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10 Things Every Recruitment Website Needs

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It could be argued that a professional looking recruitment website is like a newly renovated office. Get it right, and you’ll be eager to invite candidates and clients. Get it wrong, and you’ll turn prospects away.

But, here’s the predicament: you are a recruiter and not a web designer or marketer. Don’t worry. There’s one basic principle that you need to follow. The ideal recruitment site should provide candidates with the right tools to make the process of finding and applying for jobs fast and easy. How do you achieve that? Here are ten tips to help you.

1. A Clear Path for Candidates to Take

Candidates nowadays are extremely busy. If they can’t find what they need and as fast as possible, they will hit the back button without any remorse. When you set up your recruitment site’s navigation, put your candidate’s needs at the center of it. Make sure you provide a smooth transition from on page to another and put information in front of your candidates instead of making them guess where they could find it.

2. List Your Current Jobs

The job list is the backbone of every recruitment site. Candidates will visit your website to look and apply for jobs. If they can’t find any quickly, they’ll give up. To make it easier for candidates to find the jobs they are interested in, include a search function. Also, give them the possibility to get email alerts for relevant jobs.

3. Case Studies

Persuasion is hard. But if you are ever going to convert, you need to convince both clients and candidates that you have what they want. According to a study published in Communication Research, statistical evidence was found to be more persuasive than story evidence. How can you use that to your advantage? Use internal data to create case studies showing candidate career progression. Backing your website with data can make your offering more powerful and persuasive.

4. A Blog

Not too long ago, the best recruitment websites managed to bring in clients and candidates with minimal content. That’s no longer the case. In a world where content is king, you need to make sure that your recruitment website provides relevant and useful information that adds value to your prospect’s lives. And, the more of it, the better. Studies have shown that long-form content performs better with SEO, meaning that search engines push websites with rich content to the top of search results.

5. White Papers

Would you do business with someone you don’t trust? Of course, not! That is why you need to establish your recruitment site as a legitimate company, delivering on the promises made to its clients and candidates. White papers are a great tool that can help you position yourself as a thought leader in your niche.

6. Social Media Integration

By now, you should be well aware of the power of social media regarding traffic and exposure. With nearly 1.80 billion users on Facebook alone, it would be a shame not to take advantage of this audience. Include links to your social media platforms on your website and make sure that jobs posted will be fed out to Twitter, Facebook, LinkedIn, and so on.

7. Make CV Submission Easy

Your candidates have found the ideal job, but they don’t have all day to complete an application that asks them everything from their mother’s maiden name to their first born child. A quick and easy application process will ensure that candidates will return to your site when they are looking for a new job.

8. The Thing That Makes You Unique

Most recruitment sites fail because they try to be the best in every possible way. While that’s an admirable goal, realistically speaking, it’s impossible to achieve. You don’t have to be the best in every way, but you need to be the best option for the candidates who value a certain aspect. That is why it’s important to highlight how your offerings can address best your candidate’s pains and gains.

9. Photos of Your Team

In this day and edge, when we are more connected than ever before, people put a lot of value on authentic communication. By including photos of your team on your website, you give your company a face. Candidates will start feeling like they are talking with real humans and not with brands that see them as dollar signs. Not to mention, having photos of your team helps you become familiar and gain candidate’s trust.

10A Method to Collect Candidates Details

How do you engage passive candidates? How do you persuade them to subscribe to your newsletter? Quality content could be a great option, but there’s a more scientific approach: Fitt’s law. According to this law, the relation between the size of your target area (call to action button) and the distance to the target is defined by the time you need to move your mouse to the target destination. Simply put, if you want to increase conversions, you need to make your call to action buttons larger and place them closer to the starting mouse location.

Hopefully, by now you’re feeling closer to a recruitment site that converts like crazy. Check this tool here to ensure your site is working properly, and you are not overwhelming candidates with too many choices.