1: You don’t need a dedicated recruitment website vendor if you don’t need jobs on your website.

2: If you do need jobs on your website, and you choose a vendor who does not automatically deliver your jobs to Google for Jobs, you wasted your money having a jobs section.

3: If you do have jobs, identify the recruiter who is working the job; candidates trust these more.

4: If you can identify your client in the job and make a fuss about their jobs and highly feature them, do. Candidates love that, and co-branding is a credibility point that will send your brand stratospheric.

5: Write job adverts based on how you sell them over the phone or face to face. For more on how to write a job advert, not a job spec, speak to Mitch Sullivan, or look at https://www.copywritingforrecruiters.com.

Got any questions or need any more advice on how your recruitment website can help? 

Then connect with me here: https://www.linkedin.com/in/recruitmentwebsitedesign/

Darren Revell

Director

Please note I am Dyslexic, and in my form, I am blind to grammar, and sometimes I get my fors and fours, etc. backwards.  I am not stupid – in fact, my IQ and EQ are both quite high.  Please keep that in mind when you read my posts.  Thanks.