Recruitment and job board website design examples

Through JobPosting structured data on each advert: the title, the employer, the location, the salary, the date posted and the closing date, in a format a machine can read. Without it a job page is just a page. With it, it can appear in the jobs panel at the top of the results, which for recruitment is the difference between being found and being invisible. Google also expects the advert to come down when it closes, and will stop trusting a site that leaves expired roles up.

Yes, on the evidence. Candidates filter by it first, and an advert without one gets fewer and worse applications: the people who apply anyway are disproportionately the ones who were never in the right range. Some employers refuse, usually because of what their existing staff are paid, and a band is a reasonable compromise. The one thing that does not work is "competitive".

A few weeks for the board itself. The part that takes longer is deciding how roles get on it, because that is a business question rather than a technical one: you posting them, employers posting them, a feed from somewhere, or some combination. Getting that wrong is the most common reason a board launches and then sits still.

They should not have to. Every step between reading the advert and sending the application loses people, and forcing an account to apply for one job loses the most. Accounts make sense as an option, for saved searches and alerts, not as a toll gate. If you need a CV on file, ask for the CV, not for a password.

An agency site is selling to two buyers at once and the employer is the one paying, so the employer argument has to be as developed as the candidate one, usually on its own page with its own proof. A job board is a marketplace, so its problem is supply: it needs listings before it needs anything else. The builds end up looking quite different even though both are "recruitment websites".

Usually, yes, and it is worth asking the question before the build rather than after. Most systems have either an API or a job feed, and which one you have decides whether adverts are managed on your site or in the system. The worst outcome is maintaining both by hand, which is what happens when the integration is left as a later phase.

A check before anything publishes. Self-serve posting with no review is how boards get polluted, and once a candidate applies for a fake role they do not come back. Review can be quick, and on a specialist board a rule such as a salary floor does a lot of the filtering automatically, before a human looks at it.

It is a far easier business to start. A general board competes with Indeed on volume, which is unwinnable. A board defined by a sector, a region or a pay level can be genuinely comprehensive in its niche, which is the only sort of comprehensive anyone can offer, and that is what makes candidates come back to it.