The Pros And Cons Of Recruiter Profiles On Your Recruitment Website

When you are given the task of becoming a recruitment website builder (or outlining the brief to one), there are certainly plenty of factors to consider. After all, the importance of displaying and maintaining an effective online presence has now become essential for businesses across every industry and sector, and strategies for SEO (search engine optimisation) must be considered as well as the usual functionalities.

A common feature of many a recruitment agency's website, the recruiter profile page puts a human face to the business and provides a virtual introduction to prospective clients or candidates browsing online. Typically accompanied by a photograph of the team member described, a recruiter profile may list professional experience, areas of expertise, and any relevant qualifications or awards. Some agencies may also like to include a touch of personal information, too, such as hobbies or interests, in order to create a more informal approach. Yet the jury is out as to whether a recruitment website builder should be including such pages at all.

Should Your Recruitment Website Builder Add Recruiter Profiles?

There are certainly many compelling reasons for including a recruiter profile page on your agency's website. First of all, as mentioned above, the inclusion of profiles can help to show visitors to your website that beyond the digital screen lies a very real team of people who are ready and waiting to get to work on their behalf. This impression can be further consolidated by the tone with which the recruiter profile page is created.

For agencies dealing with traditional professions, a straightforward, serious approach may likely be best, but for those agencies working in more progressive or youthful sectors, adding a more fun or informal angle to the profiles may well help to attract new clients or candidates. This can be simply achieved by adding in personal information such as pets or sporting interests, without compromising in projecting an image of high professional standards. Indeed, a recruiter who is evidently a high- adrenaline enthusiast in their free time is likely to be perceived as a go- getting consultant, too.

Furthermore, a page of great personnel profiles will reflect positively on the way in which your agency is regarded by visitors to your website. By highlighting the myriad skills, years of experience and other great qualities in your team, you are demonstrating that your agency has a high-quality service offering.

Be sure to highlight any awards and other recognition received by your recruiters; think of the recruiter profile page as an opportunity to practise "personal marketing", a strategy which is proven to help create a sense of being an authority in a professional field, and strengthening the image projected of the entire business. If done well, your recruiter profile page can really help to give your agency the edge over your competitors.

Finally, and perhaps most importantly of all, having a well-constructed recruiter profile page can serve to improve your website's all-important search engine rankings. SEO is now a full- time consideration for digital marketers, so when you are working with your recruitment website builder, you will likely want to focus on ways to maximise your online impact.

Creating a recruiter profile page with high-quality content, including keywords relating to your business and the services you provide, together with links to other relevant, high-quality websites, will give Google's ranking algorithms what they want to see, thereby helping your SEO strategy immensely.

The Cons

Of course, if you display the wonderful and capable team members within your organisation online, you could be running the risk of exposing them to professional headhunters or those from rival agencies looking to poach your talent. And if your agency has an issue with high staff turnover rates, a frequently updated recruiter profile page will highlight that fact.

Yet ultimately both of these downsides are matters that must be addressed by looking offline, and focusing on the working experience that your agency can offer your consultants. After all, happy staff are less likely to jump ship. Perhaps more pertinent is the risk of looking less professional if you have a smaller agency, with fewer profiles to display. This however is an unproven risk- most potential clients will not be deterred from using a smaller scale agency if staff calibre is high.

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