Your website should be structured in such a way that pages with high relevance are given a corresponding priority in the navigation. The “deeper” a page is hidden within the information architecture, the less likely Google will assess its importance. So it makes sense, for example, to locate the career page on the first level. For example, homepage >> career and not homepage >> company >> about us >> career.

Page and page title

Each page or each associated menu item has a descriptive name or name in the context of the page content, which is also reflected in the page title and the URL (i.e. the Internet address). So if your career website is e.g. If, for example, a subpage contains content on training as an IT specialist, then both the page (as well as the menu item, the page title and the URL) should be named as follows: “Training IT specialist” (as already mentioned under job title above, here too the ” (m / f / d) ”nothing to look for). Unfortunately, the topic of SEO ekes out a sad existence in many companies or simply does not exist. And this also explains why many pages have the same page title or even none at all.

The page title is basically a short description of what is shown on the respective page. Ideally, the title corresponds to the main heading of the respective page. Provided that this has been chosen wisely and is designed in such a way that it contains key terms relevant to the target group (Note: “Professionally experienced” is not a suitable key word.). Always think from the perspective of the user, not that of the company!

Like the job title, the page title should not exceed 60 characters if possible, otherwise only a part will be displayed in the search results (Attention: Letters have different spacing, depending on the letter / punctuation mark, between 54 and 70 characters are possible. So-called SERPs are helpful here – Preview tools or snippet generators , with which the ideal display can be tested. It is therefore important to carefully consider which terms are to be included here in order to increase the findability and the attention of the user.

Internal linking

The internal linking of the pages to one another is also important. On many career websites, users will find information that is hardly or only rarely linked to one another. A context-related link not only serves to better orient the user, he also gets to the relevant content faster. In addition, Google gives a website a higher priority when website content references each other. Often, internal linking is the only way to achieve link relevance because external portals fail to link to one’s own career website.

There is also something to consider when designing the links: Ideally, this so-called anchor text (or link text) also contains the term that is linked thematically. You can also create additional benefits for applicants (and Google) by adding a title attribute to the link. And of course you link the individual sub-pages directly and do not write that you have to click on Link XYZ.


You should also give your career website a page overview, the so-called sitemap. This not only offers your users a quick overview of the website, Google is also happy to read such content. In addition, there is no way around setting up an XML sitemap, here search engines will find all the pages that their crawlers should incorporate. Ideally, you should also set up Google Analytics (or another analysis tool) for your career website, after all you want to know how many hits your website has, where the users come from, which pages are clicked on particularly often and which are not at all, on which Job user cancel and much more.


It is also important that all pages can be reached via “speaking”, ie descriptive, Internet addresses (URL = Uniform Resource Locator). In other words, they map the navigation path and contain relevant keywords that refer to the content of the page. Such web addresses not only offer additional orientation for the user, but also for Google. The length is also a ranking factor for Google. “As long as necessary, as short as possible” should be the motto. In this respect, filler words such as “and”, “die” etc. are superfluous (incidentally also the date, as you always get it from me).

Relevant, trustworthy content with added value is SEO king

Applicants prefer content that is provided in text and images. One can argue about the length of the texts. The length of the text is less important than its relevance. Both for applicants and as part of top seo companies in delhi (which are basically in the context of each other, for Google it is also of value whether and how often your website is accessed).

Texts that address the needs and expectations of the user

Your task is to provide texts with real added value for the user (and for Google). And if in doubt, they should be too long rather than too short. The aim of your career website is to give users the best possible support in their decision-making process for or against the company. He decides for himself which of the provided content he reads – and not you. General statements such as “nobody reads long texts” or “texts must be short, otherwise they will not be read” are completely out of place. The decisive factor is not the length, but the quality and preparation of the content. Apart from that, there is no such thing as “THE” user. Every Jeck (l) i (e) is different. Your career website should take this into account. For example, through appropriate structure in the text

Headings (H1, H2, H3 …)

You can create structure using headings, for example. In order to achieve the best possible findability, the keywords with which the page is to be found should also be found in the main heading (H1), in sub-headings (H2, H3), in anchor texts and in the text. The H1 as the main heading should be treated as such and therefore only used once. A corresponding keyword is essential here. The keyword should also be used at least once in an H2.

Avoid keyword stuffing

Please avoid so-called “keyword stuffing”, ie excessive use of one or more keywords in the text or the meta description. The meta description is a description of the individual page that can appear on Google, for example (can, but does not have to! Because depending on the search query, Google takes a “description” from the text where the keyword is used). The description should contain a maximum of 160 characters (less for a full view in social media channels).

With which search terms or which search phrase your website is found, Google decides on the relevance of the content, the keyword density or term weighting and how the points mentioned are in context, not on the basis of the keywords you assigned to the page. So don’t give away valuable potential by using headings that are not in the context of a search query or that contribute to the needs of your applicants. You should, of course, think about what these are. There are providers of e-recruiting systems who offer extra fields that you can fill with keywords. These are supposed to give you the idea of ​​SEO relevance, which the system does not actually have! So you can safely ignore these fields!

That’s what matters when it comes to content

Google itself provides valuable information about what is important for content with good ranking and also refers to the “EAT formula” (Expertise, Authoritativeness, Trustworthiness). The more trustworthy and credible a contribution is and the higher the author’s expertise (the more important the recruiter’s personal branding is as a brand ambassador ), the better it will also have an effect on the search engine ranking. You should also pay attention to the following aspects: content and quality questions, technical questions, presentation questions and comparison questions. Here are some of the key questions to consider:


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