The image of an employment agency in the eyes of candidates is influenced by several key elements, including contact with recruiters, response and response times to enquiries, marketing activities and the usability of communication channels. When a potential candidate views offers on an employment agency's website, they need to get the precise information that is most important to them. The website and offers should be structured in an appropriate way. Convey what is relevant, facilitate contact and application for the position. The candidate should not have to wait too long for a response from agency staff. How do you make it easier for candidates to contact a recruiter quickly and reduce the response time of agency staff? There are several proven methods for this.

User-oriented website

An employment agency's website should focus on the needs of its users. The ease of navigating the site affects the satisfaction and comfort of potential candidates. Both offers and basic information about the recruitment process should be visible and accessible to users at the click of a button.

CTAs and contact forms

Each subpage must include a so-called CTA (call to action) button, which will exhort candidates to get in touch. Seemingly obvious, but research shows that up to 70% of sites do not have them on their website.

Sample CTA: Apply, Fill in the form, Find out more, Contact our recruiter.

There should be a contact form or a place for the user to apply under each job listing.

Adaptation to mobile

Optimising agency websites for mobile is a must these days, both in terms of the visibility of the site in search results and usability for potential candidates.

It is worth ensuring that the contact numbers provided on the website are linked, so that a candidate can connect with a recruiter or other agency staff member with a single click.

Dane kontaktowe w widocznym miejscu

Include your telephone number and e-mail address prominently on the page, e.g. in the header and footer. In addition, it is worth informing candidates about the agency's working hours. Messages that specify when the recruiter will respond are very well received. Of course, we only include such information if we are sure that our employees will stick to it.