The web is now the primary source of job and career information for candidates. Employers also use it as their first port of call when researching recruitment and staffing solutions. There are millions of job searches online each month across the globe and its more important than ever for every recruiter to have an effective recruitment website. The best recruitment websites are quick and easy to use, visible in search engines and encourage brand loyalty. They attract candidates and customers through social media, effective site function and personalised design. A successful recruitment website must achieve three objectives:
Jobseekers / Candidates
The most important consideration for prospective employees is making it easy to find what they want… jobs. It is crucial to promote your employer brand and also your company, but this is usually a secondary consideration once a candidate sees there are current vacancies.
Functions like quick job search, browse jobs by sector and keyword search can ensure you reduce the bounce rate and maximize applications. Make sure you remove items of friction like overly flashy images that distract from the core purpose of your website – recruitment.
Marketing your website
If you work in a niche it is easier to compete for search engine visibility, however SEO should be part of the marketing mix for al recruitment websites. By adding relevant keywords and site content on each page you can ensure you get the right type of people visiting your site. Remember that quality is more important than quantity. There is no point having 10,000 visits per month if people are searching for Leather sofas and finding your site instead!
A dynamic, easy to use website will encourage visitors to return, safe in the knowledge that the site will have new content and a pleasant browsing experience. Features such as ‘share this job’, ‘Add to short-list’ and ‘Sign up for job alerts’ help to make sure you can follow up with your talent pool in future when new jobs are posted.
You should also encourage people to provide details of their skills, locations, salary expectations so that you can provide them a tailored experience when they log in. This will also ensure you get more repeat visits and also have up to date information on candidate availability and skill sets.
Twitter, Facebook and LinkedIn can also be a great way to follow up with passive candidates who perhaps haven’t registered but have followed your business. Posting job vacancies onto these social media streams can also be a great source of ‘free’ applications.
Top 5 tips for creating a compelling recruitment website:
- Make finding relevant jobs easy
- Make sure all pages are visible and optimized for search engines
- Promote your employer brand on the site, and also after candidate leaves the site
- Provide a tangible reason for candidates to provide their details in a format you want.
- Ensure candidate data can be used effectively and securely
Ultimately, a great recruitment website will promote the key qualities of your employer brand, and provide a pleasant job-hunting experience to all.