Recruitment Website Design 103

The key to knowing how to design your recruitment website is to know who your website design is mostly for.  Quite often we hear recruiters say that all websites look the same, and in some markets that is very true and also very much needed.  How so?  Well, some market sectors are client-driven, some market sectors are candidate-driven.  Very few are both client and candidate-driven at the same time.

When you have a candidate-driven market, that means you are wanting to offer candidates the best jobs/contract/temp assignments, and you need that information up front and easy to find.  The last thing you need is for hot candidates to lose interest and move on, which they will do in 6-10 seconds if they do not land on a website that clearly shows them the benefits of being there.

That means providing job searches, latest jobs, and maybe featured jobs on the home page and throughout other page template styles.  Fail to put in these basics and you lose connection with the talent you want to place very quickly.  It is even worse on mobile, because mobile users have less of the time, patience and often connection speed that they need to download highly complex page designs.

That leaves recruiters who are dominated by their clients.  They can have a bit more artistic freedom as well; jobs are not such a priority to display.  Executive search firms, RPO firms, and fixed-fee recruiter services all benefit from similar freedoms as well when it comes to design.

That has been the basis of design until now, so what comes next?

Web promotion of search engine optimisation can also help shape the design of your website, and/or offer you the freedom to pick any design you want for your home page, while still not causing candidates to disconnect.  So how is that done?  Web promotion allows you to pick your pages and to target how they are found by users.  So you can have your homepage tuned to reflect terms a client would search for, while making dedicated landing pages for candidates who are looking for jobs, jobs in a location, jobs in a niche/vertical market, and so on.

These pages can carry their own design and so speak to the people in graphical terms, which suits them the best.

 

Darren Revell
Director