If you’ve been buried under so much clutter that you missed the huge Netflix hit “Tidying Up with Marie Kondo,” we’ll bring you up to speed. The original series follows Kondo as she helps people declutter and organize their homes, which includes sifting through belongings and asking a simple question about each item: “Does it spark joy?” According to Kondo, if the answer is “no” then the item needs to go. Kondo’s much-publicized show is even credited for driving a huge increase in donations to thrift stores, with numerous Goodwill locations across the country reporting a significant spike in donated items since January.
What does any of this have to do with career websites? A lot when you consider that what your site houses and how it is organized impacts the candidate experience and your applications to hire. Career site clutter happens for a variety of reasons, but three of the biggest culprits are:
• A limited understanding of your main target audiences. If your content development approach is to deliver the same amount of detail to every possible site visitor, then you’ll undoubtedly end up with clutter. A better approach is to define who your key targets are and understand what motivates them in both life and work—think candidate personas—and then develop content in response.
• Continually adding new content without removing outdated or irrelevant information. Don’t get me wrong: Updating your content to adequately reflect the current state of your organization is a must. The problem is that companies often fall into the habit of continually adding content and, over time, the result is a cumbersome site where visitor paths are convoluted, and outdated information is still accessible. Perform a content audit at least twice a year with a focus on ridding your career site of redundant and irrelevant information.
• Trying to please everyone all the time. Put career website content guidelines in place for all areas of your site so that you can confidently respond to special requests from hiring managers for new pages and content that may or may not align with strategy. With a clear rationale regarding the parameters for adding—and removing—career site content, the many department asks that come your way will be much easier to filter and manage.
Also, keep in mind everything you already know about effective career sites that tell your employer brand story. Don’t clutter up your site with too many words when pictures or video can be more effective in communicating your message. Clean up that laundry list of FAQs by implementing a chat bot that can instantly deliver answers to candidate questions. And if you don’t know what brings your visitors joy? Ask them, and then use their answers to eliminate your career site clutter for good.