the scene for their mission, values and purpose. It’s clear that Adidas knows who it is and more importantly, who they want to attract. They want empowered problem-solvers who are excited to take on the challenges of improving the world through sport.
talking about creating context for every element of the candidate experience. So much of that can be done by taking a deep look at the copy being used. Adidas nails the context by succinctly identifying what each team does in a single sentence… and they do it in a way that should make sense to just about anybody.
to do this. Instead of burying this on a crappy mission statement page or obscure link, Adidas puts this right on their careers page. Why? Because they want to make sure that you know what you’re getting into and who you’re getting into it with.
case for why an applicant should consider applying and what kind of applicant would fit in well. They’re letting applicants listen to their heartbeat, they’re sharing (some of) their secret sauce and they're showing their soul. And the best part? This isn’t something reserved for multi- national corporations or massive budgets. Any company, of any size, is fully capable of doing this equally as well, or better. Spending time getting this stuff right couldn’t be more important for your organization.
next scroll. A great idea in theory, especially by giving it a focus of “Career-Talk”. But without taking a deep dive, it seems like the featured/recent posts aren’t necessarily focused on careers per se. Not a huge deal, just pointing it out.
Giving each posting some room to breathe and their own “card” definitely helps candidates avoid feeling overwhelmed… unlike many sites with thousands of requisitions listed, sometimes on a single page.
paragraphs selling the candidate on the company again is a bit overkill. You have them already, that’s why they clicked the job ad. They want the job ad!
are about enticing great people to apply, they’re also supposed to encourage unqualified applicants to opt out. A candidate can’t read this section and not understand what they’ll be required to do and what they’re expected to have experience with. Adidas makes it simple to recognize if they’re qualified or not, which helps everybody. This is the level of specificity every company should strive for in every element of the actual posting.
Why? Because it gives candidates the chance to stay in the experience. They don’t have to click back or resubmit info if one of these matches their interest.
How awesome is that?!? Everybody loves a great recruiting video and judging by the amazing things we’ve seen so far, the bar is high. Let’s click play and see what we get…
sure it actually goes to an application. There’s nothing worse then a CTA for “Apply” lead to a different version of the ad or anything other than an application.
really, really well in this experience. The design is top-notch. The copy at every step has been brilliant. The layout makes total sense. The experience felt less like a job search and more like truly discovering an opportunity and experiencing a brand. Aside from a few discrepancies in requisition titles (which I’m guessing lands on the shoulders of actual recruiters) and a random product video at the bottom of a job posting, Adidas proves that it is light years ahead of the vast majority of brands when it comes to experience in their job postings.
job postings, the biggest takeaway is this: This type of experience is achievable by any company, large or small. Where Adidas really wins is understanding who they are as a company and what kind of people make up the (moisture-wicking) fabric of their culture and then clearly communicating that throughout the entire experience. Let’s give a hand to Adidas!
job postings, the biggest takeaway is this: This type of experience is achievable by any company, large or small. Where Adidas really wins is understanding who they are as a company and what kind of people make up the (moisture-wicking) fabric of their culture and then clearly communicating that throughout the entire experience. Let’s give a hand to Adidas!
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