Recruitment Agency Websites With Two Audiences
Every recruitment business sells in two directions at once. Candidates want to find a role, apply quickly and feel their CV has gone to a real person. Employers want proof that you understand their sector and can fill vacancies with people who stay. Recruitment agency websites that only speak to one side leave money on the table, so we plan the structure around both journeys from day one.
For candidates, the job board is the heart of the site. Vacancies need filters for location, sector, salary and contract type, with clean job pages that work on a phone and an application form that accepts a CV in a couple of taps. Marking up each vacancy with structured data gives it a chance to appear in Google's job listings, which can bring candidates you would not otherwise reach.
For clients, the site needs sector pages that show you know the market, a clear explanation of your permanent, temporary and contract services, and an easy way to register a vacancy. Kent agencies often recruit for roles across the county and into London, so it helps to say exactly which areas and industries you cover. Specialists should lean into that niche rather than trying to look like a generalist.
Feeds, Data And Getting Found
Many agencies manage vacancies in a recruitment CRM. Where that system offers a job feed, we can pull roles onto your site automatically, so consultants post once. If not, adding jobs directly in WordPress is quick. Our custom website builds are designed around the tools you already use. CVs contain personal data, so our guide to GDPR and cookies for small business websites is worth a read.
Organic search brings a steady stream of candidates for roles like warehouse jobs in Dartford or accounts assistant jobs in Canterbury. Our SEO for recruitment agencies targets those searches with location and sector pages. LinkedIn matters for reaching both candidates and hiring managers, and our social media management can keep your company page busy with live roles. Agencies placing finance staff may also like our accountancy website page.
A candidate who has to create an account before applying for one job will often close the tab and apply somewhere else.
Recruitment Marketing Beyond The Job Board
Most agencies market hard to candidates and forget that the tougher sale is to employers. Hiring managers rarely search for a vacancy, but they do search for a temp agency in their town or a specialist in their field. Local and national SEO for recruiters can cover both: local pages for the towns where you supply staff, and national pages if your niche, such as engineering or care, has you placing people across the country. Packages start from £125 a month, with custom SEO from £300 a month for agencies working in several sectors.
Paid search has a sharper use in recruitment than many expect. When a client needs twenty pickers for a peak season contract, pay per click management can put that campaign in front of local job seekers while the need is live, then stop once the roles are filled. Behind the scenes, a job board holding CVs needs careful upkeep. Website maintenance for recruitment sites keeps forms, plugins and security patched, and secure premium hosting protects the personal data candidates trust you with.
How Each Service Helps An Agency
- Local & National SEO: Location and specialism pages that help employers find you when they search for staffing help, not just jobs.
- Pay Per Click Management: Short campaigns for urgent or volume hiring that you switch on for a contract and off when it ends.
- Social Media Management: Posts that show your consultants, sectors and process, so employers see expertise rather than another list of vacancies.
- Website Maintenance: Regular updates and checks on application forms and CV uploads, so no candidate's details go missing.
- Premium Website Hosting: Secure, monitored hosting for a site that stores personal data and carries hundreds of vacancy pages.
Frequently Asked Questions
These are the questions agency owners tend to ask when planning a new recruitment website.
Can vacancies come straight from our recruitment CRM?
Often, yes. Many recruitment CRMs publish a job feed that we can import on a schedule, so new roles appear on your site and filled ones disappear without anyone copying and pasting. We will check what your system offers and explain the options before we build anything.
How do we stop the job board filling up with expired roles?
Each vacancy can have a closing date, after which it drops off the board automatically. If jobs come from a feed, removals happen when the role is closed in your CRM. This keeps the board accurate and avoids frustrating candidates who apply for positions already filled.
Can candidates sign up for job alerts?
Yes. Candidates can register for email alerts matched to a sector or location, so they hear about new roles without checking the site every day. This builds a database of interested people over time, as long as you collect and store their details in line with data protection rules.
Should we have separate pages for each sector we recruit in?
If you recruit in more than one sector, yes. A dedicated page for each, such as industrial, office support or care, lets you speak to employers and candidates in that field directly. These pages also give you a better chance of ranking for sector searches.
