According to G2, 94% of recruiters and hiring professionals say that using a recruitment website has positively impacted their hiring process.
Over time, there has been a tremendous change in both recruitment and selection. The nature of recruitment will continue to change as websites become more user-friendly and technology advances, better serving job searchers and companies.
Recruiters are working hard to attract the best candidates to their organisation in this era where the battle for top talent is at an all-time high.
They frequently use recruitment websites and recruiting software to accomplish this. However, recruitment websites need to check many boxes when it comes to user-friendly website design, attracting visitors, and using SEO to rank highly on Google.
What is a Recruitment Website?
A recruitment website is an online resource that aids companies in locating suitable applicants that fit a particular profile’s specifications. Depending on their location, job kind, and other pertinent factors, these portals also assist individuals in finding a position that meets their needs.
In other words, websites that facilitate communication between recruiters and candidates at the initial stage are called recruitment websites.
The entire hiring and recruitment process is managed by an applicant tracking system.
All hiring-related activities, from online job posting to job offer, are tracked by an applicant tracking system (ATS).
In order to streamline the hiring process, recruitment websites and ATS work together.
A well-designed recruitment website is created to make this communication process simpler and more efficient.
How to Start a Recruitment Website from Scratch?
Recruiters and job seekers can find what they’re looking for on a well-designed recruitment website. These websites allow applicants to submit their online job applications and look for appropriate job profiles.
The recruitment website should seem professional and reflect the organisation’s recruitment strategy to make a solid first impression.
The website’s specialties should be represented through well-designed icons and other features. If your recruitment website is not visually appealing, you risk losing a candidate because users don’t stay on it for very long to browse it.
Here are the steps to starting a solid recruitment website:
1. Maintain a Simple, Clean, and Straightforward Approach
Your website’s appearance dramatically influences how well it draws in and keeps employers and job searchers. Visitors leave immediately if it appears outdated, crowded, or clumsy.
You must project an air of authority and reliability if you want visitors to stick around your website. Such a website takes a lot of preparation, research, and execution; therefore, it’s not a simple task.
Millennials and Gen Z should be considered while designing your recruitment website. Gen Z and millennials already made 50% of the world’s employment in 2020. They’ll make up 75% by 2025.
This generation is tech-literate, and many of them are capable of building a functional website on their own. You need to create one that is even better if you want to make an impact.
Users evaluate your website and determine whether or not to stick around in about 50 milliseconds. This automatic response will depend on a number of elements, such as colour, spacing, structure, and font selection.
According to a Google study, users found websites with little visual complexity and high prototypicality to be more appealing.
2. Consider the Psychological Impact of Colour
It’s interesting to note a pattern in the colour schemes when you see them used on the most well-known employment and recruitment websites—for example, Indeed and Reed.
All of them use the colours blue, white, and black, and the majority of them also have a tiny bit of yellow or orange.
It is generally established that colours may significantly affect our perceptions and brains. It is referred to as colour psychology, and while building a website, it shouldn’t be disregarded. Blue is so frequently chosen because it symbolises honesty, dependability, and trust.
Many firms favour blue since it also has positive corporate associations. White, which is seen as clear, secure, and straightforward, is frequently used to complement blue, whereas black is frequently connected to power and authority.
A website that may otherwise be dull and excessively formal gains life and cheer by adding a splash of orange or yellow.
Your recruitment website must serve both businesses and job seekers. Make sure everyone can easily navigate your website and reach the pages they need without becoming lost or frustrated.
If this occurs, they will probably give up and visit a competitor’s website.
In order to eliminate misunderstanding and enable a more streamlined experience, the majority of excellent recruitment websites have two different pages for each group.
Some recruitment websites have two different sections for client portal and candidate base.
4. Make Use of an Advanced Job Search Tool
The most crucial component of every recruitment website is the job search engine. It must be straightforward to use and clearly apparent.
In order to provide the job seeker with the most pertinent positions, it must also be sophisticated enough to filter the hundreds of available positions.
Search options for job seekers should include location, contract type, income, job title, and even the date the job posting was uploaded to the website. You significantly improve someone’s job search experience by enabling them to find what they’re looking for quickly.
5. Provide a Clear CTA and a Hassle-Free Application Process
A candidate has to know what to do after using your tool to help them locate suitable employment. Ensure that your call to action is obvious, and simplify the job application procedure as much as you can.
The majority of job-search websites require users to register or sign in using their email address.
It is advised that recruiters use an email verifier to confirm candidates’ provided email addresses because they may provide inaccurate email addresses.
All necessary data is kept in this account, along with a CV. Once this data is obtained and kept, applying for further jobs in the future is made simple, and applicants are spared the tedious task of having to submit their information again.
Some websites offer a “Apply with LinkedIn” option that smoothly streamlines the entire application process into a simple, one-click procedure.
6. Make Sure You Can Deliver Job Alerts
A key component of recruitment websites is job alerts
In this digital era, candidates are accustomed to getting alerts and real-time feedback at all times. It should be no different for important information relating to their careers.
Consider including an RSS (Really Simple Syndication) feed to give your visitors regular updates on the newest relevant jobs.
Your digital marketing strategy should entail contacting prospects frequently and early in order to engage your site’s users better. These kinds of job alerts are typically indexed by geography or job type.
7. SEO should not be underestimated
The most important factor, SEO, deserves its own discussion. After all, even the best-designed website with the most amazing content will be useless if no one can discover it.
Although it might be challenging to stay current with Google’s numerous algorithmic updates, a website with good SEO is worth the effort.
It guarantees both that the proper traffic arrives at your website and that it is highly rated in the search engine results.
As your search position rises, your chances of being found significantly decrease. Pay close attention to image tags, custom URLs, broken links, keyword-rich job descriptions, and custom page titles.
8. Ensure that Your Website is Mobile-Friendly
86% of applicants search for jobs on their smartphones. Nowadays, having a fantastic website is not enough; it also needs to be mobile-friendly and optimised for browsing on mobile devices.
Remember that a mobile-friendly website differs from a mobile-responsive website. While the former merely scales down the page, the latter adapts font size, graphics, and buttons to meet the device’s screen.
It should also be remembered that Google favours websites that are mobile-friendly and that doing so will boost your SEO ranking.
In Final Words
The best thing about a recruitment website is that you can get data from potential applicants whether they are actively looking for work or not. You can encourage users to provide their contact information by including a CTA on the site.
Similar to any new endeavour, starting a recruitment website is challenging but not impossible. Your recruitment website will flourish over time if it is launched with the appropriate tools.
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