Platform features

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 dual 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

• Works on all devices: computer, laptop, tablet, mobile and even your watch
• Mobile-first with dedicated mobile design option
• Dedicated tablet design option
• Dedicated TV design option
• Our planned maintenance program keeps this compatibility current when browser updates take place
• These are all standard for all our websites

Need more?

• If you have a specific device feature requirement which we have not covered, we will estimate and make it for you on approval

GDPR is no joke, with ever-increasing cybersecurity attacks aimed at the small business (the last global report suggested 77% of all cyber-attacks were on SMEs).

RecruiterWEB has, we believe, the most robust approach to cyber-crime and GDPR by not storing personal data on the website – the theory being that if there is no data to steal or go out of date, then your site will not be as much of a target.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

• Software is created on a ‘privacy by design’ principle
• No candidate data stored, so cannot become out of date
• Self-deleting job alert data
• GDPR-trained staff
• Our founder took advice direct from the ICO to ensure we are GDPR-ready
• Servers hosted in Germany, which has a higher-grade GDPR than the UK
• GDPR – Subject Access Request
• GDPR – Data deletion request
• These are all standard for all our websites

Need more?

• If you have a GDPR feature requirement we have not covered, we will estimate and make it for you on approval

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 Jobs search tools.

But just ticking that box is not enough. We teach our clients how to avoid content mistakes that 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

• We send your job data direct to the Google for Jobs API
• We optimise each project to get the best for your company’s results
• We offer further optimisation to push your jobs to the top of Google for Jobs
• These are all standard for all our websites

Need more?

• We can build your site’s authority to help your job content rank higher with other SEO services
• If you have a Google for Jobs feature requirement we have not covered, we will estimate and make it for you on approval

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

• Video can be used for the main site design
• Video can be used on subpage designs
• Video can be integrated into a page or feature
• Video can simply be dropped into page content
• Video explainers for your jobs
• Video explainers for your candidate champion profiles
• Video explainers for your staff member pages
• Video explainers for your Work for Us page
• Video explainers for your blogs
• Video explainers for your knowledge hub
• Video explainers for your corporate story/message
• These are all standard for all our websites

Need more?

• Optional outsourced video production services
• If you have a video feature requirement we have not covered, we will estimate and make it for you on approval

Our aim has always been to give our clients maximum control over their websites going forward, and so 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

• Manage all text (add/edit/delete, etc.)
• Manage all images (add/edit/delete, etc.)
• Manage all videos (add/edit/delete, etc.)
• Manage all pages (add/edit/delete, etc.)
• Manage all forms (add/edit/delete, etc.)
• Manage job search logic (add/edit/delete, etc.)
• Manage salary survey logic (add/edit/delete, etc.)
• Manage general survey logic (add/edit/delete, etc.)
• Manage Candidate Champion mode logic (add/edit/delete, etc.)
• Manage Client Campaign mode (add/edit/delete, etc.)
• Manage site communications tools (add/edit/delete, etc.)
• Manage all users (add/edit/delete, etc.)
• Free connection to Broadbean/Idibu/Logic Mellon/Jobmate/Wave
• Connect your site to Bullhorn, Jobadder, Vincere, etc.
• All features of the CMS supported by training videos
• All bespoke features to your site will have a bespoke training video
• Unlimited users/user management
• User rights management to create different kinds of users
• Full SEO On-Page Management Tools
• Full tracking of the website in conjunction with Google tools
• All users are fully trained to work the admin tools
• Video tutorials support all features of the CMS admin
• Any bespoke features to your site admin will be covered in a bespoke video/training for your project
• These are all standard for all our websites

Need more?

• Optional fully outsourced CMS support, whereby we manage the CMS for you
• If you have a CMS management feature requirement we have not covered, we will estimate and make it for you on approval

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 job seekers.

Today we have AI to help with SEO, and with Google stating that 30% of all searches daily are 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

• Jobs delivered to Google for Jobs API as standard
• Jobs pages optimised for Longtail SEO
• Manual job posting option
• Automated job posting via XML
• Automated job posting via Broadbean/Idibu/Logic Mellon/Jobmate/Wave
• Mark/sort jobs by niche
• Mark/sort jobs by recruiter
• Mark/sort jobs by office/branch
• Mark/sort jobs by job type
• Standard jobs
• Featured jobs
• Jobs can carry your sector logos/icons
• Work for Us jobs feature
• Jobs can carry client logos
• Jobs can carry recruiters’ profile
• ‘More jobs by this recruiter’ option
• More jobs like this linked to any logic (sector/location/etc.)
• Job applications can be direct to the recruiter
• Job applications can be sent direct to your ATS (vendor permitting)
• Job applications can be sent to Broadbean/Idibu/Logic Mellon/Jobmate/Wave
• Filtering questions for the application process
• Carry video files for jobs by feature type
• All job posting settings can be controlled by the user in website admin
• These are all standard for all our websites

Need more?

• Jobs by employer microsite
• If you have a job posting feature requirement we have not covered, we will estimate and make it for you on approval

A job search sits at the heart of your success in getting applications from your site visitors. At RecruiterWEB, we have provided the most flexible set of job 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

• The job search can be tuned to our client’s exact needs
• Standard job search logic
• Tiered or multilayer job search logic
• Auto-suggest job search logic
• Job search linked to postcode radius
• A job can be searched with any kind of filtering, e.g. recruitment niche, country, recruiter, job type, etc.
• Our job search logic ensures job seekers will never get nil results, while retaining an exact match to their needs
• ‘Can’t find the job you want?’ call to action, to convert job seekers if they do not apply for a job
• Job alert option on all searches, search results pages and job pages to encourage return visits to your job content
• Full reporting of all activity on your jobs (see reports section)
• All aspects of the job search can be tuned/edited in the site admin tools by the client, no developer required
• These are all standard for all our websites

Need more?

• If you have a job search requirement we have not covered, we will estimate and make it for you on approval

There is no point having a job search and killer vacancy pages if the user cannot apply for your jobs and the process is not slick and smooth. RecruiterWEB has led the way in 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

• Make job applications without an account
• Send your CV to the recruitment company
• Send your CV to an individual recruiter
• Send a CV/Availability update
• Send job applications to Broadbean/Ididu/Logic Mellon/Jobmate/Wave
• Send job applications to your ATS (Bullhorn/Vincere type products, etc.)
• Send CV submission to Broadbean/Ididu/Logic Mellon/Jobmate/Wave
• Send CV submissions to your ATS (Bullhorn type products, etc.)
• These are all standard for all our websites

Need more?

• Some ATS vendors may require some additional bespoke tasks to be completed
• If you have an application or upload feature requirement we have not covered, we will estimate and make it for you on approval

A great deal is written about the candidate journey with a recruiter and 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 job seekers’ page to learn more about what those surveys produce as results.

The good-to-know pitch about Candidate features

• Submit CV
• Create a CV
• Search for jobs
• Apply for jobs
• Set job alerts
• Save jobs
• Share jobs
• Tell you the job they want
• Message your recruiters direct
• Refer a friend
• Complete a timesheet
• Complete a starter form
• Complete a getting paid form
• Alert you to their availability
• GDPR – Subject Access Request
• GDPR – Data deletion request
• Provide a testimonial
• Get instant and subscribed salary advice
• Get instant and subscribed knowledge hub advice
• All forms relating to these features described above can be controlled in the website admin
• These are all standard for all our websites

Need more?

• Option to submit a profile to be published in our Candidate Champion feature
• If you have a candidate feature requirement we have not covered, we will estimate and make it for you on approval

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

• Dedicated designed pages to promote your team members
• Allocate team members to any pages, such as their jobs, blogs, knowledge hub, etc.
• Organise team pages by hierarchy board/management/admin, etc.
• Organise team pages by recruitment specialisms, etc.
• Team feature/people can be embedded into other page designs to bring further credibility or to encourage conversions from your site’s other pages
• Team member search feature with advanced filtering logic to highlight your team members by layers of experience/niche covered is entirely possible
• Provide team member contact info
• Set up job alerts for jobs by each team member
• These are all standard for all our websites

Need more?

• Link team members’ pages up to services like Skype, etc.
• If you have a team feature requirement we have not covered, we will estimate and make it for you on approval

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 feature

• You can publish to a central testimonial area with a specific landing page and then an individual post per testimonial, which is better for SEO
• You can release candidate-only testimonials
• You can publish client-only testimonials
• You can publish your staff testimonials for what it is like to work with you
• Clients and candidates can submit testimonials on the site for your approval to publish
• Testimonial features/posts can be embedded into other page designs to bring further gravitas to your site’s other pages
• Testimonials can be organised with any kind of filtering, e.g., recruitment niche, country, employer, etc.
• Testimonials can carry images and logos or be plain text
• Video testimonials can be supported
• These are all standard for all our websites

Need more?

• If you have a testimonial feature requirement we have not covered, we will estimate and make it for you on approval

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 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 Case Studies feature

• You can publish to a central case studies area with a specific landing page and then an individual post per case study, which is better for SEO
• You can publish candidate-only case studies
• You can publish client-only case studies
• You can post case studies about your staff’s progression, etc.
• Clients can submit case studies on the site for your approval to publish
• Case studies feature/posts can be embedded into other page designs to bring further gravitas to your site’s other pages
• Case studies can be organised with any kind of filtering, e.g. recruitment niche, country, employer, etc.
• Optional outsourced case study writing
• These are all standard for all our websites

Need more?

• If you have a case studies feature requirement we have not covered, we will estimate and make it for you on approval

The Work for Us features from RecruiterWEB can make your internal jobs fly, with the added advantage that they will be submitted to Google for Jobs.

The good-to-know pitch about the Work for Us features

• Separate job feature for your own jobs
• ‘Tell your story’ features
• Employee profiles
• Job alert for employment with you
• ‘Pitch your skills to us’ feature
• Job posts sent to Google for Jobs as standard
• These features are all standard for all clients

Need more?

• Branded microsite career site option
• Specific job application/screening process
• We can provide an optional video production and supply service
• If you have a Work for Us feature requirement we have not covered, we will estimate and make it for you on approval

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 search terms that make up a big slice of that 30%: terms that are employment-related, but 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

• Search feature for your blogs
• Tag and view blogs by their tag
• Run a full blog
• Blog by niche
• Blog by recruiter
• Blog by any filter you wish to create
• Blogs archive by month/year
• Users can set blog alerts
• These features are all standard for all clients

Need more?

• Optional blog writing and distribution service
• If you have a blog feature requirement we have not covered, we will estimate and make it for you on approval

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, this 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

• You can provide public content to help your candidates and clients
• You can provide content behind a gated login for your candidates and clients
• Search feature for any filter you wish to create
• Tag and view knowledge pieces by their tag
• Users can set Knowledge Hub post alerts
• These features are all standard for all clients

Need more?

• Optional Knowledge Hub content writing service
• If you have a Knowledge Hub requirement we have not covered, we will estimate and make it for you on approval

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 searched-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 features

• Instant salary checks for candidates
• Instant ‘what to pay’ check for clients
• Salary survey email alert for candidates
• Salary survey email alert for candidates
• These features are all standard for all clients

Need more?

• If you need salary data, we can provide that service
• If you need surveys made into presentations, we can ensure that for you
• If you have a Salary Survey requirement we have not covered, we will estimate and prepare it for you on approval

Candidate Champion

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 to 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 that those who search for candidates online will see your data in search results and thus bring you new client opportunities. Maybe even your next big account.

The good-to-know pitch about our Candidate Champion features

• Search feature for candidates you have to hire
• Individual profiles for candidates you wish to promote (anonymity protected)
• Request more info on the candidate
• Request to interview a candidate from their profile
• Employers can set candidate alerts for job seekers they wish to hire
• Subject to your ATS, this feature can be auto-populated by your ATS data
• These features are all standard for all clients

• If you have a requirement we have not covered, we will estimate and make it for you on approval

Client Campaign Mode

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

• Branded microsites for promotion of an employer
• The site carries branded jobs
• The site has pages/features to tell the client’s story fully
• Recruiters can be promoted who manage this employer’s account
• Jobseeker traffic can go directly to the recruiter, direct to the employer, or both
• These features are all standard for all clients

• If you have a requirement we have not covered, we will estimate and make it for you on approval

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

• The number of visitors to the site by date range
• The number of visitors per page by date range
• When people visited by date and time, etc.
• Which device was used to visit?
• Which browser type was used?
• Which source did they come from — Google SERPS, AdWords, Google for Jobs, etc.?
• Which keywords were used to find your site?
• How many pages the visitor looked at
• How many registrations have been made by date range, etc.
• Job application stats for jobs by date, recruiter, and location sectors, etc.
• If they set a job alert and which kind
• If visitors have signed up for your salary survey
• If they have signed up for your generic surveys
• If your blogs have been read, followed, and commented on
• What your return visitors traffic looks like
• What your drop-off rate is by page
• Which pages are the most popular?
• Which pages are least used?
• A metadata compliance check
• The number of indexed pages on your site
• The number of inbound links to your site
• The number of outbound links from your site
• The site’s bounce rate
• Which countries are visitors from?
• What the top referring sites are
• These reports are standard for all clients

Need more?

• There are more reports, but you get the general picture: you will know the who, what, when, where, why and how of the traffic to and user habits on your website
• If you have a requirement we have not covered, we will estimate and make it for you on approval

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 many 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

• Live jobs submitted to Google for Jobs
• Archived job data converted to useful pages which retain their Long Tail rankings
• URL management
• Page title management
• Metadata management
• Alt text management of images
• Alt text management of links
• Structured Data/Embedded Recruitment Micro Data
• Automated XML sitemap
• Connection/reports integration to Google Analytics
• Connection/reports integration to Google Sales Console
• These features are all standard for all clients

Need more?

• AI tools to create landing pages to generate job seeker traffic
• If you have a requirement we have not covered, we will estimate and make it for you on approval
• Optional service to help with On-Page SEO
• Optional service to help with Off-Page SEO

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 that 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

• Paiger
• Broadbean
• ContentAPP
• Idibu
• Logic Mellon
• Jobg8
• Jobmate
• Wave
• XML feed for Indeed to call job data from
• XML feed for jobisjob to call job data from
• XML feed for Workhound to call job data from
• XML feed for Simply Hired to call job data from
• XML feed for Career Builder to call job data from
• XML feed for jobg8 to call job data from
• Any software can post job content using our open XML transfer
• These features are all standard for all clients

Need more?

• XML feeds and/or other integrations will be made upon request
• If you have a requirement we have not covered, we will estimate and make it for you on approval

Integration of websites 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 potentially going to be 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

• Bullhorn: full integration partner
• Firefish: full integration partner
• Jobadder: On application
• Vincere: full integration partner
• All other vendors: Any software can post job content using our open XML transfer
• These features are all standard for all clients

Need more?

• If you have a requirement we have not covered, we will estimate and make it for you on approval
• Optional full integration with any vendor will be provided for any client upon request

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 confirmation email they have applied for a job, etc.

The information is fully secure, and all email transactions are deleted from our servers upon receipt of 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

• All transactions have a dedicated email
• Automated job alert emails
• Automated salary survey alert emails
• All mail systems are encrypted
• Mails are handed over to your systems for further control and security
• RecruiterWEB stores no mail data
• Only GDPR-trained and qualified staff have access to the code/mail systems we use to send mail
• These features are all standard for all clients

Need more?

• If you have a requirement we have not covered, we will estimate and make it for you on approval
• Optional collection of email addresses, etc. to integrate with services like Mailchimp

Service uptime

This is where RecruiterWEB scores a world champion track record. The RecruiterWEB platform service uptime, measured from 2004 to date, is 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 clients’ 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 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 requests 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 these 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, due to 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. Cybercriminals target SMEs 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 do 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 and CV registrations to your preferred secure source, be it your email, job posting vendor and/or ATS/CRM provider.

We chose this option on the principle that having no data to steal or blackmail you with is best practice.  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 offers. Why? Glad you asked.

The reason is that simple software like WordPress, Joomla, Drupal, Umbraco and Unspecified PHP is inherently security flawed: 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, such as your job search or your ‘contact us’ page.

So where is the problem in having plugin tech? The problem is that the plugin vendors do not work with each other, and so their code is not synced, 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, quite 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? 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 not so widely exposed.

Other tools or items you may wish to consider could be as follows:

1: Chatbots – paid option

2: Onsite live messaging – paid option

3: Copywriting – paid option

4: Additional languages for the site – paid option

5: Ongoing Technical SEO updates – paid option (pay as you go or a recurring plan)

6: Ongoing Design updates – paid option (pay as you go or a recurring plan)

7: Connection to Google Analytics (we provide this free of charge)

8: Connection to Google Search Console (we provide this free of charge)

9: Connection to Google For jobs (we provide this free of charge)

For information on any of these options, please speak to our sales department.