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<a href="tel:01223%20655%20278">01223 655 278</a><a href="mailto:darren@recruiterweb.co.uk">darren@recruiterweb.co.uk</a><a href="mailto:support@recruiterweb.co.uk">support@recruiterweb.co.uk</a>&nbsp;<img src="/static/imglib/renewable.jpg" height="50" width="200" alt="" />

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consistency-in-recruitment-marketing-is-everything-352

Consistency is a cornerstone of effective marketing. It ensures your brand is recognisable, trustworthy, and top-of-mind for consumers. Here are several reasons why consistency is key to marketing success:

Consistency in Recruitment Marketing is everything

how-do-blogs-help-recruiters-351

Blogs can be a powerful tool for recruiters, offering multiple benefits that enhance their ability to attract, engage, and convert potential candidates. Here are several ways blogs can help recruiters:

How do blogs help recruiters?

start-up-recruitment-website-for-eazzi-recruitment-347

You can find the project here: https://www.eazzi-recruitment.com/

Start up Recruitment website for Eazzi Recruitment

We make the highest-featured, lowest-cost recruitment website designs for recruiters and staffing firms. Call 01223 655278.

Welcome to RecruiterWeb

Recruitment Website Design for Recruitment Agencies

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Here is a sample of recruitment websites we have made

Just some of the 500+ recruitment websites we have made

Our work

We build high-quality, highly reliable recruitment websites that are best in the breed for features, GDPR ready, Google for Jobs ready and mobile ready.

Recruitment Website Design

We build high-quality, highly reliable recruitment websites that are best in the breed for features, GDPR ready, Google for Jobs ready and mobile ready.We build high-quality, highly reliable recruitment websites that are best in the breed for features, GDPR ready, Google for Jobs ready and mobile ready.

First of all, congrats on starting your own recruitment company; our founder can empathise, having done this back in the day before moving to Recruitment Tech

Start-up Recruitment Websites

Recruitment Start Up Website

As with any recruitment website, the challenge is about making the best use of your budget to gain the best outcome for your candidates, clients, staff and your ambitions.

Recruitment Websites Templates

Template Recruitment Websites

Template Recruitment Website

Semi-Bespoke Recruitment Website Design

Bespoke Lite Recruitment Website

You want to be see as unique, you want to be seen as you, you want to showcase your differences... you want a bespoke design.

Fully Bespoke Recruitment Website Design

We build high-quality, highly reliable bespoke recruitment websites that are best in the breed for features, GDPR ready, Google for Jobs ready, and fully mobile compliant.

Bespoke Recruitment Websites

All features listed here are standard and available to all clients on any price plan.

Recruitment websites features

<h3>All features listed here are standard and available to all clients.</h3>All functions can be turned on or off to suit your specific requirements. If you tried to get this feature set from any of our competitors, you need to pay &pound;10000+ to build your site or &pound;1000+ a month to rent your site.

Recruitment Websites Features

Client Support & Platform Maintenance

First off, let's be clear on all plans the client gets the following:<ol><li>Unlimited client support/training.</li><li>Peace of mind you are working with a professional vendor with a team of people to support the website/you as a client.</li><li>Access to experts who have solved recruiters needs online since 2004.</li></ol>The story so far: Service means service<ol><li>RecruiterWEB was 20 years old in Jan 2024; the last time we had an unplanned server outage was 18 years ago.</li><li>81% of our first-line support questions are answered immediately.</li><li>90% of our second-line support questions are answered in under 2 hours</li><li>All our websites come with inbuilt training tutorials.</li><li>All our clients get unlimited support and a dedicated account manager.</li><li>Our philosophy is there are no stupid questions, just ones that need answers.</li><li>Our standard support hours are 8 am to 6 pm, and our support hours for emergencies are 24/7 - 365</li></ol>Recurring FeesRecruiterWEB is a rental software vendor, so our tech is rented in the same way you rent other software like your CRM/ATS, Office 365 etc.Inclusive in the rental are the following:<ol><li>An ongoing rental of our website software.</li><li>Annual website Security Certificate.</li><li>Maintenance of Cyber Security updates.</li><li>Maintenance of Browser updates essential to keep the site compatible on all devices.</li><li>Maintenance of the operating software essential to keep the site online and, again, cyber secure.</li><li>Routine maintenance of the RecruiterWEB code</li><li>Server space, hosting and unlimited bandwidth.</li><li>Maintenance of server environment.</li><li>Maintenance of Email systems to interact with website users.</li><li>Google for Jobs API integration.</li></ol>Can you elect not to pay these fees?No, we operate as a professional services company that provides software as a service; we take Cyber security, GDPR compliance, people's personal data and its protection very seriously.All software, including website software, needs core systems software updates and cyber security updates. The recurring fees primarily cover that work, which is why the initial build cost for our sites is so low.To do that, we have a regular maintenance plan for the software, server and cyber security environments. All vendors who operate this model, including almost all of our industry competitors, do so because this is the best way to guarantee you bug-free, hack-proof, feature-rich hassle-free service.Service UptimeThis is where RecruiterWEB scores a world champion track record. The RecruiterWEB platform service uptime, measured from 2004 to date, is 99.997%.To put that in perspective, compared to our biggest competitor, we have had less service downtime in 15 years than they have had in the past year.Core System BugsSince 2004, we have committed 24000+ person-hours to refine our code. As a result, we last had a core system code bug over fifteen years ago.To put that into perspective, compared to our biggest competitor, we have had fewer bugs to fix in fifteen years than they have needed to fix in the last 360 days.Planned MaintenanceWe like to get ahead of the game to keep our clients' sites running, so we don't charge the lowest fee possible and hope nothing goes wrong.Like the other critical system software vendors you likely rely upon, we have a planned routine to keep the code in top condition and performing well. Our clients typically pay &pound;100 per month to achieve that. That does not make us the cheapest vendor, but when you realise the professional grade to which we work to keep you safe online, then you will appreciate the value for money we offer.Unlimited SupportOur founder is alerted to every request of every client, and he personally reviews any issue a client has. All staff then have to report when the task is fixed and any future lessons we need to take.98% of the support requests we get are user error when using the admin tools of the website, almost all of which are due to not watching the videos before making changes.Clients can ask questions as often as they want; they will be answered in several ways. The first is to use our support ticketing system, which is managed by email. We may then elect to change or fix what the client needs, send a video reminder of what to do, and/or call the client to organise a reminder of how to complete X or Y.Service Level AgreementSimple faults we clear daily, and system-critical flaws we target to clear in under an hour. However, due to the robustness of our code and the servers they are run on, we last had one of these critical events over fifteen years ago.Mostly our support tickets are answered within a few mins; on rare days, you may have to wait up to 1-2 hours. For any critical task, the support will always be instant.What is not included Breakages or alteration to the code by the client or a thirs party nominated by the client that requires a system restore to fix the breakages are &pound;240+ VAT.Investigation/Fixes of 3rd party tool faults that are not a RecruiterWEB tech fault but are a fault of the third party. Investigation time is a flat rate of &pound;240+VAT; and additional dev time to fix any fault found is at &pound;50+VAT per hour.&nbsp;ConclusionComparing RecuriterWEB's service to the website supplier with no professional support plan is like comparing a recruitment company to the Jobcentre. So if you want to work with a professional service provider with extensive recruitment industry knowledge going back to 1993&hellip; then we are your supplier.*Part of GDPR compliance is you should have taken all reasonable care with cyber security. The two instances listed demonstrated you had not taken all reasonable care, so you would be in breach.

About Us

About us

Job Board Software

Job Board Website Software

Branding allows recruiters to demonstrate what makes them unique and a safe pair of hands to deliver recruitment services in their niche or niches.

Turned Into Identity

Branding allows recruiters to demonstrate what makes them unique and a safe pair of hands to deliver recruitment services in their niche or niches.

Recruiter Branding

Recruitment Branding/Copywriting

Generate more placements from Recruitment Marketing and get more candidates, clients & staff from your networks.

Turned Into Placements

Generate more placements from Recruitment Marketing and get more candidates, clients &amp; staff from your networks.

Recruitment Marketing

The goal of all SEO is to find sites with the rankings you want, then perform our SEO better to take their rankings and put you in their place. The secondary goal is to find your site rankings for money-making terms not used by others. SEO spread across these two goals will lead to new clients, new candidates, past clients, and employers you lost track of re-engaging with you. All of which leads to perm, temp, contract or interim placements fees.

Recruitment SEO plan 1

The goal of all SEO is to find sites with the rankings you want, then perform our SEO better to take their rankings and put you in their place. The secondary goal is to find your site rankings for money-making terms not used by others. SEO spread across these two goals will lead to new clients, new candidates, past clients, and employers you lost track of re-engaging with you. All of which leads to perm, temp, contract or interim placements fees.This plan is for recruiters in semi-competitive markets, concentrated regional niches/locations or highly competed for markets who want to grow SEO rankings but at a slower pace than higher-paid campaigns would deliver.Plan Overview<ol><li>Full SEO Audit: Comprehensive analysis of the website's current SEO status</li><li>Competitor Analysis: Conduct an in-depth competitor SEO analysis to target their rankings.</li><li>SEO Tracking Setup: Implement and configure SEO tracking tools and begin detailed performance tracking.</li><li>Keyword Research: Detailed keyword research and competitive analysis to expand your ranking horriszons.</li><li>Content Creation and Optimisation: Create new, high-quality content and continuously optimise existing content tied to keyword research.</li><li>Quick Fixes: Implement metadata fixes and image alt text.</li><li>On-Page SEO: Optimise critical pages and an agreed-upon portion of additional pages.</li><li>Content Strategy: Develop a content strategy based on keyword research.</li><li>Link Building: Develop and execute a comprehensive link-building strategy.</li><li>Quote for any Tech SEO updates: Ensure the tech is technically following best practices.</li><li>Performance Review: Analyse SEO performance data and provide a detailed report.</li><li>Strategy Adjustment: Adjust SEO tasks 4-10 each month to keep the SEO plan on track</li></ol>Critical KPIs to Track:<ol><li>Organic Traffic: Monitor the number of visitors coming from search engines.</li><li>Keyword Rankings: Track the rankings of targeted keywords.</li><li>Bounce Rate: Measure the percentage of visitors who leave after viewing only one page.</li><li>Pages Per Session: Monitor the average number of pages viewed per session.</li><li>Backlinks: Track the number and quality of backlinks acquired.</li><li>Technical SEO Issues: Monitor the resolution of technical SEO issues over time.</li><li>Conversion Rate: Measure the percentage of visitors who convert (e.g., apply for jobs, set job alerts, register CVs, register vacancies, etc.).</li><li>Domain Authority: Track the increase in domain authority over time.</li></ol>Typical Expected Tangible Results (Over 6 Months):<ol><li>Organic Traffic Increase: 10-20% increase in organic traffic due to quick fixes and keyword optimisations.</li><li>Keyword Rankings: Improvement in rankings for 5-10 agreed target keywords.</li><li>Bounce Rate: Reduction in bounce rate due to better on-page SEO.</li><li>Pages Per Session: Small increase in pages per session as content becomes more engaging.</li><li>Backlinks: Acquisition of 5-10 quality backlinks through initial link-building efforts.</li><li>Technical Improvements: Resolution of critical technical SEO issues, leading to better site performance and crawlability.</li></ol>8 Hour Monthly Retainer Plan &pound;699 + VAT per month

This plan is for recruiters in moderately competitive markets, or highly competed for markets who want to grow SEO rankings but at a slower pace than higher-paid campaigns would deliver

Recruitment SEO Plan 2

The goal of all SEO is to find sites with the rankings you want, then perform our SEO better to take their rankings and put you in their place. The secondary goal is to find your site rankings for money-making terms not used by others. SEO spread across these two goals will lead to new clients, new candidates, past clients, and employers you lost track of re-engaging with you. All of which leads to perm, temp, contract or interim placements fees.This plan is for recruiters in moderately competitive markets, or highly competed for markets who want to grow SEO rankings but at a slower pace than higher-paid campaigns would deliverPlan Overview<ol><li>Full SEO Audit: Comprehensive analysis of the website's current SEO status</li><li>Competitor Analysis: Conduct an in-depth competitor SEO analysis to target their rankings.</li><li>SEO Tracking Setup: Implement and configure SEO tracking tools and begin detailed performance tracking.</li><li>Keyword Research: Detailed keyword research and competitive analysis to expand your ranking horriszons.</li><li>Content Creation and Optimisation: Create new, high-quality content and continuously optimise existing content tied to keyword research.</li><li>Quick Fixes: Implement metadata fixes and image alt text.</li><li>On-Page SEO: Optimise critical pages and an agreed-upon portion of additional pages.</li><li>Content Strategy: Develop a content strategy based on keyword research.</li><li>Link Building: Develop and execute a comprehensive link-building strategy.</li><li>Quote for any Tech SEO updates: Ensure the tech is technically following best practices.</li><li>Performance Review: Analyse SEO performance data and provide a detailed report.</li><li>Strategy Adjustment: Adjust SEO tasks 4-10 each month to keep the SEO plan on track</li></ol>Critical KPIs to Track:<ol><li>Organic Traffic: Monitor the number of visitors coming from search engines.</li><li>Keyword Rankings: Track the rankings of targeted keywords.</li><li>Bounce Rate: Measure the percentage of visitors who leave after viewing only one page.</li><li>Pages Per Session: Monitor the average number of pages viewed per session.</li><li>Backlinks: Track the number and quality of backlinks acquired.</li><li>Technical SEO Issues: Monitor the resolution of technical SEO issues over time.</li><li>Conversion Rate: Measure the percentage of visitors who convert (e.g., apply for jobs, set job alerts, register CVs, register vacancies, etc.).</li><li>Domain Authority: Track the increase in domain authority over time.</li></ol>Typical Expected Tangible Results (Over 6 Months):<ol><li>Organic Traffic Increase: 20-30% increase in organic traffic due to more comprehensive keyword optimisations and technical fixes.</li><li>Keyword Rankings: Significant improvement in rankings for 10-20 target keywords.</li><li>Bounce Rate: Noticeable reduction in bounce rate due to improved on-page SEO and better content.</li><li>Pages Per Session: Increase pages per session as more engaging content is created and optimised.</li><li>Backlinks: Acquisition of 15-30 quality backlinks through targeted link-building strategies.</li><li>Technical Improvements: Resolution of critical technical SEO issues, leading to better site performance and crawlability.</li></ol>16 Hour Monthly Retainer Plan &pound;1299 + VAT per month

On-Page SEO is content, and here is a news flash; if you want more traffic, you will need more content and to manage your content to keep it fresh.

On-Page SEO otherwise known as Content

The Bread and Butter of SEO On-Page SEO is content, and here is a news flash; if you want more traffic, you will need more content and to manage your content to keep it fresh.On-Page SEO is the proverbial bread and butter of SEO work performed so that search engines can understand what the pages are and what they are about to rank them in relevant searches.&nbsp;Make sure to place your target keyword in the following locations:<ul><li>Title tag (meta title)</li><li>H1 heading</li><li>At least two H2 headings</li><li>Naturally, in the body text</li><li>Image file names and alt text</li><li>Meta description</li><li>Meta Keywords</li></ul>In terms of content specificsBroadly speaking, Recruiters have content passing through the site in the form of jobs and content which stays around longer in the form of what is written on core pages like about us, candidate landing pages, client landing pages, sector landing pages etc.The problem with job pages is that data is passing at a rate which may not encourage Googe to index it in its main engine, and in Google for Jobs, you have to remove jobs from the aggregator.Conversely, the other landing pages may be too starting to warrant reindexing for better rankings.So your recruitment business needs an active blog where you can regularly publish useful content on your site; this is non-negotiable.<ul><li>Companies who blog get&nbsp;<a target="_blank" href="https://optinmonster.com/blogging-statistics/" class="editor-rtfLink" rel="noopener">97%&nbsp;</a>more links to their websites.</li><li>Businesses that blog get<a target="_blank" href="https://blog.hubspot.com/blog/tabid/6307/bid/5014/study-shows-business-blogging-leads-to-55-more-website-visitors.aspx?_ga=2.227054165.911468166.1586729501-1582690004.1559596502" class="editor-rtfLink" rel="noopener">&nbsp;55%</a>&nbsp;more website visitors than businesses that don&rsquo;t.</li><li>Marketers with blogs are&nbsp;<a target="_blank" href="https://www.stateofinbound.com/?__hstc=20629287.ea79e44a8a6e8b7c26f3433ee2c9903a.1579375899830.1579375899830.1579375899830.1&amp;__hssc=20629287.1.1579375899830&amp;__hsfp=3838903544" class="editor-rtfLink" rel="noopener">13 times</a>&nbsp;more likely to generate positive ROI.</li><li>Google tells us that 30% of all search questions it serves are employment-related questions; blogs are you ideal place to answer those for your niche/niches. </li></ul><a href="/cm/recruitment-seo/google-for-jobs">Google for Jobs</a><a href="/cm/recruitment-seo/gain-rankings-via-site-trust-and-authority">Gain Rankings via Site Trust &amp; Authority</a><a href="/cm/recruitment-seo/technical-seo">Technical SEO</a>

On Page SEO

On-Page SEO

95% of the reason a website ranks for the keywords it does is because it has more trust and authority status with Google than other sites it competes with that have similar or similar content.

Gain Rankings via Site Trust & Authority

95% of the reason a website ranks for the keywords it does is because it has more trust and authority status with Google than other sites it competes with that have similar or similar content. To gain that trust and authority, you need a link partner strategy.<div class="entry-content"><ul><li>Create Authority Content</li><li>Make Your Content Available For Others To Use</li><li>Find Out Who Has Copied Your Text</li><li>Update Outdated Content</li><li>Replicate Your Competitors&rsquo; Best Content</li><li>Purchase Content From Other Websites</li><li>Create Content For Other Websites</li><li>Write For Local Blogs/Newspapers/Magazines</li><li>Create Local Resources/Guides</li><li>Distribute Press Releases</li><li>Find Out Who Has Copied Your Images</li><li>Supply Photos To Other Websites</li><li>Create And Distribute Videos</li><li>Create And Distribute Statistics/Charts/Graphs/Infographics</li><li>Leverage Existing Business Relationships</li><li>Provide Testimonials/Reviews</li><li>Exchange Links With Others</li><li>Feature Influential People</li><li>Join Associations/Organisations</li><li>Comment And Post On Blogs And Forums</li><li>Search For Unlinked Mentions</li><li>Create Profiles On Social Websites</li><li>Create Profiles On Business Listing Websites</li><li>Offer Discounts To Certain Groups Of People</li><li>Offer Discounts Or Bonus Items To Customers</li><li>Sign Up With Coupon Websites</li><li>Sponsor Someone Or Something In Your Area</li><li>Run Competitions</li></ul></div>These and other methods will make for natural links to your website that Google won't then penalise you for. <a href="/cm/recruitment-seo/google-for-jobs">Google for Jobs</a><a href="/cm/recruitment-seo/on-site-seo-content">On-Page SEO otherwise known as Content</a><a href="/cm/recruitment-seo/technical-seo">Technical SEO</a>

You got your site but what about all essential the traffic?

You got your site but what about all essential search rankings?

Recruitment SEO

Recruitzy is a job board for recruitment agencies to be controlled by those recruitment agencies and not a mindless corporate bent on 400% price increases.

<h4>&nbsp;</h4><h4>Unlimited job post for every recruitment agency for just &pound;300 + VAT per year.</h4>

Recruitzy the job board for recruiter by recruiters

<h2>Insights From The RecruiterWEB Team</h2>

Simple plain-English contracts with easy in and easy out terms.

Terms of business for our recruitment websites rental service

+44(0)1223 655278 For sales: darren@recruiterweb.co.uk For support: support@recruiterweb.co.uk

Contact Us / Request a Demo

RecruiterWEB takes protecting your personal data privacy seriously, and we respect and observe your rights. Our approach to privacy is summarised as follows:

Privacy Policy

RecruiterWEB takes protecting your personal data privacy seriously, and we respect and observe your rights. Our approach to privacy is summarised as follows:<ul><li>What information is being collected?</li></ul>If you make a call, or send us an email, we will take information such as your name, job title, email, phone and web address.<ul><li>Who is collecting it?</li></ul>RecruiterWEB staff will collect your information from you when you call or use our emails.<ul><li>How is it collected?</li></ul>You will either call us or you will email us. If you email, we will make return contact either by phone or return email.<ul><li>Why is it being collected?</li></ul>To answer your questions about a product and/or service inquiry.<ul><li>How will it be used?</li></ul>It will be added to our client CRM&nbsp;so that we can follow the correct procedures to answer your needs in full. Your inquiry&nbsp;will be tracked&nbsp;through a follow-up customer service methodology, which is mapped out in our CRM.That process will lead to you becoming a customer or you being placed into a long-term follow-up plan. Unless you request to have no more contact, and then we will mark your records as no further contact requested.The record is kept of companies who ask us not to call, for the purpose of identifying them for no more calls in future. But the contact details are removed.<ul><li>Who will it be shared with?</li></ul>Data held in our CRM is available only to our staff. Our staff members are trained in data privacy, and the data does not leave our CRM. Our CRM is self-made and managed in-house by our staff. We do not pass your data to third parties without your consent, and we do not sell or give access to your data to anyone other than our staff members.<ul><li>What will be the effect of this on the individuals concerned?</li></ul>They will receive a follow-up to their enquiry, and that enquiry will be tracked until the enquiry is closed, or until the opportunity to sell you products and services is no longer viable. The viability of data in our market of website sales can last typically 3-5 years. For the most part, we track companies, not individuals, and look to make a fresh introduction to decision-makers in 3-5 years if a company does not take up any of our web services. Any client wishing for no more calls is marked as no more calls clearly in our CRM.<ul><li>Is the intended use likely to cause individuals to object or complain?</li></ul>We do not think so, but we have a robust complaints procedure in place. If you do, please send your complaint direct to our founder Darren Revell by post to Technology House, 8 Crown Hill Lane, Great Cambourne, Cambridge, CB23 5AW.CookiesWe use cookies on this site from Google Analytics to measure the success of our Google Adwords campaigns, and some WordPress features require a cookie to be downloaded to operate the feature. This policy is subject to review and changes as the new data laws for GDPR and ePrivacy are rolled out so that we can make our policies compliant.&nbsp;Subject Access RequestRecruiterWEB Limited Subject Access Requests should be made to our DPO. Please make your request in writing to the following:DPO: 28 Brick Kiln Lane Shepshed Loughborough LE12 9ELSales Office: 1010 Cambourne Rd, Cambourne, Cambridge CB23 6DWRegistered Office: 28 Brick Kiln Lane Shepshed Loughborough LE12 9ELCompany No: 9995374 | VAT No: 232900535.Registered in England &amp; Wales.You will need to provide your first name, last name (previous last names if it has changed), capacity in which you think we hold your personal data i.e. client, supplier and some references to communications we have had so that we can easily identify you from people with the same name.&nbsp;<h1 class="cookie-policy-h1">Cookie Policy</h1>Effective Date: 14-Sep-2024 Last Updated: 14-Sep-2024<h5>What are cookies?</h5><div class="cookie-policy-p">This Cookie Policy explains what cookies are and how we use them, the types of cookies we use i.e, the information we collect using cookies and how that information is used, and how to manage the cookie settings.Cookies are small text files that are used to store small pieces of information. They are stored on your device when the website is loaded on your browser. These cookies help us make the website function properly, make it more secure, provide better user experience, and understand how the website performs and to analyze what works and where it needs improvement.</div>How do we use cookies?<div class="cookie-policy-p">As most of the online services, our website uses first-party and third-party cookies for several purposes. First-party cookies are mostly necessary for the website to function the right way, and they do not collect any of your personally identifiable data.The third-party cookies used on our website are mainly for understanding how the website performs, how you interact with our website, keeping our services secure, providing advertisements that are relevant to you, and all in all providing you with a better and improved user experience and help speed up your future interactions with our website.</div>&nbsp;Manage cookie preferences<a class="cky-banner-element">Cookie Settings</a> <div>You can change your cookie preferences any time by clicking the above button. This will let you revisit the cookie consent banner and change your preferences or withdraw your consent right away.In addition to this, different browsers provide different methods to block and delete cookies used by websites. You can change the settings of your browser to block/delete the cookies. 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<h1>Modern Slavery Statement</h1>1. RecruiterWEB Ltd is committed to eliminating modern slavery, human trafficking, forced labour, and similar human rights abuses.2. RecruiterWEB Ltd is committed to ensuring that its staff and any workers it supplies (directly or indirectly) are not subject to behaviour or threats that may amount to modern slavery, human trafficking, forced labour, and similar human rights abuses.3. RecruiterWEB Ltd provides appropriate training and awareness information for all of its staff. In particular: &bull; Our Board of Directors and Managers receive detailed training in identifying and resolving concerns around modern slavery and human trafficking.4. Any staff, workers or other parties are strongly encouraged to report any concerns or suspicions that they might have to the Board of Directors5. Reports surrounding these issues are taken extremely seriously by our board of directors, who are committed to ensuring that all investigations shall be prompt and effective. If our investigations reveal any issues, we are committed to taking appropriate action, including but not limited to:&bull; Working with the appropriate organisations to improve standards, &bull; Removing that organisation from our preferred supplier list, &bull; Passing details to appropriate law enforcement bodies.6. We regularly monitor our risks in this area through the use of relevant key performance indicators, including:&bull; The amount of time spent on audits, re-audits, spot checks, and related due diligence.7. As part of our efforts in this area, we publish a modern slavery statement on an annual basis. 8. We would also recommend reading this in conjunction with our other policies, including our:&bull; Corporate social responsibility policy,&bull; Ethical procurement policy,&bull; Anti-bribery / corruption policy, and this policy was adopted on January 2017 after being agreed by our board of directors It is reviewed biannually.

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Here is a list of vendors we have working knowledge of the high quality of their products and or services.

Vendors we Recommend

<h3>Here is a list of vendors we have working knowledge of the high quality of their products and or services.</h3>&nbsp;<img src="/static/imglib/itegrates-logos/tmj.png" height="75" width="200" alt="TMJ" title="TMJ" />&nbsp;The Marketing Junction <a href="https://themarketingjunction.co.uk" title="Recruitment Marketing" target="_blank" rel="noopener">https://themarketingjunction.co.uk</a>Contact: Robert Woodford Email: <a href="mailto:robert.woodford@themarketingjunction.co.uk%20" title="robert.woodford@themarketingjunction.co.uk " target="_blank" rel="noopener">robert.woodford@themarketingjunction.co.uk&nbsp;</a>THE RECRUITMENT INDUSTRY&rsquo;S #1 MARKETING CONSULTANCY<div class="lead">We know recruitment. We live it. We&rsquo;ve been doing it for years. We&rsquo;re fully in tune with the challenges you&rsquo;re facing today &ndash; and know how to overcome them to get striking results from your marketing.With The Marketing Junction, growth opportunities are yours to seize. Not only will you increase your exposure, you&rsquo;ll spend less. And the returns we can deliver on your marketing investment will be music to your ears. <img src="/static/imglib/itegrates-logos/paiger.png" height="87" width="200" alt="" /> Paiger <a href="https://paiger.co/" title="https://paiger.co/" target="_blank" rel="noopener">https://paiger.co/</a>Contact: Rohit Kapoor Email: rohit@paiger.coMaking Recruiters Smarter and FasterPaiger helps recruiters build personal brands, identify new business opportunities, attract candidates, and have better conversations. Paiger has been helping agencies drive more traffic back to Recruiterweb sites and increase your inbound traffic.&nbsp;&nbsp;</div>

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Recruitment Websites are often the first place a potential client or candidate will connect with your brand.

Why change your Recruitment Website Design?

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Why change your Recruitment Website Design?

Recruitment Websites are often the first place a potential client or candidate will connect with your brand.

So what are the top reasons we have seen why recruiters change their websites?

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