29Jan

You’ve decided to go it alone and start your own recruitment business. Among the many things on your business plan is to have a website built. This opens up a number of questions, such as how much will it cost or will it integrate with social media, or can I manage my candidates through to placement?

Below are 10 tips of what to look for when creating a recruitment website in 2019:

  1. Avoid web designers who will build you a good looking website, but won’t give you specialist functionality. Look for an experienced recruitment web design business instead, who really understands the market and the functionality you need.
  2. Choose a business that has an in-house brand designer that can help with your brand. How your branding looks is something you should be passionate about getting right. It helps to have access to a professional rather than a relying on a developer interpreting what you want.
  3. Functionality should allow you to create job descriptions, and work with styles, images and video in a simple CMS. Additional options of having client sites or micro-sites is useful when you have preferred partners. You should expect that your jobs are posted to Indeed and other free-to-post job boards, as well as posting on your new website, and being visible in Google for Jobs. Integration with social media is to be expected.  
  4. Attracting prospective candidates to your website is only half the journey. A candidate will expect the website to work on any device, the ability to upload a CV quickly, speedy sign-in using their social account. You should expect the candidate portal to be able to capture personal details as well as job experience and skills, but not be too onerous to discourage quick sign-up.  With smartphone use on the up, make sure your website works well on mobiles too. Often candidates will not have a CV to hand so make it easy for them to apply, using Dropbox, iCloud or LinkedIn; or make the CV optional on mobile — you can always get it from them later, but they may not come back if you don’t let them apply when they are ‘in the moment’.
  5. Your website should give your recruiters the functionality to review prospective candidates details & CVs and make contact either by email or social media. The candidate database may need additional fields for recruiters to capture relevant details that will help maintain your talent pool for future reference.
  6. Security should be taken seriously, it’s your reputation at risk. Things to look for include uptime monitoring, virus protection, timely security patches of operating systems & apps, penetration & security testing, use of secure connections, encryption of your database, best practice password storage and authentication.
  7. Look for businesses that offer a dedicated support team as part of your contract. You want them to be there in a month, a year …as long as you need them.
  8. The domain name is yours. Make sure you own the account, by having it registered to you or your business name and having a strong and safe password.
  9. Think about future expansion – the ability to be able to run multiple sites from your website and multiple language sites if required.
  10. Lastly, experience counts for delivery of your website! Avoid those that offer fast solutions in a few days, as you may spend a lot of time solving problems post go-live or even worse have website that doesn’t do what you wanted it to. Look upon time as a friend, it will allow you to think and discuss important decisions. Depending on the size of the solution, expect 4 weeks to 4 months timewise to create your new website!

Get in touch with your aspirations for 2019! Contact Peter Morrow on 0800 199 737 or email peter.morrow@reversedelta.com

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