Job Boards for Staffing Agencies
How staffing and recruitment agencies can showcase opportunities and attract candidates.
Staffing agencies and recruitment firms can use job boards to centralize opportunities, attract candidates, and simplify their placement process. A branded job board becomes a 24/7 recruiting tool that works alongside your team.
What is a staffing agency job board?
A staffing agency job board is a branded website where recruitment firms list open positions from multiple clients in one place. Unlike posting on third-party platforms like Indeed or LinkedIn, an agency-owned board lets you control the candidate experience, protect client relationships, and build a searchable talent database you own.
Why staffing agencies need job boards
Centralize your opportunities
Aggregate all positions in one place:
- Contract and temp positions from multiple clients
- Direct hire opportunities you're recruiting for
- Internal positions at your agency
- All locations and industries you serve
Attract passive candidates
Build your talent pipeline:
- Candidates find you through search
- Job alerts keep them engaged
- Applications flow directly to you
- Build database for future placements
Professional presence
Establish credibility:
- Branded experience for candidates
- Showcase the breadth of opportunities
- Demonstrate market presence
- Differentiate from competitors
Staffing agency job board features
Candidate collection
Simplify your intake process:
- Applications come to you, not clients
- Collect candidate information upfront
- Screen before presenting to clients
- Build searchable candidate database
Client confidentiality
Protect client relationships:
- Post jobs without revealing client names
- Control what information is public
- Reveal client after candidate screening
- Maintain competitive advantage
Quick posting workflow
Keep up with high volume:
- Post new positions quickly
- Bulk upload from your ATS
- Template common job types
- Easy updates and renewals
Setting up a staffing job board
1. Organize your structure
Plan your categories:
- By job type: Contract, temp-to-perm, direct hire
- By industry: Healthcare, IT, admin, industrial
- By location: Markets you serve
- By specialty: Your agency's focus areas
2. Integrate with your workflow
Connect to existing processes:
- Import jobs from your ATS
- Route applications to recruiters
- Track source of candidates
- Measure job-to-placement conversion
3. Set application flow
Design candidate experience:
- Required information to collect
- Screening questions
- Resume upload
- Follow-up process
Content strategy for staffing boards
Job seeker resources
Attract and engage candidates:
- Interview preparation guides
- Resume tips for your industries
- Salary information by role
- Contract vs. permanent comparison
Industry insights
Demonstrate expertise:
- Hiring trends in your markets
- Skills in demand
- Seasonal patterns
- Market rate updates
Candidate spotlights
Build community:
- Success story features
- Placement anniversaries
- Career progression examples
- Testimonials and reviews
Managing client relationships
Confidential postings
Common approach for staffing:
- Post job details without company name
- Use descriptions like "Leading healthcare company"
- Reveal client after initial screening
- Protect your client relationships
Client-branded postings
When appropriate:
- Named client postings for exclusive partnerships
- Co-branded opportunities
- Direct-to-client applications (when preferred)
Balancing volume
Staffing boards often have high job counts:
- Use clear categorization
- Implement strong search/filter
- Regular cleanup of filled positions
- Archive vs. delete old listings
Measuring success
Track metrics that matter:
| Metric | Why It Matters |
|---|---|
| Applications received | Pipeline volume |
| Qualified candidates | Pipeline quality |
| Source of placements | ROI on job board |
| Time to fill | Efficiency measure |
| Candidate database growth | Long-term asset |
Staffing board vs. ATS
Complementary tools
Your job board and ATS serve different purposes:
| Job Board | ATS |
|---|---|
| Attracts candidates | Manages candidates |
| Public-facing | Internal tool |
| SEO and marketing | Workflow and tracking |
| Lead generation | Pipeline management |
Integration approach
Best when connected:
- Jobs posted in ATS push to job board
- Applications flow back to ATS
- Candidate records sync
- Reporting spans both systems
Getting started
- Create your board with agency branding
- Set up pricing if charging clients
- Configure job alerts to engage candidates
- Import your current job inventory
- Promote to your candidate base
Special considerations
Compliance
Ensure proper handling:
- EEO compliance on postings
- OFCCP requirements if applicable
- State-specific regulations
- Clear terms for candidates
Duplicate management
With high job volume:
- Track postings across clients
- Avoid duplicate listings
- Manage renewals systematically
- Archive filled positions promptly