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These insights were originally shared by Will Astbury, Global Head of Marketing at SourceFlow, during a live presentation at an event hosted by recruitment marketing agency RecBound in March 2025. Will shared practical tips and strategies for building recruitment websites that actually drive leads and revenue. -- So, you’ve spent thousands on your website and you’re wondering... where are the leads? Don’t worry, you’re not alone. A huge number of recruitment agencies feel the same. In fact, 70% of recruitment websites fail basic SEO performance benchmarks, and most agencies don’t get anything close to what they should in terms of ROI. Here’s the good news: your website can work harder for you. You just need the right strategy. Based on experience with over 150 recruitment brands (and real-life results like a 683% engagement increase for Maxwell Bond), here are 3 actions you can take to turn your site into a proper lead-generating machine. 1. Sort Out Your Recruitment Website’s Performance Let’s be honest—most recruitment websites are slow. And that’s a problem. If your site takes longer than 3 seconds to load, 53% of mobile users bounce. Google knows this, and their March 2025 update reinforced it: page speed and user experience are major ranking factors. Easy wins: Resize all images. Think KB not MB. Switch image formats to WebP or AVIF. Cut clutter—each page should have one clear purpose. Also, structure your job posts properly. Add schema markup so job ads appear on Google for Jobs. That alone can boost visibility by 30%. Accessibility tip: Make your site usable for everyone. Add proper alt text. Use high contrast colours. Structure your pages clearly. Nearly 70% of disabled users will leave a site immediately if it’s inaccessible. 👉 Want a checklist? Download our Website Accessibility Checklist 2. Regularly Post Useful, Searchable Content Google’s March 2025 update also shook things up for content: Backlinks? Less important now. Spammy AI content? Penalised. Real, useful, consistent content? Rewarded. Use Google’s E-A-T principle: Expertise, Authority, and Trustworthiness. You don’t need to be a writer—but you do need to add value. Even if AI helps structure your content, your job is to bring your insight and voice to it. One idea: incentivise your team to contribute content. At SourceFlow, we’ve seen this drive real SEO gains. 3. Don’t Just Build It—Use It! Your website isn’t a shop window. It’s a campaign platform. One of the best lead-generating tools? Salary reports. Why? They provide real value Great excuse for sales calls Can fuel lead gen for 6+ months Run it like a campaign: 4–8 weeks data collection (let consultants lead this) Feature industry influencers to boost credibility Launch with paid ads, email, and automation Share highlights at events, in pitches, on social Track and route every lead to your CRM automatically. No manual spreadsheets. No lost contacts. Just value. Final Thought: 3 Quick Wins You Can Do Today Run a Google PageSpeed Insights test—fix 1 red flag. Use ReciteMe accessibility testing. Add SEO-friendly alt text to every image. 👉 Want more tips? Download our free playbook or drop us a line.SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

SourceFlow

Featuring insights from Frank Nijmeijer, Chief Growth Officer at Wonderkind, and Matt Comber, CEO of SourceFlow In a recent episode of From The Source: Expert Insights, two leaders in the recruitment tech space—Frank Nijmeijer from Wonderkind and Matt Comber from SourceFlow—sat down to discuss a growing concern within the staffing industry: the continued over-reliance on job boards to advertise jobs. It’s a timely and relevant conversation for recruitment businesses trying to get more out of their marketing spend—and it starts by questioning long-standing habits. Why Job Boards Might Be Costing More Than They’re Worth Recruitment firms have historically leaned on job boards to advertise a job. It’s familiar, it’s scalable, and it appears to deliver quick results. But Frank and Matt argue that this model has become unsustainable in today’s landscape. “There’s a lot of bleeding money going on,” Matt says. “Recruiters are throwing large sums at job boards without truly measuring what value they’re getting in return.” The issue isn’t just the cost—it’s that the reach and results aren’t what they used to be. When every competitor is advertising jobs in the same places, you’re not gaining competitive advantage—you’re just part of the noise. Meet the Experts: Wonderkind & SourceFlow To understand where they’re coming from, it’s worth knowing what Wonderkind and SourceFlow do: Wonderkind is a social job advertising platform that helps companies attract top talent by targeting candidates where they actually spend time—social media, Google, and other online channels. By using AI and programmatic technology, Wonderkind empowers recruiters to advertise jobs more effectively and reach both active and passive candidates with precision. SourceFlow build high-performing recruitment websites and marketing tools for staffing firms. They help agencies streamline their marketing efforts—from branded career pages to automated content distribution—without needing a full in-house team. Both companies are aligned in their mission: helping recruiters adopt a smarter, more data-driven approach to advertising jobs and attracting talent. The Problem with "Post and Pray" Frank nails the core issue: traditional job boards support a “post and pray” mentality. You write a job ad, post it, and hope the right candidates see it. There’s little targeting, almost no retargeting, and limited ways to engage talent who don’t apply right away. “Would you market a product that way?” Frank asks. “Of course not. Yet so many recruiters are still advertising jobs like it’s 2015.” Instead, Frank advocates for treating each job ad as a campaign. That means using recruitment marketing techniques like: Dynamic ad targeting on social media Branded career content Email nurturing and remarketing Conversion-focused landing pages And it’s not just theory—Frank’s team at Wonderkind sees real-world results when firms shift budget from job boards to smarter campaign-based advertising. Owned Media: A Smarter Way to Advertise a Job Matt builds on this by talking about the shift toward owned media—content and platforms you control, like your website, email list, and employer brand channels. “It’s about investing in assets you own, rather than renting space on someone else’s platform,” he explains. SourceFlow help recruitment firms move in this direction by giving them tools to: Create branded job pages that convert Automate the distribution of content across channels Track real engagement and application rates When you own the experience, you can optimise it over time. You’re not just advertising jobs—you’re creating a continuous pipeline of engaged talent. The Future of Recruitment Marketing is Strategic One of the most powerful moments in the conversation comes when Matt says, “Recruiters need to start thinking like marketers.” And it’s true—recruitment marketing is no longer optional. It’s a necessity. In this new model, job ads aren’t just a box-ticking exercise. They’re a strategic lever for growth. With the right tools, firms can: Identify which channels deliver the highest quality applications Reduce reliance on costly job boards Reach passive candidates with tailored messaging Improve candidate experience and employer brand This isn’t just about cost-cutting—it’s about improving performance. Is It Time to Audit Your Job Advertising Strategy? If you’re still spending most of your budget on job boards, it might be time to step back and ask: What’s really working? Recruitment has evolved, and the way you advertise a job should evolve with it. Whether it’s embracing automation, targeting passive talent, or building your own marketing assets, there are smarter ways to do more with less. 🎥 Watch the Full Interview Frank Nijmeijer and Matt Comber bring a wealth of insight—and practical advice—in this episode of From The Source: Expert Insights. Whether you’re a recruiter, agency owner, or marketer in the industry, this conversation will challenge your thinking and inspire your next move. 👉 Watch the full episode now on YouTube and discover how the most forward-thinking firms are transforming how they advertise jobs: SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

SourceFlow

More and more recruitment marketing success is hinging on inclusion. Accessibility, representation, and user experience are no longer 'nice-to-haves' — they are essential for building trust, driving engagement, and future-proofing recruitment websites. At SourceFlow, we believe inclusive marketing isn’t just a moral responsibility — it’s a commercial opportunity. These insights were recently shared by Will Astbury, SourceFlow’s Global Head of Marketing, during Recite Me’s panel webinar “The Impact of Accessibility on Marketing Success”. Here's how recruitment marketers can lead the way in inclusive recruitment marketing. 1. Understand What Inclusive Recruitment Marketing Really Means Inclusive recruitment marketing goes beyond legal compliance. It's about creating digital experiences that make all users feel seen, heard, and valued — including disabled and neurodiverse audiences. As experts in recruitment website design, we know it's not just about ticking accessibility boxes. It's about helping candidates find the right jobs faster and enabling recruitment agencies to connect with a broader pool of talent. When you embed inclusion into your recruitment marketing strategy, you benefit from: Better speed to hire Higher-quality candidate applications Improved marketing campaign results Better SEO performance (accessible recruitment websites rank better with Google) Inclusion isn't an extra — it’s the engine of better business outcomes. 2. Build the Business Case for Inclusive Recruitment Websites If you’re making the case for investing in inclusive recruitment website design or marketing, here’s what the data tells us: 69% of disabled users will leave a website immediately if they face accessibility barriers. Disabled job seekers apply for 60% more jobs than non-disabled candidates — a vital audience for recruiters. Companies with fully WCAG-compliant websites see up to 30% higher revenue on average. Plus, with the European Accessibility Act (EAA) coming into force in June 2025 (and full compliance required by 2030), optimising your recruitment website for accessibility isn’t optional — it’s essential. At SourceFlow, we’ve seen the benefits firsthand. Our recent accessibility campaign influenced over 7,000 contacts and contributed to over £72,000 in deal revenue. Inclusive recruitment marketing delivers real commercial impact. 3. Practical Steps to Inclusive Recruitment Marketing Mastering inclusive recruitment marketing is easier when you break it down. Here’s how to get started: Accessibility-first templates: Build alt text fields, colour contrast checks, and accessible language prompts directly into your marketing content templates. Prioritise quick wins: Start with improvements like descriptive image alt text, clear heading structures, and strong contrast ratios on your recruitment website. Use AI (carefully): AI tools can help create accessible content quickly — but always have a human review for quality and sensitivity. Educate your team: Understanding what the EAA requires — and what inclusive marketing truly means — is critical before rolling out changes. The truth is: getting great at inclusive recruitment marketing takes time and practice. Start now, stay consistent, and build momentum. 4. Avoid These Common Mistakes in Recruitment Website Design Many recruitment businesses stumble by: Treating accessibility like a last-minute add-on Confusing basic compliance with true inclusion Missing easy wins like alt text and mobile navigation Delaying action until EAA deadlines loom Inclusive recruitment website design isn’t just about avoiding fines. It's about winning more candidates, more clients, and more trust. Those who lead on inclusion will stand out as the market shifts. 5. The Future of Recruitment Marketing is Inclusive Looking ahead, inclusive recruitment marketing will become the new normal. Candidates and clients will expect recruitment websites to be accessible by default, not exception. Companies that embrace inclusion now — building it into their recruitment website design and marketing processes — will be the ones leading the industry by 2030. Inclusion is no longer optional. It's the new baseline for trust, loyalty, and business growth.---   You can also watch SourceFlow's webinar with Recite Me about the EAA. SourceFlow do WAY more than industry-leading recruitment website design for recruitment firms across the UK, US and Europe. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.  

SourceFlow

At our recent Lunch & Learn in Boston, four industry leaders shared how staffing firms can take a smarter, more strategic approach to growth. From AI to marketing, technology to websites, one theme kept coming up: get focused, get aligned, and get strategic. Here are the biggest lessons from the day—and what they mean for recruitment marketers and ops teams on the front line: I'm glad you liked it! Here's the revised version with a compelling key quote from each speaker to bring their insights to life: FAIling forward: getting daily results with Ai through trial and error Speaker: Brendan Robinson (Founder, Broad & Madison - Transformational staffing technology solutions)  Brendan broke down the hype around AI and replaced it with actionable advice. His approach is simple: don’t try to master AI overnight. Start small, test ideas, and refine them—just like you would train a new team member. His team uses tools like ChatGPT and signal-based outreach to generate personalised messaging that scales their efforts without inflating headcount. Brendan made it clear that AI isn't here to replace recruiters—but it can free them up to focus on the high-value parts of their work. “AI is like an intern—it’s not perfect, but it gets better the more you work with it.” Key takeaways: Treat AI as a junior teammate, not a magic bullet. Start with one clear use case and scale slowly. Use AI to spot market signals and drive smarter outreach. Prioritise tools that deliver repeatable, measurable wins. Building Smarter Marketing Strategies for Staffing Firms Speaker: Vinda Souza (CMO, RefAssured - Automated referencing technology) In a candid fireside Q&A, Vinda challenged staffing marketers to stop obsessing over surface-level tactics and start focusing on strategy, brand, and retention. She warned that firms focused only on capturing attention—with no plan to retain or engage—are operating with a “leaky bucket” and wasting valuable budget. Her rallying cry was for empathetic, value-driven marketing that builds trust and loyalty. She encouraged marketers to put the customer at the centre, ditch vanity metrics, and focus on the full funnel. “All marketing is customer marketing—when you lead with empathy, the results follow.” Key takeaways: Stop chasing clicks—build trust over time. Retention matters as much as acquisition. Ditch tactics that don’t deliver ROI. Marketing should solve problems, not just make noise. Tech-Driven Growth: How Staffing Firms Can Future-Proof Their Business Speaker: Patrick Davis (VP of Technology, The DAVIS Companies - Manufacturing, engineering, & IT staffing agency) Patrick offered a refreshing take on recruitment tech: go slow to go far. He shared how The DAVIS Companies avoided tech overload by focusing on measured, need-based innovation. His advice was clear—don’t buy tools just because they’re trendy. Instead, identify real problems through feedback from recruiters, then solve them with the right tools. He also cautioned against information overload, encouraging firms to narrow their focus to a few meaningful metrics and ditch the noise. “Innovation doesn’t have to be fast—it just has to be right.” Key takeaways: Tech should solve problems, not create new ones. Build trust by including your team in tech decisions. Simpler metrics drive better decisions. Real transformation starts with listening. How To Convert More Clients & Candidates Through Your Marketing & Recruitment Websites Speaker: Christian Coley (VP Sales, SourceFlow - Recruitment websites, careers sites, & marketing tools) Christian wrapped up the day with a straight-talking reminder: your website should be your hardest-working recruiter. Too many recruitment websites look good but fail to convert traffic into actual leads. He urged firms to treat their website like a strategic sales asset, not just a design project. He also highlighted how important it is to align marketing, sales, and ops around shared goals—and ensure those goals are reflected in CRM and analytics setups. “If your website isn’t generating leads, it’s just a digital business card.” Key takeaways: Websites should attract, convert, and support growth. Great design is nothing without clear goals and CTAs. CRM and marketing tools must work in sync. Think of your site as a pipeline builder, not a placeholder. SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

SourceFlow

On our recent From the Source: Expert Insight webinar, SourceFlow joined forces with Recite Me to shed light on the European Accessibility Act (EAA) and its implications for recruitment businesses. As leaders in recruitment website design, we understand the importance of creating inclusive and accessible digital platforms. This legislation, coming into effect in June 2025, sets out mandatory accessibility standards for digital platforms, aiming to create more inclusive online experiences. Why the EAA Matters for Recruitment Firms The EAA is a vital step toward breaking down digital barriers for over 135 million people in Europe living with disabilities. With disabled job seekers applying for 60% more jobs than non-disabled candidates, it’s clear that accessibility can no longer be an afterthought.  Avneet Jagpal, an Accessibility Specialist from Recite Me, explained: "Accessibility basically means, in a nutshell, you need to make sure any service or any digital app that you're delivering is accessible for all." The act mandates compliance with the WCAG 2.1 AA standard and requires businesses to publish an accessibility statement, ensuring websites are perceivable, understandable, navigable, and interactive for all users. The Business Case for Accessible Recruitment Website Design For recruitment firms, the EAA offers not just legal obligations but clear business benefits. Non-compliance carries legal penalties and the risk of damaging brand reputation. More importantly, accessible websites widen the talent pool by making job opportunities available to a broader audience. Studies show that 69% of disabled users leave a website immediately if they encounter accessibility barriers—meaning inaccessible sites could be costing firms valuable candidates and clients. As Will Astbury, Global Head of Marketing at SourceFlow, noted: "If your site's not accessible, you're shutting off a huge tranche of candidates and a huge tranche of clients that can't access your materials, convert on your forms, speak to your recruiters. It’s absolutely huge." Key Compliance Steps for Recruitment Website Design To meet the EAA requirements, recruitment businesses should focus on two primary areas: Achieving WCAG 2.1 AA compliance: This involves addressing common web accessibility issues like: Ensuring sufficient color contrast for text and icons. Adding descriptive alt text for images. Providing clear and accurate form labels. Structuring pages with correct heading tags (H1 to H6) for easy navigation. Publishing an accessibility statement: This document outlines your site’s accessibility standards and ongoing efforts to maintain compliance. Practical Fixes and Tools for Recruitment Websites Recite Me shared some immediate fixes businesses can implement: Check and improve alt text on images. Use automated color contrast checkers to adjust visual elements. Ensure consistent and clear heading structures across pages. Timeline and Next Steps  New services launched after June 28, 2025, must be fully compliant from day one. Existing websites have a grace period until 2030, but recruitment firms are encouraged to start the compliance process early to avoid falling behind.  Helen Taylor, SourceFlow’s Head of Customer Experience, emphasized the importance of early preparation: "You might be sat here on this webinar thinking that doesn’t apply to you right now, but as we know with recruitment companies, you can grow exponentially overnight. So I’d really recommend getting ahead of the curve as soon as possible." SourceFlow is committed to supporting recruitment businesses on their journey to accessibility. We’re already working with clients to ensure their recruitment website design meets EAA standards, offering resources like our accessibility checklist developed with Recite Me. For those looking to get ahead of the curve, now is the time to act. Improving website accessibility not only ensures compliance but also enhances user experience, boosts brand reputation, and opens the door to a more diverse talent pool. Download our Recruitment Website Accessibility Checklist. It will help you audit your site’s accessibility.   You can also watch the full webinar on YouTube. SourceFlow do WAY more than industry-leading recruitment website design. We build recruitment websites and marketing tools that amplify ROI and provide transparency with state-of-the-art data insights.

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