Why every growing company needs a scalable website for successful hiring and engagement

Recruitment website design and development is not something you hear a lot about. But for a company intending to recruit top-tier talent, it’s not something you can afford to overlook.

Whether you’re on the recruitment or job-seeker side of the table, things are rough out there right now. In a climate where so many are out of work, emotions are running high, and it’s more important than ever for growing companies to build trust and establish transparency in the hiring process.

Let’s take a look at why your growing company needs a scalable website for hiring and how to make that happen.

Understand the task of designing a good site

We’ve already alluded to the difficult job market, whether you’re looking for work or hiring. But let’s look a little deeper into what’s going on.

Tech layoffs started surging in 2022 and have continued to hemorrhage. Crunchbase reports that 93,000+ tech jobs were lost in 2022. That number jumped to 191,000 in 2023 and remained heavy at 95,667 in 2024. The trend continues in 2025, with 223 tech sector employees already laid off in the first 2 weeks of the year.

Media and journalism jobs have also been hit hard, with approximately 4,000 jobs cut across U.S. and U.K. media platforms in 2024.

According to the Bureau of Labor Statistics, the average time to find a new job is 5-6 months. Many job seekers have taken to LinkedIn and Reddit to express their frustration with the inhumane way they feel they were laid off and the recruitment process of hiring companies.

Needless to say, a lot of trust has been broken. The landscape is turbulent, and your thoughtful approach to recruitment website development will help ease the gap.

It’s not enough to throw up a career website and hope for the best. Talent needs to feel they can trust the process and that you won’t try to deceive them or—even worse—lay them off again if they land the job.

How to focus your recruitment website development

So, where should your focus be? These steps will put you in the position to win talent and scale as your business grows.

Transparency

CareerPlug’s 2024 Candidate Experience Report revealed that hiring experience is very important to job seekers. When asked to rank the importance from 1 to 10, the majority ranked hiring experience between 7 and 10.

When asked what made a candidate experience negative, the top responses were tied at 26% for salary and job responsibilities not matching expectations. The third highest reason, at 18%, was a bad experience with someone during the hiring process.

These unmet expectations aren’t necessarily due to candidates not doing their homework. 

A study by Resume Builder shows that 40% of hiring managers have lied to candidates about the role, financial health of the company, and career development opportunities, among other misinformation. 

If these are the kinds of experiences job seekers have, your company will stand out by simply telling the truth.

Be transparent about the application process. Give details on how long it will take for the applicant to hear a response, and keep your word.

Layout the precise steps of the interview process, an honest salary range, and an accurate description of the role.

Set the expectation for trust and respect upfront. Even if some candidates are not the right fit, they will leave with a positive experience of your company and open the door to a possible partnership in the future.

Good design and user experience

Being transparent is the best step towards gaining trust. However, a frustrating user experience can also be a negative indicator for some potential candidates.

If the path to apply is not simple and clear, open job postings are buried, or the dreaded fill-in form is requested after a resume has been uploaded, talented job-seekers may be too frustrated to continue the process.

Chani, an astrological app, is a great example of transparency and good design.

Their company perks are listed in a bulleted list, outlining what every employee can expect. Open roles are located directly below, with clear instructions on how to apply.

Be informed about the design process in your company. Walk through the Job Board, application forms, and the whole online application experience a candidate is expected to undergo.

If it’s overly complex and not intuitive, make changes.

Building a recruitment website for future success

So far, we’ve talked a lot about the importance of recruitment website development for hiring and engagement, but what about scalability?

Creating a scalable website matters because your business’s ultimate goal is growth. When your business grows, so will the recruitment needs of your career sites.

Developing your recruitment website with scalability in mind is essential for several reasons.

Traffic capabilities – You want traffic to your site—lots of it. Your site’s infrastructure must be able to handle traffic spikes and maintain speed and functionality during them. Your website is your company’s greatest marketing asset. If it is clunky and frequently crashes, it’s not a good look.  

Centralized data –The more users your site has, the more data you must manage. This is where tools like Dynamics 365 Business Central can support your recruitment efforts. You can track applications, manage employee onboarding, and even integrate payroll operations—all within a single platform. Less time managing disjointed systems means more time building meaningful relationships with candidates and employees.

Dynamic content – Everyone understands the significance of good, well-optimized content in the value of a website. But as you scale, you need more dynamic content to stay relevant and engaged. Build your recruitment website designs to allow for the seamless integration of dynamic content into your CMS.

Build the culture you’re selling

An amazing recruitment website does nothing if the talent you hire walks into the office on day one and sees that the company’s culture is nothing like the recruitment process. 

Most of us have had that sinking gut feeling on the first day of a new job that just doesn’t feel quite right. You start the day with a bit of apprehension but mostly high hopes. Throughout the day, that hope gets dimmer and dimmer until you’re driving home with a knot in your stomach, mind screaming, “What have I done?”

In the Forbes report we referenced earlier, nine of the 10 hiring managers who intentionally misled candidates about the job they accepted saw 55% of their new hires leave within three months.

Staying at a job that makes you miserable starts making your whole life miserable. And trust, once broken, is very difficult to re-establish. Especially in a job market where many are already side-eying hiring managers, expecting to be misled in some way.

The simple solution is to build the culture you’re selling to potential candidates. If your company truly is a great place to work, you don’t have to lie on your website or at any stage in the hiring process. So start here.

Open communication 

Open communication fosters an environment where collaboration is encouraged and everyone is comfortable enough to participate. With remote teams, tools like an employee app can streamline communication and collaboration, offering features that allow your team to stay updated and engaged no matter where they work.

Show trust and get trust

Trust is complex in any relationship. Research from MIT Sloan shows that employees who trust their employers are 260% more motivated at work and 50% less likely to look for another job.

But 1 in 4 workers don’t trust their employer.

It’s up to you to set the tone for trust, starting on your career website and continuing through the hiring process and the candidate’s continued employment.

Fostering trust in applicants begins with:

• Delivering on promises
• Acknowledging effort
• Actively listening
• Leading by example
• Being transparent
• Being consistent
• Being respectful
• Owning fault

Keep expectations fair

How balanced is your organization in terms of workload? A better question is, how do you know? Do you rely on reports from your managers or feel satisfied by vanity metrics reflected in monthly KPI meetings? Work on developing objective models to evaluate if your workload expectations are fair.

Integrating tools like employee monitoring software provides insights into productivity trends and workload distribution, helping create a more balanced and supportive work environment.

Help with recruitment website development

Finding and retaining good talent can be tough, but recruitment website development doesn’t have to be. Easy WordPress sites are the name of our game, and we’ve perfected the art of set-it-and-forget-it powerhouse websites.

WordPress is the most trusted recruitment website builder on the web, and we’re here to ensure you have zero issues with infrastructure, speed, and hosting.

EasyWP effortlessly allows you to customize your site however you want, and we give you the power to grow as big as you can dream. Try EasyWP for free now.

About the author

Guillaume is a digital marketer focused on handling the outreach strategy at uSERP and content management at Wordable. Outside of work, he enjoys his expat life in sunny Mexico, reading books, wandering around, and catching the latest show