If you’re working in the recruitment industry, we’ll bet you know how important first impressions are. A good candidate will look smart, have a polished CV and will be ready to answer any questions in an interview.
And what about you, as the recruiter? If you meet said candidate, you’ll want the candidate to trust you and your ability to place them in a good role. You’ll speak confidently, assuring the candidate that you have plenty of opportunities.
You’re representing your agency, so it’s vital that you make a good impression. Is that where it ends, then? What about your online impressions?
In such a competitive industry recruitment agencies can often overlook the benefits of a website designed for lead generation and business growth. It can make the difference between winning or losing that lucrative contract.
So with this in
Without further ado, here they are…
1. You Can’t Go Anywhere Without a Roadmap
When your prospective candidates first encounter your agency’s site, you want to give them a clear idea of how the site works and where they should click next. Clean, useful website mapping will boost SEO and improve user experience by quite a wide margin. Given the fact Google prioritises content with good, transparent structure,
How would you approach a website? Where should you go next? Put yourself in the shoes of visitors, and create accordingly. Designers often refer to ‘wireframing’ - this, the act of mocking up a skeleton ‘wireframe’ website which people can test out, has proven helpful for tons of marketers.
2. Say What You Need to Say Immediately
What would you say is the most crucial information that your agency needs to communicate to visitors? We call this your positioning statement. This needs to be up there front and centre. We recommend putting this on your homepage, above the fold so that visitors instantly understand your offering.
In the recruitment industry, this is vital. For example: if your agency specialises in financial recruitment, someone coming onto your site will know to look elsewhere if they don’t work in finance. It sounds a little like stating the obvious, but it happens more than you may think.
3. Make User Navigation as Easy as Possible
Your candidates are on the hunt for a new job, and are possibly looking for something immediately. Make it easy for them with smooth site navigation. Be transparent, and ensure there is no possibility of being misunderstood. Is there clear instruction as to what the user needs to do next? Are your CTAs positioned in the right place, and are they noticeable? Can the user move around the site easily? These are all things you should think about.
4. Ensure Full Security For Your Website
This is vital if your candidates are posting CVs onto your site. With their personal information on your database, it’s the agency’s responsibility and duty of care to safeguard that information, especially considering the introduction of the new General Data Protection Regulation (GDPR). One of the most effective and noticeable methods is to configure your website to use HTTPS rather than HTTP. This ensures that the connection between the visitor and your site is encrypted and, combined with a valid certificate, proves that you are who you say you are.
Further steps you can take involve ensuring the server that hosts the website is kept up to date and is properly configured. Additionally, taking great care how the data is stored and accessed (e.g. Sanitised Inputs) all contribute to a secure and trustworthy website. There are a number of ways you can improve security on your agency’s site. Your best option is to implement some HTTPS methods. What HTTPS will do is guarantee to users that they are in straight, direct communication with the right server and that nobody can intercept or interfere with that connection.
5. Have Your Contact Information Visable
Your candidates need to know how to get in touch, so make sure the contact information is clear to see and isn’t hidden away. For a candidate in the midst of a
6. Have a Frequenly Asked Questions (FAQ) Section
You want to open a dialogue between you and your audience, right? That’s largely what your content is for. What an FAQ does is strengthen that channel of communication by offering help to anyone viewing your agency’s website. With a clear FAQ section, you can receive feedback from customers to continue improving your site with a positive, encouraging channel for communication. Note that a good FAQ won’t bombard visitors with too many questions, consolidating all topics in as few questions as possible. Your agency should also make sure it’s easy to find!
7. Get Involved With Social Media
Social media has a lot to answer for, in terms of job seeking. These days, candidates can find countless jobs on their Twitter feed, and can also use LinkedIn to build networks and create opportunities for themselves. By researching relevant hashtags and reaching out to candidates, you speak to them on their own platform.
Your recruiter talks on the candidate’s terms, in their comfort zone. It’s a fresh channel for recruiters to pursue, and it’s worked incredibly well so far. By integrating your website with social media, you’ll double up on your communication pathways to further open a dialogue between you and your candidates. Social media will also help your agency’s SEO status, and will strengthen your digital footprint in the industry. You can comment on industry developments, be a leading voice and keep your audience engaged.
8. Be Mobile-Friendly!
71% of marketers believe that mobile marketing is core to their business - the remaining 29% will be left way behind. So widespread is mobile use that over 50% of smartphone users pick up their mobile upon waking - we’re exposed to so much content through mobile that it’s where we are most comfortable. The possibilities are endless for mobile marketing, where you can tailor content for a number of different devices.
9. Reliable Hosting
Go for a well-known, trusted and for lack of a better word, mainstream internet provider. It may cost a few more pounds each month, but in the long-run you’ll benefit from consistent, speedy hosting. With 40% of users abandoning a site that takes longer than three seconds to load, ensure that your website’s speed is quick and running as smoothly as possible. Shoddy web hosting can have negative effects on SEO, meaning that you should make this a priority.
10. Meet the Team
Have a little section on your agency’s site dedicated to your team. While this may seem like an added extra or maybe a luxury, given the nature of recruitment you want your candidates to feel comfortable with you and those working at the agency. It adds a personal touch and instils trust in both your candidates, and the agency as a whole. You are people after all! Candidates will appreciate the personal touch, and will likely remember a particular recruiter if they’d already seen their profile on your site.
If you want the best recruitment agency website you can be, these tips will help you on your way. With the principles of Growth-Driven Design (GDD), you can make a great website a reality. GDD relies on a cycle of improvement for your site, working on it in stages to ensure you have a prime sales asset live as soon as possible. This kind of web design works efficiently for a fast-paced industry like recruitment. If you’d like to speak more with Luminate Digital, please get in touch.