SEO for recruitment agencies and job boards

Separate candidate demand from client acquisition

A candidate searching for a role needs clear location, working arrangements, responsibilities and an application route. An employer looking for a recruitment partner needs to understand your specialisms, process and evidence. Sending both visitors to the same generic page makes the website work harder than necessary.

We map these journeys before recommending content. Sector pages should explain the work you recruit for and the problems employers bring to you. Vacancy pages should accurately describe a real opening rather than act as temporary containers for repeated keyword text.

Control the vacancy lifecycle

Recruitment sites continually create, change and close URLs. We examine how vacancies are published, updated and removed, and whether search engines are seeing the current position.

• Use a clear page for each real vacancy with consistent details.
• Check duplicate roles created by imports, tracking URLs or location variations.
• Decide how closed vacancies should be handled, including any continuing useful content.
• Keep job structured data consistent with the visible opening and its current status.
• Check that applications reach the correct ATS or form and can be measured.

Google’s JobPosting guidance includes specific requirements for job pages and expired listings. We assess the actual implementation rather than adding job markup to a general services page.

Keep filters useful without creating a URL problem

Location, discipline, salary and contract filters help candidates. They can also generate many combinations with little independent value. We review which results deserve indexable landing pages, how the site links to them and how the remaining combinations are controlled.

A jobs-by-sector page should remain useful between individual vacancies. It can explain the types of work, recruitment process and relevant advice, while being honest when there are no matching openings.

Join technical work with commercial reporting

The published project portfolio includes TargetJobs search and migration work. New engagements are scoped around the specific website, ATS, vacancy volume and target employers; we do not assume every agency needs a national job-board strategy.

We distinguish applications from suitable applications, and enquiries from qualified employer opportunities. Where systems permit, that means connecting web activity to subsequent recruitment outcomes. An initial assessment should establish the current architecture, publishing workflow, measurement and the highest-value fixes before a larger content programme is commissioned.