The reason we place online job posts is to attract applicants, so it’s vital that we put them in the right place. The posting bit is easy enough but figuring out which job boards yield the best results isn’t.
Selecting job boards for each job post should be part of the planning in your recruitment process.
Each vacancy is different, and you need to attract different types of candidates. Selecting the same job boards for all online job posts means that you’re going to lose out on finding the best applicants, and you’re going to waste time and money.
Your online job posting must be where your market is
Job seekers go where they find what they’re looking for, and so must you.
With so many job boards available, people quickly figure out where the type of jobs they’re looking for are posted, and that’s where they’ll go.
Considering that most job seekers are either currently employed, or are students, few have time to spend hours scrolling through pages and pages of vacancies.
People usually scroll through online job posts at tea time, during their lunch break or in the evenings. Time is essential, so your post has to be in the right place at the right time to yield the best results.
According to The Wall Street Journal, job seekers spend an average of 49.7 seconds before dismissing an online job post as a poor fit, and 76.7 seconds on posts that appear to match what they’re looking for.
Poorly placed job posts cost you
Apart from the financial burden of choosing the wrong media for your online job posts, time lost can’t be quantified.
Unfortunately, it takes a good few days before you realise that you’re not getting the response you want, or that the majority of applicants are unsuitable. Lost and wasted time is very costly, but often overlooked until you feel the pinch on your bottom line.
Apart from days wasted waiting for the rights applicants, consider your time screening applications as well as the time taken to post your jobs online. And then there’s the time lost to fill the vacancy and the pressure that places on existing employees.
So what’s the secret?
Realistically identifying your ideal candidate!
Take some time before you post your job online to understand the ideal candidate and where they would be looking for new job opportunities.
That done, select media platforms where you believe your ideal candidate will find you (or you’ll find them).
Many recruiters make the mistake of thinking that if you spread the net wide, you’re bound to get the best talent in the mix. Wrong!
Spreading the net wide might have worked well back in the days of print media, but not anymore. You have to align your recruitment process with current trends.
With everything being available online, people want quick results and have developed a very short span of attention. No one is going to loiter around online trying to find your job post.
While getting loads of applications might seem like something’s happening, the reality is that it is probably just a lot of time wasting. Many applications, but equally as many regrets. What you want are fewer, quality applications.
Wouldn’t it be wonderful if you could place one or two online job postings and have 90% of the applicants converted to potential candidates? Just think of how much time and money you would save and how smoothly your recruitment process would run.
Well, that’s no longer wishful thinking!
It’s about managing the distribution of job posts
If you’re still relying on spreadsheets and an electronic diary to manage your online job posts, you’ll end up being outrun every time.
The business environment is fast-paced, and technology is speeding it up daily.
If you’re going to try to manage multiple job posts manually, you’ll run out of time. Once you’re facing time constraints, you become more likely to adopt a one size fits all approach to your recruitment process.
All job posts get distributed across multiple job boards, and then you sit back and hold thumbs that the best talent will pop up in your mailbox. Taking this approach puts you at a disadvantage in so many ways.
Today distribution doesn’t work like this anymore!
Job board software tools can save the day
You can’t survive in a world driven by technology if you’re going to try to control online job postings manually.
Job board management and distribution tools like WaveTrackR are readily available to be integrated with your recruitment process and streamline your job postings.
All your advertising kept in one place, including media contracts, frees up valuable time. You’ll also have access to reports and information in real time based on your hiring needs. Depending on the specific requirements of different vacancies, you can get information on which media is most likely to generate the most suitable applicants.
With this type of information readily available, you’ll have more time on your hands to compile your job descriptions correctly so that you can understand what your ideal candidate will be.
Knowing exactly what type of candidate you’re looking for before you place your online job postings in different media channels will save you time and money. More importantly, though, is that you’re more likely to find the right candidate first time, eliminating the necessity to repeat the whole process any time soon.
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.
Marketing Executive at Wave.