5 recruitment website improvements to boost your hires

If roles are taking too long to fill, most agencies look at market conditions, candidate shortages or consultant performance.

Few look at their website.

Yet 16 hours are lost per hire on administrative tasks alone, and 63% of recruiters feel their time could be better spent without admin. When your digital journey is slow, unclear or disconnected, your hiring process slows down too.

Here are five website improvements that can help you boost hires and reduce time to fill.

1. Simplify your job search and application flow

If candidates can’t find relevant roles quickly, they leave. If your application feels long or repetitive, they’ll drop off halfway through.

Common application issues –

• Overcomplicated filters

• Long, single-page application forms

• Poor mobile usability

• Unclear job descriptions

A well-designed recruitment website should guide candidates through a smooth, intuitive journey. That means structured job pages, clear calls to action and forms that feel doable.

Quick wins –

• Break long applications into multiple steps

• Use autofill where possible

• Test your job search on mobile and desktop

When we redesigned the website for Workwell Global, we focused on a cleaner, people-first experience supported by strong content and a streamlined job flow. The result was a modern digital presence that better reflects their expertise and supports international growth.

Even small UX improvements can significantly increase completed applications.

2. Clarify your niche to attract better-fit candidates

If your messaging sounds like every other recruitment firm, you’ll likely attract high volumes of irrelevant CVs.

For example, if you’re hiring for the marketing sector, you want candidates aiming for roles like Client Services Manager or Digital Marketing Executive, not unrelated roles such as IT support.

Low-quality applications increase admin and slow down shortlisting. Strong positioning and content design help pre-qualify candidates before they even click apply.

Similarly, you don’t want to attract clients from sectors where you don’t have the expertise to deliver.

Ask yourself –

• Are your sector specialisms clearly defined?

• Do your job descriptions reflect your expertise?

• Is your value proposition obvious within seconds?

A distinctive brand and clear messaging helps to win clients and attract candidates who align with your focus.

3. Integrate your website with your ATS and CRM

Disconnected systems are one of the biggest hidden causes of slow hiring.

When your website, CRM and applicant tracking system (ATS) don’t talk to each other, consultants spend hours duplicating data and updating records manually.

We’ve seen this first-hand through work with ATS platforms like Jobtrain. By linking ATS, website and wider systems, agencies can create a smoother user journey and a stronger conversion funnel.

The benefits include –

• Reduced manual admin

• Faster candidate processing

• Better visibility of pipeline performance

• More time spent building relationships

Automation tools, native integrations or simple API connections can save hours per hire and free your team to focus on candidates and clients.

4. Optimise your website for search and performance

Search behaviour has changed. Candidates and clients do their research extensively before they even get in touch.

If your website isn’t optimised for SEO, speed and accessibility, you’re missing opportunities before the conversation begins.

Key improvements –

• SEO-optimised job and sector pages

• Fast loading times

• Mobile-first design

• Clear content hierarchy

• Structured job data for Google Jobs

Relying solely on referrals leads to unpredictable pipelines. A performance-focused website creates consistent visibility and a steady flow of candidates and clients.

5. Strengthen your employer conversion journey

Many recruitment websites prioritise candidate journeys but overlook employer pathways.

If clients can’t quickly understand your value, see proof of expertise or find a clear contact route, they’re unlikely to enquire.

Ways to improve employer conversion –

• Dedicated landing pages for key sectors

• Clear articulation of your niche and outcomes

• Case studies and credibility markers

• Strong, strategically placed calls to action

When your website supports both sides of the market, you create a more predictable engine for growth.

Key takeaways

Slow digital journeys, unclear positioning and disconnected systems all contribute to longer hiring cycles.

By improving UX, clarifying your brand, integrating tools and optimising for visibility, you can –

• Reduce time to fill

• Improve application quality

• Increase consultant efficiency

• Attract higher-value employer leads

If you’re questioning whether your website is helping or hindering your hiring process, it’s worth taking a closer look. Explore our website design and systems integration services, or talk to us to chat about strengthening your recruitment brand, website and digital infrastructure.

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