Recruitment agency websites, jobs and candidates
ROISynth builds recruitment agencies a website where jobs are posted once and kept current, applications that arrive sorted against the role, and client briefs captured in full — so both of your customers hear back.
Monday morning. Two hundred applications over the weekend, most for a role you filled on Friday. The job was still on the site.
Somewhere in the pile is a candidate who was right for the other role you have open. They will hear nothing, like everyone else, and tell their friends.
A recruiter serves two customers at once — the business hiring and the person looking — and both expect to hear back first.
Who this page is for
Recruitment agencies and independent recruiters, generalist and specialist: firms that take briefs from hiring businesses, advertise roles, receive far more applications than they can read, and whose reputation with candidates and clients depends on replying to both.
What does ROISynth build for a recruitment agency?
A jobs board on your own site that you post to once and close when the role is filled, so nobody applies for a job that has gone. Applications arrive against the role with the questions that matter for it already answered, and a candidate record that remembers them for the next role.
For hiring businesses, a brief form that captures the role, the salary range, the must-haves and the timescale before the first call.
What goes wrong for a recruiter that doesn’t for other firms?
You have two markets. Clients judge you on the shortlist; candidates judge you on whether you replied. Most agencies are so busy with the first that the second hears nothing, and candidates remember that.
And the volume is lopsided. One advert brings in hundreds of applications, most unsuitable, and the good ones are lost in the pile. A candidate who would have been perfect for next month’s role is filed with the rejections for this one, and never looked at again.
How do roles and candidates reach an agency?
Roles come from clients by phone and email, usually vague and urgent. Candidates come from your adverts, from job sites and from searching for work in their field and area.
A brief form turns a vague request into a role you can fill, and a job page written for how candidates search brings in people looking for exactly that. Specialist roles are searched for in specialist words, and the page should use them.
How does it fit around a week of placements?
Applications arrive sorted against each role, and every applicant gets an acknowledgement and, when the role closes, an honest outcome. The shortlist is built from answers already given rather than from a first read of every CV.
Each role, its applicants and its stage are on one screen, and the Monday report shows what is open, what is filling and what has stalled.
What does an agency own at the end?
The website, the jobs history and the candidate records, in accounts registered to the agency, together with the code.
A pool of candidates who have heard back from you is the agency’s real asset. It is stored where only the agency can open it, and a candidate who asks to be removed is removed properly.
What actually changes, in the order it matters to you.
- Your prices and photos change when you say so, without waiting on anyone.
- Every customer hears from you at the right moment, and nobody sends one by hand.
- A customer's history is remembered forever, so nobody re-explains anything.
- One screen tells you where everything stands.
- Reports arrive on a Monday without you asking.
- If you want your data gone, it goes, and you don't have to chase anyone.
- Pages get written for the things people are actually searching for.
The audit will show you what a candidate finds when they search for jobs in your specialism and area, and whether your roles are the ones they see.
Questions people ask
- How do we stop people applying for roles that are filled?
- Post to your own jobs board once and close the role when it is filled, so nobody applies for a job that has gone.
- Does every applicant hear back?
- Yes. Every applicant gets an acknowledgement and, when the role closes, an honest outcome.
- What should a client’s brief capture?
- The role, the salary range, the must-haves and the timescale, before the first call.
- Are good candidates remembered for future roles?
- Yes — a candidate record that remembers them for the next role. A pool of candidates who have heard back from you is the agency’s real asset.
Want to talk through how this would fit your business? Message on WhatsApp, or send a message and it reaches the person who would do the work.