Recruitment website

A recruitment website should primarily focus on the candidate, but we understand that there are more interests involved in setting up such a site. As a brand you may of course have to deal with a multi-channel and/or multi-brand strategy, multiple countries and/or languages and various business units & expertise. These issues can make the recruitment website into a complex whole. For all our recruitment sites we take this complexity into account by using functionality, effectiveness and logic in our designs.

But there is more. All our recruitment websites are characterised by a number of ingredients (or elements or building blocks or components or factors?) that we believe are essential to a successful recruitment site. Ingredients, which we continuously develop on the basis of 10 years of experience, after developing many (international) recruitment sites and on-going analyses.


It may seem like an open door, but all too often we still see that a homepage has not been set up from within the target groups. The homepage of your recruitment site is an important gateway to your candidate journeys, about a third of your candidates enter it. You have to make a good impression right away, because on average a visit to a homepage only takes 30 seconds. Moreover, it must be clear within 4 seconds where candidates can find the information they are looking for, otherwise they will have left again. That information is very specific. Candidates are only interested in two things: what interesting vacancies does an organisation have for me and what does an employer have to offer someone like me. So don't make a copy of your corporate website but address your target groups directly by letting them start their candidate journey right away.

Own landing pages

Let each target group dive directly into their own candidate journey by giving them their own landing page. There you sketch candidates a picture of what they can expect when they start working for your organisation. Make sure that candidates immediately find relevant information on their landing page. And give them a very specific insight into what your organisation has to offer them, from the perspective of their candidate journey. Think about vacancies and career opportunities. But also tell them about the team they will be part of, their role in that team, or the department, workplace or location where they will end up. The more concrete, the better you appeal to the imagination.

Vacancy pages

The vacancy detail page is a landing page in itself and often the only page a visitor gets to see when specific campaigns are deployed. There you give candidates all the information they need to determine whether the vacancy is really something for them. This makes it one of the most important pages of your recruitment 
website as this is where the visitor decides if he wants to work for you. If you look at most of the vacancy pages on corporate recruitment sites published in the Netherlands, 99% are not inspiring due to limitations in the technical architecture.

Smart search bar

The search bar is an essential part of your recruitment website. It should ensure that your candidates have an overview of interesting positions within seconds. Therefore, include dimensions in your search bar that you know are important to your candidates, such as field of expertise, location, position or work environment. Another useful function to include in your search bar is 'elastic search'. For example, if a candidate enters the first letters of a word, a list of results is immediately displayed from which he or she can choose. This can even be done with synonyms.

Vacancy overview page

You might not expect it, but such a vacancy overview page does not have to be so exciting. The only important thing about this page is that candidates can quickly view vacancies and filter them according to their interests. Possible filters are for example subject area, job group, number of hours, location or salary. Which filters you offer differs per situation. The most important thing is that they are logical from the point of view of your candidates. Suppose you have a company with one location. In that case, discipline is a sensible function. But if, for example, you're mainly looking for sales staff for your shop locations, then it's useful to be able to filter by job type.

Technical architecture

Another point of attention is architecture. After all, a successful site guides the recruitment process from A to Z, i.e. from recruiting to hiring and beyond. And that means that you also have to tie all the technical steps together. The current IT landscape of recruitment systems is developing rapidly and is becoming increasingly complex. Think of your personnel system, your applicant tracking system (ATS) or your content management system (CMS). How do you make the link between all these systems so that these systems actually work for you and contribute to making your recruitment processes more efficient and successful?
With a seamless connection to your ATS, your CMS is automatically supplemented with the right, inspiring content blocks for your recruitment website. In this way you can put a vacancy live within a few minutes that appeals to candidates in your target group in the best possible way. But the vacancy data from your ATS are just as important to be optimally findable for search engines such as Indeed and Google for Jobs. In short, a healthy and efficient architecture involves a lot. For us, this is a daily task and we are constantly working to set this up as logically as possible.

What's next?

Finally, it is important to ensure that your recruitment website grows with the needs of your organisation and your candidates. Because it's a shame when you have set up something beautiful and then come to the conclusion that you can't expand it. You need a website that you can develop quickly and easily. Not only can you do that yourself with the help of Content Composer (our CMS), but also through the collaboration you enter into with us. Of course we are happy to help you with this.

Verken onze andere oplossingen

Bekijk de overige oplossingen van Floyd & Hamilton die bijdragen aan een betere recruitmentsite.

Our latest work


Alles op de global recruitmentsite, maar ook op de 7 landen websites, draait om inspiratie en conversie. Het slimme CMS Content Composer zorgt ervoor dat de verschillende landingspagina’s (vacaturedetailpagina, vakgebieden en onze verhalen) leiden tot logische candidate journeys en soepele conversies.

Bekijk de case

De Nederlandse Spoorwegen staan al jaren bekend om hun goede employer branding en hun uitgekiende recruitmentstrategie. Ook hun recruitmentwebsite werd al veel geprezen, maar toch zijn ze niet stil blijven zitten. Er is weer een nieuw én sterk verbeterd recruitmentplatform ontwikkeld.

UMC Utrecht

Een website die naadloos aansluit bij de UMC Utrecht branding en die mede dankzij de dynamische content bezoekers informeert, maar vooral ook inspireert. De veelzijdigheid van deze ‘essentiële’ top-werkgever komt goed naar voren en er is vooral zorg besteed aan de verschillende en optimale candidate journey’s.

Bekijk de case

Also interested in an awesome Recruitment Website? Please contact Ramses.

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