Pros & cons of putting jobs on your recruitment website design



1. With services like Google for Jobs now live, you have the best chance you have ever had to get your jobs in front of job seekers on a low-budget basis if the medium works for your niche.

2. If you use ‘Jobseeker SEO’ in the correct way, then you will gain unique job seekers for your roles and potentially get to the talent quicker. Subject to your recruitment niche’s job seeker habits.

3. If you correctly use ‘Google AdWords’, then you will gain unique job seekers for your roles and potentially get to the talent quicker. Subject to your recruitment niche’s job seeker habits.

4. Jobs on your website is where services like Indeed are best aggregated from to bring users of the Indeed platform directly to your website.

5. Job seeker alerts connected to jobs on your website are proven to bring back job seekers to your website.

6. Your website can offer simple routes for people to apply (see LinkedIn easy apply).

7. Evidence of actual jobs brings credibility that you are a recruiter of your chosen niche.

8. Job content brings authority to your website search engines may consider for other searches that may bring you relevant and valuable traffic.




1. Job content can bring volumes of unqualified job seekers.

2. Job alert features available for your jobs can bring repeat applications from unqualified job seekers.

3. Poorly written jobs can harm your ability to attract the right job seeker.

4. Tools can be used to spot which employers your jobs are with.

5. Needing to post jobs on your website raises the costs and/or the technical complexity of your website over what you might otherwise need.

6. Headhunting your staff may become easier.

7. Website technology is a higher cost, or more complex, just because it has the job-posting function.



Our Top Tips


#1 Do not worry about the volume of jobs you may have to post. Job seekers want quality more than quantity.


#2 Try to write quality job posts for your website.


#3 Test your niche to see if being on services like Google for Jobs, indeed, etc. is worth your while. Don’t just assume. (See our guide to Google for Jobs here).


#4 Have your recruiter’s info on your jobs; personal branding is the way forward. Plus it makes it easier for the job seeker to reach the person who will place them.


#5 If you use a job posting service to send jobs to your website then use their application stats packages; they are a valuable resource.


#6 Don’t write job ads and then just re-copy them. Make the jobs relevant and unique.



Our Top Tips for marketing your jobs, if you have them on your website


#1 Using SEO


In 2018, stats have emerged from Google that 30% of search engine use is employment-related. Which is quite some traffic?


People who make these searches, as you know, enter the words (keywords to an SEO) they want into Google, and hey presto, they expect results to match.


Google at the same time tells us that 50% of searches are made using 1-3 keywords, for example, “sales jobs”, “sales jobs London”, “telesales jobs Liverpool”. But the other 50% is made up of keyword searches that use 4-9 words, for example, “security cleared contract SAP MM jobs”.


Trying to get to the top of SEO rankings for 1-3 keywords searches for the obvious job-seeking needs is quite tough and is always overkill for what the typical recruiter would want in their niche. I mean, you have to be a massive national accountancy recruiter to deal with the volumes of applicants you may get for “accounting jobs”.


Whereas if you are an SAP recruiter and you have “security cleared contract SAP MM jobs” in say Cardiff (sounds like the MOD to those in the know), then ranking for that terms would be more natural and easier to achieve. In fact, in emerging niches, being the first to offer pages with these keyword combinations can be enough.


In the more established niches, then a bit of consistency around jobs in these keywords forms often does the trick, and then if you top up with who, what, when, where, why and how information stories, articles, case studies, and testimonials around the rest of your site, you could power your way to the top of the rankings for the terms that win you exact-match candidates.


#2 Using Google Adwords


Our top tip here would be to use it. So many people are put off by what it may cost and who might already be there using it, and this is why those who are there now clean up.


Adwords gives you instant rankings and can be done on a fixed campaign price basis.


#3 Pay-per-click job sites/aggregators


Again underused by many recruiters, the pay-per-click model works on so many levels for some niches, so check it out.



Darren Revell
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.
My recruitment dinosaur