Recruitment agency website: jobs, candidates and clients

What does a recruitment agency website need to do?

A recruitment agency website needs to bring in candidates and win employer clients at the same time, without confusing either. The home page should split the two clearly, usually with “Find a job” and “Hire talent” as the two main routes.

Specialist agencies should make their specialism obvious from the first screen. “Finance and accounting recruitment in Bangkok” tells both audiences far more than “Connecting talent with opportunity”, and it gives search engines and AI assistants a clear answer to what you do.

How should a recruitment agency set up its job listings?

Each vacancy should have its own job page with a clear title, location, salary range where the client allows it, and an apply button, built from a template so consultants can publish new roles in minutes. A single page listing every job in a long table gives Google nothing to index.

A strong job page follows this order:

1. Job title in the words candidates search for, such as “Senior Accountant”, not internal grades.
2. Location and work pattern: city, office or hybrid, and whether visa sponsorship is available.
3. Salary or range, or a clear note that it is negotiable.
4. About the role: what the person will do, in short paragraphs.
5. Requirements: essential and preferred, kept honest and short.
6. The consultant handling the role, with a photo and contact details.
7. Apply button, repeated at the top and bottom of the page.

Add JobPosting structured data to every live job so Google can show it in its job search features, and remove or expire roles as soon as they are filled. Our schema markup guide explains how structured data works. Old jobs left online frustrate candidates and quietly damage your reputation.

How should candidates apply and upload a CV?

Candidates should be able to apply in under two minutes on a phone: name, email, phone, CV upload and a consent checkbox. Long registration forms before a first application lose good candidates, especially those who are currently employed and browsing in a break.

• Accept common CV formats and files from cloud storage, since many people apply from a phone.
• Offer an optional field for a LinkedIn profile URL instead of retyping a work history.
• Send an automatic confirmation saying who will review the application and when.
• Let candidates register for job alerts by sector and location without applying.

CVs are full of personal data, so treat them carefully. Under Thailand’s PDPA B.E. 2562 and Europe’s GDPR, you need a clear privacy notice, a lawful basis for keeping and sharing CVs with clients, and a sensible retention period after which data is deleted. Send applications to a secure system, not a shared inbox, and never put candidate details in URLs. Our guide to website security basics covers the essentials.

How do you win employer clients from a recruitment website?

You win employer clients by proving you understand their sector and showing exactly how you work. Hiring managers are busy and wary of agencies that send unsuitable CVs, so specifics beat slogans.

• Sector pages for each specialism, with the roles you fill and the kind of companies you work with.
• Consultant profiles showing each person’s background, sector focus and languages.
• Your process, step by step, from briefing to shortlist to offer and follow-up.
• How you charge, for example contingency or retained search, explained in general terms even if fees are agreed per client.
• Case examples written with the client’s permission, describing the challenge and how you approached it.
• A “Submit a vacancy” form asking for role, location, timing and contact details.

Salary guides and market updates can also attract employers, but only publish figures from your own placements or data you can stand behind. For more on writing pages that turn visitors into enquiries, see what makes a website convert.

How can a recruitment agency build trust with candidates?

A recruitment agency builds trust by being visibly real and visibly careful. Fake job offers and scam “recruiters” are common, so candidates are right to be suspicious of agencies they don’t know.

• Say clearly that you never charge candidates and will never ask for payment or bank details, if that is your policy.
• Show your registration or licence where your country requires one for employment agencies.
• Publish real consultant names and photos, with company email addresses rather than free webmail.
• Explain what happens to a CV and promise not to send it to a client without the candidate’s agreement.
• Show reviews from candidates and clients, ideally linked to your Google profile.

Candidates also judge you by how you treat them after they apply. A short confirmation, a realistic timeline and a reply even when the answer is no will build a reputation that brings the next candidate to you.

Can an AI agent help a recruitment agency handle enquiries?

Yes. An AI agent can answer common candidate and client questions, ask initial screening questions and book calls with consultants, at any hour and on the website, LINE or WhatsApp. Consultants then spend their time on conversations that need judgement.

Typical tasks include answering “is this role still open?”, explaining how to apply, collecting a candidate’s availability and salary expectations, and passing a new vacancy enquiry to the right consultant. Hiring decisions should always stay with people, and candidates should be told when they are talking to an AI. Our guide to AI lead qualification explains how this works in practice.

Who builds recruitment agency websites, and what does it cost?

Recruitment websites are built by web design agencies that can handle job listings, structured data, CV uploads and data protection properly. PJW Partners has built 50+ websites and designs recruitment sites with clear candidate and client routes, in English and Thai, for agencies worldwide.

At PJW Partners, custom websites start from $1,500 USD and most launch in 3 to 6 weeks. A site with a connected job board, applicant tracking integration or several languages receives a tailored quote. AI agents start from $1,000 USD for one agent on one channel, and most go live in 2 to 3 weeks. See our website cost guide for what affects the price, then tell us about your agency and we’ll reply within one business day.

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