Recruitment Web Design

For staffing and recruiting companies, the website is a critical aspect of marketing. An effective recruiting website must be a magnet for candidates and clients, and be easy to update quickly, as positions open and close. Here are a few more key web design considerations for recruitment firms.

Navigation to Job Openings

The style of navigation will depend on the number of jobs that are typically posted at any given time. Here are some general guidelines for navigation style based on the number of open positions:

3-10 open jobs: put them all on one list
11-25 open jobs: group them into click-able categories
25+ jobs: group them in categories, but also add a search tool

Are the jobs located around the country? If so, consider a click-able map.

The Position Page

Know your audience. The better you understand the potential candidate, the more likely you will be to appeal to them on this page. Don't overwhelm them. You really don't need to tell them everything. Focus on the job aspects and company benefits that are most likely to grab their attention.

Also, make the content simple and approachable. Keep it real, as they say. Even if the open position is in a very corporate environment, don't make the job description sound like it was written by a robot. Every job is meaningful in some way. Focus on this meaning.

Apply Online

Short, simple contact forms are usually best, but for a recruitment website, you likely have a very motivated visitor, seeking employment. When visitors "apply online," make sure to ask for any information that would be important for quickly qualifying or disqualifying the candidate. Also, allow candidates to upload a resume.

When there's a new job applicant, the site should automatically email human resources, as well as the appropriate hiring manager.

Trust

Even more than most industries, trust is critical in recruitment. Web design companies should built sites that quickly build trust through:

Pictures and bios of company leadership
Mission statement that explains why the company was started
Quotes from happy clients and placed candidates (important for temp agencies) OR...
Emphasizing confidentiality by explicitly not revealing any clients or candidate (important for executive search firms)

Integration

It may be necessary to connect the recruiting site to internal candidate management systems. This can avoid double-entry of job postings (put them in the system and they appear in the site) or candidate information (they apply on the site and go right into your database).

Contact Orbit Media to discuss our approach to recruiting and staffing websites >