SEO for recruitment agencies: help employers find your expertise.

Give employers a reason to contact your agency

Look at your website as an employer with a role to fill. Can they see which roles you recruit, where you work, and why your consultants are suited to the hire?

If those answers are hard to find, start there. A page about your experience recruiting allied health professionals in regional Victoria gives a prospective client more to assess than a general statement about finding great people.

Recruitment agency SEO also needs accurate job listings and useful candidate information. I would improve the pages closest to an enquiry before adding a large article schedule.

Help employers and candidates find their next step

Employers need help filling a role; candidates need help finding one. Give each a clear route through your site, with separate ways to submit a vacancy and apply for work.

Some pages will serve both audiences. A salary guide can help an employer set a budget and a candidate assess an offer, so include appropriate next steps for both.

Agree which enquiries the business needs most before assigning a content budget. The wider recruitment agency growth guide considers how marketing supports both sides of the business.

Choose topics your consultants can answer well

Use recent client and candidate conversations to choose page topics. Check the search terms people already use to find your site, and ask your search specialist to assess demand for the gaps.

These examples are starting points to adapt to your specialisation:

• A page explaining your recruitment service for a role and region you cover, such as allied health recruitment in regional Victoria.
• A salary guide for a role you regularly place, with a date and a clear source for the figures.
• A hiring guide that answers a recurring question, such as which experience to prioritise in a first data engineer.
• A page of current vacancies for candidates seeking a particular type of work.

Choose a manageable set and make each page useful. A reader should be able to act on the advice or decide if your agency can help.

The guide to getting recruitment clients covers the follow-up after an employer gets in touch. For advice about presenting a client’s employment offer, see employer branding for recruitment agencies.

Keep vacancies accurate when roles close

Ask your website or recruitment software provider to show what happens when a vacancy closes. A candidate should be able to tell that applications have ended and find any relevant open roles.

Google requires expired jobs to be handled through an expiry date in the page’s job information, removal of the page, or removal of the extra job information supplied to Google. Your provider should apply the appropriate option and check that it works. Google’s job posting guidance sets out the technical requirements.

You can also keep a lasting page for a role you recruit regularly, such as nursing jobs in Melbourne, and list current vacancies there. Keep each individual vacancy on its own page; Google’s special job information applies to a single job, rather than a list of jobs.

This gives the owner a practical check: open one live vacancy and one closed vacancy with your provider, then confirm that the candidate and Google receive accurate information.

Make your specialisation clear on the page

Explain the roles and seniority levels you recruit, the locations you serve, and who will handle an enquiry. Add relevant placement examples or client feedback where you have permission.

For salary advice, state when the information was collected and what it covers. If the figures come from a small set of placements, say so beside them. Readers need to know if the advice fits their role and market.

Create separate location pages only when you can offer useful local detail about a market you serve. Name the consultant responsible and explain the work your agency handles there.

Finish employer pages with a clear invitation to discuss a vacancy. Check that the contact form asks for enough information to arrange that conversation without making the employer complete a full brief.

Use clear answers for readers and AI search

Google’s AI answers can include links to supporting pages. Its guidance for AI features says the usual SEO practices still apply and no special optimisation is required. Inclusion is not guaranteed.

Answer the reader’s question early, explain the evidence, and keep the page current. These are useful editorial choices; a particular answer length or format cannot promise a citation.

If AI search is part of your marketing work, ask to see examples of where your agency appears and what information is being quoted. Multiply’s AI search visibility service covers that review alongside search and enquiry reporting.

A specialist recruitment site gained search visits

Multiply built the positioning, website, and content for AI Talent on Demand, an Australian AI and technology recruitment specialist. It recorded 22 clicks through unpaid Google search results in February 2026 and 557 in July 2026.

Source: Google Search Console, all countries. The site launched in November 2025, and the SEO programme began on 24 March 2026. The comparison starts with a small audience. These are search visibility metrics, not placement or revenue results.

The example supports a narrower conclusion than a promise of new clients: more people reached the website through search during that period. Employer enquiries and placements need their own records.

Ask what search contributes to the business

Review employer enquiries and candidate applications separately. For employers, record which enquiries became meetings, briefs, and placements; for candidates, review applications against the roles you need to fill.

Use search visits and the pages people found to help explain the results. A busy salary guide deserves a closer look if it produces few relevant enquiries: check who it serves, the advice it offers, and the next step on the page.

Record how enquirers heard about you when possible. Some will have encountered your agency several times, so treat an incomplete record as incomplete when judging the return.

Start with a small set of improvements

Use the first 90 days as a work schedule, with a review at the end. It sets a pace for the work rather than a deadline for rankings or new briefs.

1. Review the website: identify missing information on your main employer pages and check what happens to closed vacancies.
2. Fix the essentials: make the specialisation and enquiry route clear, and have your provider correct any vacancy problems.
3. Publish one useful guide: answer a recurring hiring question with a consultant who knows the role and market.
4. Review the response: look at relevant enquiries and search visits, then choose the next improvement.

Ask for a named owner for each task and a clear description of what will be delivered. This is part of Multiply’s recruitment marketing work.

Sources: Google Search Central’s job posting requirements and AI features guidance, checked 10 September 2026; AI Talent on Demand case study for the client result. The work schedule is editorial advice.

Frequently asked questions

Is SEO still worth it for a recruitment agency?

Assess it against the employers and candidates you need to reach, the work required, and the enquiries it produces. If your specialisation is poorly explained online, improving those pages gives you a useful starting point. Search traffic alone cannot establish the commercial return.

How much does SEO typically cost in Australia?

Multiply Labs works differently to a traditional agency selling SEO as a standalone service. The team provides fractional marketing support across your full funnel: attracting employers through search and paid ads, improving your website, and following up enquiries. The scope and fee depend on the support your business needs to turn that interest into client meetings and briefs.

Which recruitment website pages should I improve first?

Start with the pages that explain your main specialisations and help an employer contact you. Keep live vacancies accurate, then choose a hiring question your consultants can answer with useful evidence. Review enquiries before expanding the publishing schedule.