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How to find the right job board to advertise on

Job Boards

Job boards are an essential tool for recruiters. In the UK recruiters can choose between countless paid and free job boards, but with so much choice, which is right for you? More importantly, which job boards will bring you the best candidates at a reasonable price?

Posting your job adverts on the wrong job portals can lead to loss of income as the time to hire drags on, and you can’t attract the right candidates. And if you’re not tracking the ROI on your media buying, you’ll only realise that the job boards you’re using aren’t delivering after the damage is done.

But there are steps that you can take to ensure that you choose the right job boards up front.

10 Points to consider when selecting job boards

Just like recruitment agencies, job boards come in two categories, generalist and specialist. It’s essential that you choose the right category of job board to suit your agency. Whether you’re already contracted into job boards, or if you’re looking for new ones, here are 10 points to consider:

  1. Understand what you need: in a pressurised agency environment it’s easy to fall back on the job boards you know, but do they meet your needs? Do they offer the features that work for you, or are you wasting time duplicating tasks? Each recruitment agency has its own systems. Make sure that the job boards you choose both integrate with and compliment your structures.
  2. Understand your candidates: it’s easy to assume that job seekers will find your post, but you need to move beyond assumption if you want to be successful. Specialist and executive candidates don’t visit generalist job boards. Their skills are in demand, so they’re not going to spend hours scrolling through job boards. They stick to specialist portals as passive candidates and set alerts for what they’re looking for.
  3. Your employer brand: consider how each job board projects your employer brand. Compare how your brand on the job board compares to who you really are. How your brand comes across to candidates can be a clincher when they decide whether to click apply or move on.
  4. Keep abreast of trends: same-old, same-old is comfortable, but comfort isn’t going to attract top talent. Make a habit of monitoring advertising trends and keep your job adverts on the cutting edge of change. Also, focus on mobile options offered by the job portals. If your job adverts are not functioning on mobile, you’re losing a considerable chunk of potential candidates.
  5. Visitor profile: confirm the visitor profile of each job board. Ask for analytics on the skills of their jobseeker pool as well as demographics. There’s little value in posting job adverts if the wrong candidate profiles are the only people who’ll see them. Can they match their marketing statistics with actual statistics?
  6. Become a candidate: test the job board to see the job seeker experience. Are the search options user-friendly and how difficult is it to find your job adverts? Internet users are becoming more sophisticated and aren’t willing to wade their way through a myriad of steps to find what they want. If the job portal is using outdated processes, you’re at a disadvantage. Forewarned is forearmed.
  7. Check out your competitors: are your competitors advertising on the job board, or are there lots of vacancies advertised that are similar to yours? If the answer is none of the above, the job board is probably not right for you either.
  8. Interactive support: it’s vital that recruiters have access to support on technical issues as well as content. Support means a team of experts that are available at the very least during standard business hours. Having interactive support is crucial to ensure the continued flow of your business.
  9. Compare pricing: you could be amazed by the value for money results, especially if you’ve been supporting the same job boards for years. Different service providers could offer you a better package, more features or a lower rate. You could even qualify for a discount or better price on an existing contract, but if you never ask you’ll never know. Don’t be afraid to renegotiate.
  10. Don’t fear change: many great opportunities lie on the other side of fear. Don’t be afraid of wiping the slate clean and changing the way you approach job boards entirely. Remember that candidate expectations are continually evolving; make sure your agency is doing the same.

Moving beyond the job board challenges

Without the support of decent job boards, no recruiter can deliver what is expected from them. Unfortunately keeping abreast of job board trends, monitoring performance and contract negotiation are often peripheral to finding top talent and meeting the client’s expectations.

By partnering with a recruitment advertising agency and utilising multi-job posting software, you can bring all your recruitment advertising into one space making it more convenient and allowing you to focus on what you do best: finding the right candidates in the shortest time possible and reducing time to hire for your clients.

Wave helps consultancies attract more talent by using a mix of data and creativity to maximise candidate attraction. Our core Build, Buy, Post offering comprises of recruitment website builds, media buying on all job boards and multi-posting and advertising analytics.

If you want to find out more about how Wave can help you, get in touch or have a read of our blog posts.

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