Recruitment and staffing agencies
Web Design for Recruitment Agencies
Web design for recruitment agencies has to serve two audiences with opposite needs. Candidates want to find relevant jobs and apply in minutes. Employers want evidence that you understand their sector and can fill roles. This guide covers job listings that appear in Google's job search, candidate-friendly applications, handling CVs under UK GDPR and the pages that win client business.
Listings that appear in Google's job search
Google can show job listings directly in search results when they're marked up with JobPosting structured data: title, description, location, salary, employment type and closing date. Listings need to be current; remove or update expired jobs promptly, as Google may stop showing listings from sites with many expired roles.
Applications candidates finish
Many candidates apply on their phones. Let them search by location, sector and salary, then apply with a CV upload and a few fields. Account creation can come later. Confirm the application and tell candidates what happens next.
Handling candidate data
CVs contain personal data, and sometimes sensitive information. Your privacy notice should explain what you collect, why, who you share it with and how long you keep it. Make it easy for candidates to ask for their data to be updated or deleted.
Winning employer clients
Employers want to see that you know their market. Create pages for the sectors you specialise in, with the roles you fill, current market insights and placement case studies. A simple "submit a vacancy" form makes it easy for new clients to start.
Recruitment website checklist
- JobPosting structured data on every listing
- Expired jobs removed or marked promptly
- Mobile application with CV upload
- Privacy notice covering candidate data and retention
- Sector pages with placement case studies
- Vacancy submission form for employers
Good to know
Your questions, answered.
How do I get my jobs into Google's job search?+
Add JobPosting structured data to each listing with the required fields, keep listings current and follow Google's guidelines.
Should candidates have to register before applying?+
Usually not. Requiring an account before applying loses many candidates. Let them apply first and create an account afterwards if needed.
How long can we keep candidate CVs?+
UK GDPR doesn't set a fixed period, but you must not keep data longer than necessary. Set a retention period, explain it in your privacy notice and stick to it.
Related guides
Sources
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