A recruitment website usually serves two audiences at once: employers and candidates. One of the biggest mistakes is forcing both through the same vague journey.
1. Mixing employer and candidate messaging
Employers need to understand your sector expertise, recruitment model, geography and next step. Candidates need jobs, role information and a straightforward application path. Separate those journeys clearly.
2. Thin sector and service pages
A page saying “we recruit across multiple industries” does little commercial work. Build useful pages around the markets you genuinely serve, with relevant roles, delivery model and defensible proof.
3. Poor job-search and application UX
- stale or expired vacancies;
- unclear location or working pattern;
- long forms before value is established;
- weak mobile application flow;
- duplicate job URLs competing in search.
4. Hiding employer conversion paths
“Contact us” is not enough. Employers should be able to submit a hiring brief, book a conversation or contact the relevant recruitment team without hunting through the site.
5. Measuring forms instead of outcomes
Separate candidate applications from employer enquiries, then connect employer sources to qualified vacancies and won clients where your CRM allows it.
For the broader framework, see recruitment marketing and our recruitment SEO checklist.
