Recruitment and staffing firms need visibility with two audiences: candidates looking for jobs and employers looking for hiring partners. For candidates, the key is job pages that are crawlable, marked up with JobPosting structured data so they can appear in Google’s job search experience, and removed or marked as expired when filled. For employers, it is clear service pages by industry and role type, honest information about process and fees, and evidence of placements. Both audiences check reputation, so consistent profiles and genuine reviews matter, especially in a market where fake job offers are common.
For candidates: job pages that get found
- Give every open role its own crawlable page with the full description in HTML.
- Add JobPosting structured data with title, description, datePosted, validThrough, hiringOrganization and jobLocation, and salary where you can share it. Google shows eligible jobs in its job search experience, which is available in India.
- When a role is filled, remove the page, return a 404 or 410, or set validThrough to a past date and remove the markup. Google’s guidelines require expired jobs to be removed from structured data.
- Use remote work properties for remote roles, and accurate locations for others.
- Do not post roles that do not exist to collect CVs; it breaks Google’s job posting guidelines and damages trust.
For employers: pages that win hiring mandates
| Page | What to state |
|---|---|
| Industry pages | The sectors you recruit for, typical roles and why you know the market |
| Role-level pages | Permanent, contract, executive search, volume hiring; how each works |
| Process | Steps, timelines to a shortlist, how candidates are screened |
| Fees | How fees are structured, even if exact numbers vary |
| Evidence | Placements by industry and level, time-to-fill figures you actually measure, client quotes with permission |
Employers ask assistants questions like “IT recruitment agency in Pune for mid-level Java developers with a two-week shortlist”. Pages that state specialisms, process and timelines are the ones assistants can match.
Reputation and trust
- Keep company details consistent across your site, LinkedIn, Google Business Profile and job portals.
- Collect genuine reviews from placed candidates and clients; many candidates check employer review platforms such as Glassdoor and AmbitionBox.
- Publish a clear warning about fraudulent job offers: that you never charge candidates fees, if that is your policy, and how to verify a genuine message from your team.
- Show your registration details and physical office addresses.
Content that builds authority
- Salary guides based on your own placement data, with the method stated
- Hiring market updates for your sectors, dated
- Candidate guides: CVs, interviews and notice periods in your industries
Salary data from your own placements is original information that both employers and assistants value. See first-party evidence.
Technical points
- Job boards built with JavaScript often hide job descriptions from crawlers; render them on the server. Test with our AI crawler access checker.
- Filtered job search URLs should not create thousands of indexable pages; see faceted navigation SEO.
- Use the Indexing API only as Google allows: it supports pages with JobPosting markup, which suits fast-changing job listings.
Frequently asked questions
Should jobs be posted on our site or only on job portals?
Both. Portals bring volume; jobs on your own site with structured data build your visibility and can appear in Google’s job results.
Can we include salary ranges?
Where clients allow, yes. Salary information makes listings more useful and can be shown in Google’s job results.
How do we compete with large job portals in search?
Specialise. Pages and content about specific industries and roles, with real data, can outrank general portals for specialist searches.
Sources
- Google Search Central, “Job posting (JobPosting) structured data” and job posting content policies
- Google Search Central, Indexing API documentation (supported page types)