Since 2004 we have gained a bit of know-how about designing recruitment websites…
Top 5 wants from a recruitment website*
- Easy to find jobs.
- A job search with the right filters.
- A recruiters name and contact info on the job.
- Clear and direct access to who the recruiters are and what they do.
- A website that is made for a mobile experience.
Top wants if you have no jobs on your website that match the job seekers needs
- Boring as it may seem, a live and accurate salary survey or compare my salary tool which gives instant results and/or allows them to subscribe to an alert to update them on trends. Salary advice is consistently in the top 4 things active and passive job seekers look for online.
- Evidence you are candidate champions for top talent. Like a section of your website which promotes key talent you are working with, who are for hire. Through to recruiters who are handing out essential advice for talent in their niche weekly or monthly.
- Active social content that directs users to gain the full info from your website.
- Free tools that may help them with their day to day roles. One client we have gives away free online training for example.
- An active and informative blog for their niche.
Job seekers bounce
Job seekers bounce from your recruitment website job posts which costs you money. We call it a bounce when a job seeker lands on your job, does not apply, does not register for job alerts, does register with your service, or check out more jobs from your recruiter/recruiters for that niche.
Top reasons for the bounce*
- Very thin content about the job, like one or two lines. It shows a lack of interest, Google also hates this.
- The same job adverts repeated, over and over. It looks like spam and you can’t be bothered.
- Responsive design issues for mobile users, making the job hard to read and or apply for.
- Pay/Location issues, mostly due to the ambiguity of information available.
- No clear calls to action on the benefits of registering with you, if you have no jobs now.
*We asked a 100 recruiters to ask 100 candidates what they thought was needed on their websites to suit the needs of those candidates. What the website looks like they care very little about and consider that mostly to be about the ego/personal taste of the recruiter. Unless it is an utterly miserable design, they could really care less.