Online Recruitment; What's the Point?

There are too many useless and rubbish recruitment websites- we need a mass purge or mass redesign!

Does your site look as old as the Ark?
Does it confuse users, making them think hard to do anything?
Are you getting any return from your website?

These are the questions I asked myself when I was reviewing a number of Recruitment Agency websites this week. One of our current projects is redesigning a highly successful recruitment agency's website. The agency in question has been online with a good site since the 90's. However the competing agency websites revealed a number of shockers!

Once again I was reminded of the level of rubbish out there! I know it is harsh, but it is true!

The Rec Con website is a representation of the business. It will affect how the business is viewed. What does your website say about you..?

This bunch are professional
Or
This lot are cowboys

These people work with all the cool companies
Or
Do these guys even have any jobs?!

This company is friendly and approachable
Or
I am not calling this lot, they already scare me

Please go and have a look at your site. Consider the following...

1. Is it up to date looking? You would not run an advert that looked like it was from the 70's so don't run a website stuck in the 90's. (I know this is fashion etc. but your website is your greatest marketing tool)

2. What are the objectives of having your site? Does it fulfill them? If you want candidates to apply is it easy for them; are there jobs or roles to apply for?

3. Is it easy to use, well signposted? Can people get what they want quickly? So many sites have confusing navigation, search tools that are over complex for 100 jobs, with pointless distracting features. Are you guilty of running such a beast?

4. Does it successfully communicate your company values?

5. Does it work on a mobile phone? Mobile browsing is growing; how do you stack up?

I hope this helped. I am working on a checklist to help Rec Cons score their sites and identify the flaws. If you have any feedback I would welcome it. You can tweet me at @topbananas

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Posted on January 15, 2010 15:32 by dave
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Categories: Recruitment
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January 18. 2010 19:26

Alconcalcia

I agree Dave. If you give an infinite number of cowboys an infinite numbers of PCs.... At least that's how it seems sometimes.

I would add to the above, that once you;ve got your website in order, consider the content, and specifically the job content.

The point of advertising is to entice and provoke a response, even from the casual browser who is just surveying the marketplace. Cut and pasting a job description and person spec does absolutely nothing to turn on the reader. In fact it encourages the old adage of only having a few seconds to capture the audience's attention.

A lot of recruiters seem to think that you can throw any old bread on the water in order to get a bite. The fact is you can't. Scratch your head all you like when you wonder why you got such a poor response from your last job post but the answer is right in front of your eyes. Look around you at billboards, tv, magazines, the side of buses, taxis. Listen to radio ads. What do they have in common? They try to have some kind of allure to them, some excitement. Something unique to interest the potential customer.

Conversely, look at a bunch of recruitment websites and the functionality, the look and the user friendliness is awful, let alone the content within. I've seen dead sheep with more going for them! Plus, some recruiters don't help by posting up dross in the form of job ad copy. For goodness sake find some USPs, sell the company and the role. Reach out to the potential applicant with your copy and you will get more of the right kind of response. Carry on banging out tired and lifeless copy on job boards though and you will continue to scratch your head and wonder why business is so slow.

Sory to waffle as always!

Alconcalcia

January 18. 2010 21:52

stephen O'Donnell

This is very true Dave. The spread in quality between the best and worst is wider than ever. Thankfully more are being inspired by the best, as seen in the NORAs, www.NORAuk.com .
All professional agencies that wish to attract candidates and impress clients need to remember that they have their own publication, and it's where they can differentiate themselves. Sell your expertise, sell your recruiters, and engage. It works, and is easier than you think.

stephen O'Donnell

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