharing purposes. It's quite straightforward: if someone shares a link to a job vacancy on social media, an image will automatically load alongside it. This means the link will be visually appealing; the image will likely include the company’s logo, the job title, and some tags.
- On average, publishing a single job vacancy on job sites takes from 30 minutes to an hour. This also includes forwarding resumes to clients, sending emails to applicants, scheduling interviews, and so on. Let's assume there's one recruiter in the company who manages to find ten relevant resumes per day. In just this scenario, integration with Huntflow would save around 19 working days per year.
The tech stack we chose
For the admin panel, we initially chose Twill — a CMS for Laravel with a built-in WYSIWYG editor and block editor. In the initial projects, the admin panel worked based on it. However, while preparing the article, we found a more current and modern solution — FilamentPHP. It offers the same functions as Twill but is easier to use. In new versions, we will be using FilamentPHP.
The solution’s advantages
- An important clarification: an off-the-shelf solution does not mean that we will simply change the design according to the client's wishes. Each website remains unique; we tailor the backend to meet specific requirements and consider nuances. But even in cases where we need to undertake a comprehensive scope of work: UX, system analysis, web design, backend, frontend, DevOps — even in these scenarios, development will take 4-6 months. However, the exact timeline can only be provided after a preliminary project assessment.
Key points in short
- You hire frequently, with a consistent workload of 100–150 job vacancies;
- You lack opportunities from hiring platforms to showcase the company's face;
- You need detailed analytics regarding personnel recruitment.