A recruiting agency website serves two audiences who need different help. An employer wants to discuss a vacancy; a candidate wants to understand an opportunity or the agency's process. Mixing those journeys creates confusion and poorly routed messages. The site should make each path obvious, with accurate listings and a clear explanation of what happens after someone sends information to the team.
Find the right route into the conversation Explore current roles or tell us about the position your organization needs to fill. The main action is “Choose your next step”. Supporting sections cover Browse live vacancies, Discuss a hiring need, Candidate registration.
Explore this layout
Give employers a focused starting point
Explain the kinds of roles, sectors, and recruitment arrangements the agency actually supports. Ask employers for the role, location or working arrangement, hiring timeframe, and a brief description of the need. Avoid demanding a fully polished job specification before a conversation can begin. Show how the agency establishes scope and next steps without inventing placement statistics or guaranteeing a hire. The employer should understand whether the inquiry matches the service and whom it will reach.
Keep vacancy pages accurate and specific
Each live role should describe responsibilities, relevant requirements, location or remote arrangement, and the actual application route. Publish compensation information where provided and appropriate, accurately reflecting the employer's stated offer. Distinguish agency-represented roles from general interest registration. Close or clearly mark filled and expired positions. An old vacancy should not keep inviting applications as if the opportunity were current simply because the page still attracts traffic from search.
Explain the candidate journey
Describe how applications are reviewed and when the agency may contact a candidate, using the actual process. Make clear that registering interest does not guarantee an interview or placement. Collect only information appropriate to the stage and provide relevant privacy information through the established application system. A candidate should know whether they are applying for a specific role, joining a general pool, or asking a question, with confirmation wording that repeats the chosen purpose.
Measure the quality of each route
Track employer briefs and candidate applications separately, including incomplete submissions and requests sent to the wrong team. Review searches that return no roles and questions about whether a listing is still open. Publish useful explanations of the agency's recruitment process and role categories rather than generic career promises. If many applicants misunderstand a working arrangement or required experience, improve the listing. The website should help both sides make informed contact without inflating expectations.
Before you launch
- Separate employer and candidate forms
- Close expired vacancies promptly
- Repeat the role in application confirmation
- Label general registration clearly
Should candidates create an account before viewing jobs?
Usually they should be able to read enough about a role to judge relevance first. If an account is needed to apply or manage information, explain its purpose at that stage. Avoid putting basic vacancy details behind registration when that prevents candidates from making an informed decision about sharing their information.