Members Give Their Recruiting Website a Letter Grade

If you’ve been a member of Top Echelon Network for any length of time, you’ve probably noticed that there are a lot of Network recruiters who are making a ton of split placements because of their firm’s recruiting website.

But since we’re approaching the end of the year (and since we’re offering FREE website evaluations), this would be a good time to find out what TE members think of their firm’s recruiting website. That’s because recruiting firm owners often want to re-design their firm’s site before the start of the New Year . . . and that’s only a month and a half away.

So, in the spirit of recruiting websites, we recently conducted a survey of Top Echelon Network recruiters by posting a question in the Members’ Area. That question was as follows:

What letter grade would you give your firm’s recruiting website?

Results:

The choice of answers that were provided is listed below, along with the percentage of recruiters who selected each answer:

• A — 21.2%
• B — 36.3%
• C — 28.3%
• D — 8.0%
• F — 1.8%
• My firm does not have a website. — 4.4%

Analysis:

Perhaps not surprisingly, the majority of recruiters participating in the survey gave themselves either an “A” or a “B.” On the far end of the spectrum, 21.2% chose “A” as their answer, and 36.3% gave their firm’s website a “B.”

A healthy amount of recruiters also assigned their recruiting website a “C,” with that grade accounting for 28.3% of the vote. Fortunately, not too many poll participants dislike their websites, as only 8.0% chose “D” as their answer and another 1.8% gave their site a flat-out “F.”

In addition, 4.4% of poll participants indicated that their firm does not currently have a website.

Conclusion:

We ran this poll a few years ago, and the good news is that Network members think more highly of their recruiting website than they did back then.

However . . . there appear to still be plenty of them who are NOT completely satisfied with the look or functionality of their site—or perhaps both.

With each passing year, the matter of a recruiting firm’s website becomes more important. That’s because an increasing amount of candidates and prospective clients check out a recruiting firm by first visiting their website.

Passive superstar candidates are typically not looking for a new job. However, what if you entice them with a premium employment opportunity, they visit your firm’s site, and they’re thoroughly unimpressed?

Top candidates want to feel as though top recruiters are representing them to the top companies in the industry.

Does your firm’s website convey that message?