At Top Echelon, we help recruiters make more placements. That’s our branding statement, our mission statement, and our number-one goal as a company.
Enjoying success as a recruiter involves many different things, and the Internet is certainly one of them. The Internet (and especially social media and social networking) have “exploded” in recent years. While it’s possible to be successful as a recruiter without using these tools, not using them is a sure-fire way to short-change your business and fall short of your full potential.
First and foremost, a recruiter should have a website. It’s safe to say that the majority of the recruiting firms in the country do have a website, but it’s also a safe bet that there are still some firms that don’t. However, let’s take things one step further.
Of the recruiting firms in the country that do have a website, how many of those sites are actively “working” for them? In other words, how many of them are more than just glorified online brochures?
Sure, that approach was acceptable when the World Wide Web was first introduced. Recruiters were more than happy to reduce their printing costs and instead advertise their firm and its services on the Internet. That approach isn’t cutting it these days . . . not by a long shot.
So, if you’re a recruiter and your firm doesn’t have a website, then you need to get one!
And if you’re a recruiter and your firm does have a website, is that site “working” for you? To find out the answer to that question, ask the following five questions about your recruiting website.
1. Does it provide ways for visitors to interact with you?
2. Does it convey the value that you provide as a firm?
3. Does it include short videos, either ones that demonstrate your value (such as video testimonials) or ones that accurately describe your services?
4. Does it give visitors a reason to come back over and over again, such as the ability to post your most current job orders on the site?
5. Does it attract visitors through its search engine optimization (SEO) features and social media tie-ins?
These are just a few of the things that a recruiting website design should be facilitating. Your website should not just be a glossy brochure. It should be a recruitment lead generation machine that positions you in an optimum fashion within your industry, and more importantly, helps you make more placements.