Unless otherwise stated, the following features come as standard with all our recruitment agency sites. All functions can be turned on or off to suit your specific requirements. One of the questions we get asked most often is what does the admin system look like and is it easy to use, so we dropped this quick video for you here. The rest of the features are listed below.
It is essential that your website is presented in the best way after all first impressions count. But it does not stop there. Specific devices offer particular challenges to website developers and users.
Which is why in 2007 RecruiterWEB invented the first duel site CMS which had a dedicated desktop, tablet and mobile phone design. We indeed were mobile-first, and ten years before Google asked for it.
The good to know pitch about ‘features’ on ALL devices
Optional extras
GDPR is no joke and with ever-increasing cybersecurity attacks aimed at the small business (the last global report suggested 77% of all cyber-attack were with SME’s).
RecruiterWEB has, we believe, the most robust approach to cyber-crime and GDPR by not storing personal data on the website. The theory being if there is no data to steal or go out of date, then your site will not be as much of a target.
The good to know pitch about GDPR compliance
Optional extras
Google For Jobs, in its purest form, is about putting some data on your web pages to a set of given rules for structured data that Google wants. Google wants it this way so it can sort your job data better in the Google for job search tools.
But just ticking that box is not enough. We teach our clients how to avoid content mistakes which will get you penalties and instead of waiting for Google to scrape your jobs, which is not guaranteed, we send the job data direct to the Google For Jobs API. This way, we ensure your data is given the best possible chance of ranking well on Google For Jobs.
The good to know pitch about Google For Jobs features
Optional extras
Video can be used on our site without any speed issues. We optimise your video content to ensure that if you need to change the design for different device types, there is a smooth delivery of video.
The good to know pitch about Video features
Optional extras
Our aim has always been to give our clients maximum control over their websites going forward, and so pretty much other than changing the core website design. Our clients can manage virtually everything the site can do within the site admin tools.
We then train every client how to use these tools one to one and support that training with a comprehensive video tutorial service and unlimited customer support.
Independent experts who have worked with almost all vendors have consistently said our CMS is the easiest to use and gives the most freedom and control to the user.
The good to know pitch about Content Management features
Optional extras
Job posting is key to most recruitment websites, so here we have created a feature set which gives your jobs the best opportunity to be found, and then applied for easily.
Another first for RecruiterWEB was that in 2004, we were the first recruitment website vendor to deliver a site where Google would visit and index every one of your jobs. Resulting in us dominating Long Tail SEO results for jobs seekers.
Today we have AI to help with SEO and with Google stating that 30% of all searched daily being employment-related you will be in safe hands to get your job data in front of the right people at the right time.
The good to know pitch about Job Posting features
Optional extras
A job search sits at the heart of your success to get applications from your site visitors. At RecruiterWEB, we have given the most flexible set of jobs search options to ensure the user journey is matched to your job seekers expectations for your niche.
The good to know pitch about Searching Jobs features
Optional extras
There is no point having a job search and killer vacancy pages if the user can not apply for your jobs and the process to not be slick and smooth. RecruiterWEB had led the way with a candidate user experience since 2004 and with so many years behind us and millions of applications on our platform, we can ensure the best fit for your users.
The good to know pitch about Job Applications & CV Upload features
Optional extras
A great deal is written about the candidate journey with a recruiter/the employment/the job-seeking process. With our candidate features, we have made sure to keep pace with the demands of candidates.
In fact, on every website we build, we ask our client to survey their candidates to ensure their wants and needs are met. Take a look at our ‘what we can do for your jobs seeker page’ to learn more about what those surveys produce as results.
The good to know pitch about Candidate features
Optional extras
Employer engagement with recruiters websites can be a tough one, post validation you exist as a company it can be hard to get customers or potential customers to reengage with your website. Here are a few options we have created to make it worth their while to revist you.
The good to know pitch about our client page features
Optional extras
Whether you are a one-person recruiter who needs to shout about their founder or a larger recruiter with a directorship team/management team/recruitment team/admin team etc. our feature can be layered to meet your exact needs with a custom page design to showcase your talent.
The good to know pitch about team features
Optional extras
You put in the Work, so time to show the rewards for your effort and give a bit of credibility/gravitas to your actions as recruiters with our testimonial feature.
Testimonials not only give credibility to the reader, but they can provide essential credibility and so give ‘Trust Rank’ to your site and increase its ranking potential overall. In the past, we have built search engine rankings for new clients solely on the strength of pages like case studies.
Used correctly, they will gain you a special kind of low volume, high-quality traffic to your site, which is very useful when trying to tick all the boxes for SEO.
The good to know pitch about the Testimonials features
Optional extras
Case studies not only give credibility to the reader, but they can provide essential credibility and so Trust rank to your site and its ranking potential overall. In the past, we have build search engine rankings for new clients solely on the strength of pages like case studies.
Used correctly they will gain you a special kind of low volume high-quality traffic to your site, which is very useful when trying to tick all the boxes for SEO.
The good to know pitch about the Case Studies feature
Optional extras
The Work for us features RecruiterWEB can make your internal jobs fly, with the added advantage they will be submitted to Google for Jobs.
The good to know pitch about the work for us features
Optional extras
A well written, promoted blog, with the right content, is a passive candidate and new business client magnet. As we have written before, Google states that 30% of daily searches are employment-related. With your blog, you get to answer the content needs for your clients and candidates which can clean up when it comes to generating traffic with what we refer to as the WWWWWH content (Who, What, When, Where, Why, How).
Simply put if your blog content answers these questions for your niche/sectors then you are going to rank for the terms that make up a considerable proportion of the 30% of searches in Google say take place that is employment-related, that are not pure job searches.
Used correctly, they will gain you a special kind of low volume high-quality traffic to your site, which is very useful when trying to tick all the boxes for SEO.
The good to know pitch about the Blog features
Optional extras
Content is King or Queen as they say. So, like other features, RecruiterWEB has to promote your credibility as a recruiter in your niche. We also have a Knowledge Hub feature which you can use to promote data to any audience, and/or to a gated audience which is password protected.
Used correctly, they will gain you a special kind of low volume high-quality traffic to your site, which is very useful when trying to tick all the boxes for SEO.
The good to know pitch about the Knowledge Hub features
Optional extras
Salary Survey
Why provide a salary survey, they are old news right? Wrong. If you have read about our other features, you will see a consistent message that Google states 30% of the searches on its platform are employment-related.
Pay advice by job seekers and or what an employer should pay is the 3rd or 4th most search for information next to jobs. Provide that data for your niche, and you are providing essential data to job seekers and employers alike.
Promoting your salary survey is also a subtle way of selling your services or keeping your brand upfront and central. This is especially the case with active and passive job seekers and decision-makers who may have become war wounded by their sales approaches.
The good to know pitch about Salary Survey feature
Optional extras
This feature is a paid optional extra.
Surveys lead to the ability to have quality follow up with your candidate and client base alike. We ran a study for one of our clients using this service called “Confessions of a PA”.
The survey produced a significant insight into what PA’s were thinking about their jobs, employers the future of the role and what direction they wanted to take in the role. The advice proved invaluable to 50 leading heads of HR in the city of London. As a by-product, this produced 85 highly qualified PA’s and Executive PA’s who said they wanted to change jobs and could the recruiter help.
People sometimes struggle to know what to write for a blog. Well, a survey is a great place to generate blog content from the answers and insight your study will provide.
The good to know pitch about Generic Survey feature
Optional extras
This feature is a paid optional extra.
Candidates are clearly the lifeblood of the recruitment industry given you can’t make a fee without one. Many recruiters in many niches across the UK and wider globe choose therefore to market candidates into a client.
Our Candidate Champion Mode assists with the marketing of candidates in multiple ways. Firstly, you have a place to publish and share key parts of the candidate’s skills anonymously. From these pages’ employers can then request to speak to you about them, interview them etc.
Data can be manually created or can be synced with your ATS to pull data that will make the profiles meaningful.
Another upside of these pages is those who search for candidates online will see your data in search results and thus being you new client opportunities. Maybe even your next big account.
The good to know pitch about our Candidate Champion features
This feature is a paid optional extra.
This feature is a paid optional extra.
Our Client Campaign Mode is a tool which will allow you to brand your jobs with employer logos, through to providing your clients with a mini career site.
Why would you want to publish who you are working with? In many circles of recruitment, recruiters are now partnering with their clients online. This used to be the norm in campaign advertising in the press, and now it is fast becoming the norm online.
The advantages you can offer your key employers are vast, not least getting their job content onto Google for Jobs and using your own brand leverage in conjunction with theirs in specialist niches.
The good to know pitch about our Client Campaign Mode
This feature is a paid optional extra.
This feature is a paid optional extra.
Have more than one recruitment company, maybe you operate in more than one niche and want a bespoke feel for your website visitors? Or perhaps you want to have a site to reflect a location, branch or country?
The good to know pitch about our Multi-site offer
This feature is a paid optional extra.
Have a need for a site in more than one language? No problem we have that covered. We can offer you a bespoke language site experience for your website in a couple of ways. From a full site copy in the language of choice to a multi-language site on one CMS, all the way to Google translate integration.
The good to know pitch about our Language sites
Optional extras
The who, what, when, where, why, how knowledge/insight about your website and the use of it.
The good to know pitch about our Reporting tools
Optional extras
RecruiterWEB was the first recruitment website vendor to provide a recruitment website where Google could find each job and index it. Latterly we also invented some AI to auto-build landing pages for job content to match job seeker searches directly.
But don’t be fooled by the snake oil peddled by other recruitment website vendors, SEO is not one thing and may try to confuse their clients and potential buyers by just saying their website has SEO. That is basically a lie, or at best a poorly informed Javelin thrower saying they have the Olympics when asked what sport they compete in.
SEO is arrived at by following 250+ strategies, 11 of which are related to your website and how it is set up. The other 230 are from using Off-Page SEO and Social Media to gain authority and trust for your website.
The good to know pitch about our Search Engine Optimisation tools
Optional extras
In 2004 we made an open API for any vendor with your permission and the right credentials to be able to send you jobs data and for us to be able to supply job applications and/or CV submission back to them. That feature remains today and is free of charge for any vendor and our clients to use. Be aware while we offer this free of charge the job posting vendors will charge you to make a feed from their service to your website, this is out of our control and the cost is not set by or paid to us.
The good to know pitch about our Integration and XML Job Posting features
Optional extras
Integration of website with ATS/CRM is somewhat of a Marmite subject in truth. Just like the condiment, you will either love or hate the results. The love part comes if you are getting the right candidate traffic and it will land in your ATS, and all will be happy.
The hate comes if you are getting the wrong candidate traffic and then your database is going to be potentially flooded with tree surgeons from Brazil, looking for SAP jobs in London paying £1000 per day.
The good to know pitch about our ATS/CRM Integration options
Optional extras
The RecruiterWEB platform will talk to your email system and send emails with relevant and tuneable content for the actions that people take on the website. An example would be a thank you for registering mail, a conformation email they have applied for a job etc.
The information is fully secure, and all email transactions are deleted from our servers upon receipt confirmation from your mail server to ensure no data is stored long term which could be exposed to hackers. More about this is covered in our cybersecurity area.
The good to know pitch about our Email tools
Optional extras
Sharing relevant content to your social channels is useful on many levels, from making your channels content-rich to having your followers come back to your website where they engage with you.
The good to know pitch about our social sharing tools
Optional extras
Service uptime
This is where RecruiterWEB scores a world champion track record. The RecruiterWEB platform service uptime measured from 2004 to date of 99.997%.
To put that in perspective compared to our biggest competitor, we have had less service downtime in 15 years than they have had in the past year.
Core system bugs
Since 2004 we have committed 24000+ person-hours to refine our code. We have not had a core system code bug for over ten years.
To put that into perspective compared to our biggest competitor, we have had fewer bugs to fix in ten years than they have needed to fix in the last 90 days.
Planned maintenance
To keep our client’s sites running, we like to get ahead of the game, so we don’t charge the lowest fee possible and hope nothing goes wrong.
The same as the other critical system software vendors you likely rely upon, we have a planned routine to keep the code in top condition and performing well. To achieve that our clients typically pay £80 to £100 per month. That does not make us the cheapest vendor, but when you realise the professional-grade to which we work to, to keep you safe online, then you will appreciate the value for money we offer.
Unlimited support
Our founder is alerted to every request of every client, and he reviews personally any issue a client has. All staff then have to report when the task is fixed and any future lessons we need to take.
98% of the support request we get are a user error when using the admin tools of the website, almost all of which are due to not watching the videos before making changes.
Clients can ask questions as many times as they want; they will be answered in several ways. The first of which is to use our support ticketing system, which is managed by email. We may then elect to change or fix what the client needed and send a video reminder of what to do, and / or call the client to organise a reminder of how to complete X or Y.
Service Level Agreement
Simple faults we clear daily, system critical flaws we target to clear in under an hour. However, do the robustness of our code and the servers they are run on we have not had one of these critical events for over ten years.
77% of all cybercrime is targeted at the SME business. They target SME’s of all kinds, but rich pickings can be had with any SME who stores lots of personal data. Recruiters are mostly SME in size and store lots of personal data. So, you are at risk depending on which website supplier you use.
The best kind of risk when it comes to cybersecurity is no risk. So, to give our clients the no-risk option we have made our site in such a way that the candidate and clients to not need to register with the site and make a portal page where they are forced to store personal data. Instead, we now have straight through job applications, CV registrations to your preferred secure source be it your email, job posting vendor and/or ATS/CRM, provider.
We took this option on the principal that having no data to steal or ransom you with is best practise. Our competitors prefer to massage their egos with talk of ISO 9000 this and Cyber Essentials that, but the harsh truth is no data is ever truly safe, so why risk keeping it in your website when you are going to use it in your ATS.
There is a secondary benefit to this approach in that you also do not have redundant/duplicate data being stored that will get you into trouble with the ICO and GDPR. No data to go out of date or be stolen means no exposure to GDPR.
There is also a massive benefit to your website’s users in that the process to engage with you is more straightforward slicker and more accessible.
Not all vendors are created cyber equals.
Ok so this is going to read like we are the proverbial Turkey voting for an end to Christmas here, but the best vendor for any recruitment company to choose is a vendor who made their own code for the features their website offer. Why? Glad you asked.
The reason is simple software like WordPress, Joomla, Drupal, Umbraco and Unspecified PHP is inherently security flawed by the nature that vendors of these tools have to go to other vendors they never meet and do not know to get plugins to make the tech work. What is a plugin? A plugin is a piece of code created by a random vendor to perform a task like be your job search, or your contact us page.
So where is the problem in having plugin tech? The problem comes that the plugin vendors do not work with each other and so their code is not synched and nor is the updating of that code to patch security flaws. A typical site will need 10-20 plugins, so potentially 10-20 different suppliers. All software has security flaws, including the core code (WordPress, Joomla, Drupal, Umbraco and Unspecified PHP). Which means your site will get out of date and out of sync, quit quickly with your plugins and with your core operating system. Now ask yourself this question is any other software you use made up of 20 other suppliers? Like is your ATS using 20 different suppliers code, your accounts software? The answer is no and nor should your website be.
WordPress, Joomla, Drupal, Umbraco and Unspecified PHP platforms are the natural hunting ground for hackers, as code being out of sync is the easiest way for a hacker to enter the code and then do their worst. Dedicated vendors do not have the problem of using multiple plugins, so are no so widely exposed.
We have five core design plans our customers can choose from which we have given an outline of here.
Design plan 1:
Allows the user to choose from one of 20 pre-made designs. These designs have been made with universal design appeal for the typical recruitment company operating in any niche/location and of any size. Though because of budget they are often used by the smaller or start up recruiter.
Unlike other vendors in this price range, we do permit changes and movement options to our pre-made design. So, each design template comes with a variety of customer tweaks.
Design plans two through to five then just extend your ability to have a unique or custom-made page for your project. Examples of pages you may choose to have a custom design for on your project are as follows. Please, not this is an example list and not exhaustive of all the pages you can choose to be custom made for your project.
Page types
Included in design plan 2:
– Home page
Potential options in design plan 3:
– Candidate landing page
– Client landing page
– About us page
– Job search page
– Individual job advert page
Potential options in design plan 4:
– Team member landing page
– Individual team member page
– Recruitment sector/niche landing page
– Office/branch landing page
Potential options in design plan 5:
– Testimonial landing page
– Individual testimonial page
– Case study landing page
– Individual case study page
– Events landing page
– Individual event page
– Blog landing page
– Individual blog page
– Knowledge hub landing page
– Individual knowledge hub page
– Salary survey landing page
– Individual salary query results page and subscription options
We could go on, but you get the picture. This list above has been organised into a typical offer, but pages can be swapped from plan to plan. So, if you wanted a custom team member landing page from plan 4 to be exchanged with say the job landing page/individual job post page from plan 3, you can.
Please, please, please note this is just about design, aka look and feel. You get all the features you want, configured the way you want as standard. If in doubt, give us a shout!
Other tools or items you may wish to consider could be as follows:
1: Chat bots – paid option
2: Onsite live messaging – paid option
3: Copy writing – paid option
4: Connection to services like Mailchimp etc (we provided this free of charge)
5: Connection to Google Analystic (we provided this free of charge)
For information on any of these options please speak to our sales department.
Why have a Ninja when you can have a Jedi to trouble shoot your problems. If Starwars was real then the RecruiterWEB would be the Jedi’s of support.
Stephen Turnock