Below is a list of must-have, non negotiable requirements for any staffing, recruitment website and careers site:
Your recruitment website must quickly grab the job seeker or employer's attention and provide a clear value proposition to keep them engaged and interested in exploring your website further and converting. Things like website design, content quality, calls to action and site navigation can all impact a user's decision to stay or leave your website.
What should you look for when choosing a recruitment website agency?
Choose a recruitment website agency that can demonstrate how its technology supports your business, from publishing jobs and capturing employer enquiries to returning applications to your ATS.
A beautiful homepage gets your attention. What happens after someone clicks “Apply” deserves just as much scrutiny.
Before signing anything, ask these seven questions:
- Can you demonstrate our ATS integration? Follow a job from your ATS to the website, then an application back into the correct record. Ask about custom fields, screening questions and updates.
- Can our team make changes without a developer? Ask to see a landing page created, content edited and a campaign launched. A live demonstration tells you more than a feature list.
- How will you support Google and AI search visibility? Discuss crawlable job pages, structured data, useful content and internal linking. Be wary of anyone guaranteeing rankings or AI recommendations.
- Does the website help us win employers as well as attract candidates? Look for clear employer services, relevant case studies, talent showcases and straightforward enquiry forms.
- What can we measure? Ask how applications, employer enquiries and traffic sources are tracked, and which outcomes can be connected to your ATS.
- What is the full cost? Get clarity on the build, subscription, integrations, support, changes, optional products and exit terms.
- Can you show us relevant customer websites? Look beyond screenshots. Explore live sites, test them on your phone and ask what the provider actually delivered.
... and don't sign a lock in contract ... There is a reason they are asking for that! The service and technology should make you never want to leave.
Use the 14 website requirements below to assess each provider against the same practical checklist.
- Easy Search and Filtering: A job search and filtering feature to help candidates find the most relevant job openings based on location, industry, job type, and salary. This should be visible above the fold of your home page.
- Job Board: Your recruitment job board must reside on your URL and not link out or sit in an iframe. It needs to be easy to refine and search.
- Job Detail Pages: Give every vacancy its own crawlable, indexable page with a clear URL, accurate JobPosting structured data and a straightforward application process. Keep jobs within your branded website experience where practical. Include salary information where required, and check that your ATS integration keeps job updates and closures accurate.
- Easy Apply Page: An easy-to-use application form sitting on your URL that candidates can quickly fill out and submit directly from your website. This page should also have similar jobs listed, social sharing capabilities, favoriting options and more.
- Resume and Cover Letter Upload: The ability for candidates to upload their resume and cover letter to the website to be considered for future job openings. This should automatically be added to your ATS database.
- Candidate Portal: This allows job seekers to manage their data, see job applications, saved jobs and control their job alerts.
- Company Information: A section that provides information about your staffing agency, including your history, industry expertise, mission, and values.
- Testimonials: Reviews and testimonials from employers and candidates that showcase your recruitment agency's successes and reputation.
- Quality Content: In addition to optimizing your website content for keywords, it's also important to create high-quality and engaging content that resonates with your target audience. Think about adding white papers, case studies, and other types of content that provide value to your visitors.
- Blog: A blog section with informative articles and news updates on the job market and industry trends to keep the user engaged.
- Social Media Links: Links to your staffing agency's social media accounts, including LinkedIn, Twitter, and Facebook etc. Pushing live feeds through to your website is also a great option.
- Contact Information: Clear and visible contact information, including email, phone number so visitors can reach out with questions or inquiries.
- Keep Your Website Up-to-Date: It is important to keep your recruitment website up-to-date with fresh and relevant content. This will improve your search rankings and shows visitors that your recruitment agency is active and a thought leader in the industry. Shazamme's recruitment website platform makes this so easy with cutting edge drag and drop technology!
- Use Video: We are in the people business and video marketing is a powerful way to engage with your audience and improve your search rankings. Creating videos that showcase your company personality, services, highlight your team, and provide valuable insights into the recruitment industry can help to improve your brand awareness and attract more traffic to your website.
How does your recruitment website measure up?
Put your current website through the same checks before committing to a rebuild. You might need a few targeted improvements. You might have outgrown the technology underneath it.
Want to see what a different approach could look like? Explore our customer websites and recruitment website platform, then book a demo. Bring your current website and ATS requirements so we can discuss what would work for your agency.
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