Digital presence checklist

Recruitment agencies

Most recruitment agencies rely heavily on LinkedIn and word of mouth. Those channels work, but they have limits. The agencies that grow consistently have a digital presence that works for both audiences — attracting employer clients and quality candidates at the same time.

This checklist covers 22 items across five areas, your website, local SEO, social presence, CRM marketing, and paid advertising. Work through it honestly. The gaps you find are where your competitors are winning the briefs and the candidates you should be getting.

Areas covered
5 categories
Items to check
22 specific actions
Time to complete
About 10 minutes
Your score so far: 0 / 0
Talk to us about the gaps

Tick every item that genuinely applies to your business, not what you intend to do, but what is actually live and working right now. That honest number is the one worth talking about.

Score 19 or above and you are ahead of most local competitors. Below 12 and there are quick wins here that are probably costing you clients every week.

1

Website & dual audience

0 / 5

Recruitment websites serve two very different audiences at once — employers looking for a partner and candidates looking for a role. A site that does not clearly speak to both, with separate pathways and relevant content for each, tends to convert neither well.

Separate pathways for employers and candidates
Distinct navigation routes and landing pages for each audience, making it clear where each type of visitor should go.
Industry and sector specialisation pages
Dedicated pages for each sector or discipline you recruit in, outlining your expertise and approach in that area.
Consultant profiles with LinkedIn links
Individual profile pages for each consultant including their sector focus, background, and a link to their LinkedIn profile.
Live job board integrated on the site
A current list of active roles hosted on the website, updated regularly and searchable by candidates.
Client success stories and placement case studies
Examples of successful placements or recruitment projects, published with enough detail to demonstrate your capability.
2

Local & sector SEO

0 / 5

Employers searching for a recruitment partner and candidates searching for roles both start on Google. Ranking well for the right combination of sector and location is how agencies get found by the clients and candidates that matter most.

Google Business Profile active and complete
A verified Google listing with photos, services, office hours, and a full business description.
"Recruitment agency [sector] [city]" keyword pages
Website pages targeting specific combinations of sector and location that your ideal clients and candidates would search for.
Blog covering hiring guides and salary surveys
Regular content published on the website around recruitment topics, with salary data being particularly effective for search and sharing.
LinkedIn Company Page active and posting regularly
A company page on LinkedIn with regular posts covering industry news, roles, and thought leadership content.
Listed on industry directories and job boards
Your agency listed on platforms such as Seek, Indeed, and relevant industry directories with consistent contact details.
3

Social & employer branding

0 / 4

In recruitment, trust is built before a conversation happens. The agencies that win the best clients and attract the best candidates are the ones whose online presence consistently reflects their expertise and culture. LinkedIn is the primary platform, but it works alongside everything else.

LinkedIn organic strategy for team and company
A coordinated approach to content on LinkedIn, with both the company page and individual consultants posting regularly.
Candidate success stories published regularly
Posts or articles featuring the outcomes of successful placements, with appropriate detail and a quote where possible.
Employer brand content aimed at client attraction
Content that demonstrates understanding of the employer's challenges, such as hiring market insights or sector commentary.
Job ads formatted for social sharing
Active roles written and formatted in a way that makes them easy to share on LinkedIn and other platforms.
4

Database & CRM marketing

0 / 4

A recruitment agency's database is one of its most valuable assets. The agencies that place faster and retain clients longer are the ones that stay in regular, relevant contact with both candidates and clients — not just when they have a role to fill.

Candidate email newsletter covering new roles and market tips
A regular email sent to active and passive candidates in your database with relevant roles and industry content.
Client email nurture covering market insights and hiring tips
A regular email sent to existing and prospective clients covering recruitment market data, salary benchmarks, or hiring guides.
Automated job alert system for candidates
An automated notification sent to registered candidates when a new role matching their profile is listed.
Quarterly salary or market report emailed to clients
A structured report covering salary benchmarks and market conditions in your sector, sent on a regular cadence.
5

Paid advertising

0 / 4

Paid advertising in recruitment serves two functions: attracting employer clients and attracting candidates. Both require different platforms and targeting strategies. LinkedIn is typically most effective for hiring managers, while Google and Meta work better for candidate attraction.

LinkedIn Ads targeting hiring managers and HR leaders
Paid ads on LinkedIn targeted by job title, company size, and industry to reach the people who make recruitment decisions.
Google Ads for candidate and employer searches
Paid search ads appearing when candidates search for roles or employers search for recruitment services in your area.
Meta Ads targeting passive candidates and local employers
Paid ads on Facebook and Instagram targeted by job title, industry, and location to reach people not actively job searching.
Remarketing to employers and candidates who visited the site
Ads shown to people who visited your website but did not submit a role brief or register as a candidate.
Overall progress0%

Where to start if you scored under 12: the items that move the needle fastest are your LinkedIn presence, your sector-specific website pages, and your database marketing. Most agencies underinvest in all three. Get those working well before spending on paid advertising.

Your result
0 / 22
0% of items complete

Work through the checklist above to see your result.

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