It will be held in London on 30th November 2010, and the conference will be unlike any other Social Media Recruiting conferences you have attended.

You can register now and save £100 (limited early bird tickets) by visiting the website. Crexia has developed the #SRCONF’s website and will continue to manage the web platform for the event.

Aaron Chase was created by Aviation & Aerospace Industry recruitment professionals, and they requested for a website that reflected their focus on hiring within these sectors. Hence, we came up with a bluish background for most of the site with a cloudy feel close to the top menu area.

The website’s homepage has been divided into neat boxes for specific relevant content, so it is clearer and easier to navigate.

Following from our intent to make candidates view jobs quickly, we listed the latest jobs on the homepage, which appears automatically on publishing, and a Featured Job console for the client to manage via the Wordpress content management system.

A well-developed recruitment website can become a very powerful recruitment tool and branding platform for your company’s hiring efforts.

Keep in mind that aside from reflecting your business, your goal in creating a recruitment website is to attract candidates to apply for jobs in a hassle-free and user-friendly manner.

Your choice of design and website functionality will reflect the “personality” of the company so it is always best to go for simplicity and efficiency.

A good recruitment website design will ensure efficiency and ease in administrative procedures for your organization in current and future recruitments.

There are a few distinct characteristics that a website should have.

Identity: Firstly, it has to reflect your own distinct and memorable identity.  The web design and layout has to be easy to navigate but visually attractive. Branding is important so that candidates remember your website and the character of your company.

However, simplicity and professionalism is also key in this aspect, and should not in any way affect the design and aesthetics of the recruitment website.

Accessibility:  Ensure accessibility of your website to as many people as possible.  In addition, be sure that your site does comply with the disability discrimination legislation, which enables visually impaired visitors to view the site without difficulty.

Text and font size should be visible and legible for all to read. Whitespace design is usually recommended, as that way, visitors can view the site more clearly.

Usability: Candidates should be able to apply for the live jobs effortlessly.  People’s attention span is very low and their is too much going on online and not enough time. A candidate automatically becomes a captured audience once he/she is on your site, so seize the moment.

If possible, have a list of jobs on the homepage, instead of a complicated list of search options.  Try to avoid requesting your candidates to download forms or directing them to another site to accomplish registration or application forms. Long registration forms to complete job applications can really put people off. The best usability strategy is simplicity.

Socially: The world has gone Social, and so should your recruitment website. You must incorporate elements of Social Media on the site, so that candidates and your website audience can engage with you at several levels. Twitter feeds and Facebook pages can be linked from your recruitment website, so your consultants can have relevant conversations with people.

If possible, also have a blog that publishes inside information about your company, with videos and podcasts that reflect the culture of your work environment and how you add value to candidates and clients alike.

Flexibility:

The website itself should be flexible and easy to manage. Content Management is important in order to update the site and ensure fresh content is always made available. That flexibility should also go beyond managing updates on the site.

At the end of the day, what you need to look out for is the recruitment web design’s relevance, functionality, content management and engagement with the audience to ensure positive candidate experience.

Hence, when planning for your next recruitment web design, you may need to consider the points above, to make sure it does add value to your overall recruiting & hiring goals.