Finding the right job board is only half the battle!
In today’s economic climate there is a growing trend for employers trying to recruit direct from job boards but if that’s you, are you really getting the best return on your investment? It may look simple but the world of job boards is complex and producing a brilliant job ad requires a whole new skill set. Sometimes, rather than trying to save money by doing it yourself, it’s a better idea to take a step back and invest in expert advice so that ultimately you get the best candidate and the biggest return on your investment.
The World of Job Boards
With over 900 job boards available, it is hard to know which are best for the role you are advertising. Yes, the job boards will tell you their areas of expertise and you can see how much site traffic the board gets but do you know how many candidates actually apply for and secure your type of job role through that job board?
Stats are great things, but seeing how many people looked at the ad and clicked on “apply” is one thing, understanding the quality of those candidates is another. Really the stat you’re looking for is which candidate got the job from which job board. - and that’s something a job board can’t tell you.
Even if you’re convinced that the job boards you have chosen are right for you, it’s still only half the picture. With potentially 10,000+ job ads for each job category, how do you get your job ad noticed?
There are added extras that the job boards offer to help promote your ad but do you know what they are and how to use them? Do you have an existing relationship with the key job boards that will ensure you get the best deal and the best exposure?
The truth is when you are a SME employer recruiting only a handful of roles a year, your buying power is so much less than someone posting in excess of 100 jobs a year. Ultimately the level of service will be greater for those organisations.
Also, it’s proven that your average candidate typically goes to 3 job boards when looking for their next role; usually 2 general boards and one niche. It’s really important that you not only choose the right board but that you also go out to at least 2 more to ensure you cover all bases. A one-off ad on 3 job boards can be a costly process, made even more costly if you don’t pick the right ones.
Writing a good job ad
Do you understand the candidate experience? If you don’t you could be wasting more time and money. Do you know how the candidates you’re looking for find the jobs they want?
They use key words and if you don’t know what these are, you can’t include them in your job ad and your ad simply won’t come up in the search. The job title is a brilliant example - what your organisation calls a role may not necessarily be the same as others. For example, one organisation may use the terminology “secretary” but more widely it is referred to as an administrator. Put “secretary” and you’ve just lost access to a whole host of great administrators.
So what’s the answer? How do you attract the best candidates to your organisation?
Well, the job title is critical, so are other key words such as the location and salary, but you as the recruiter must also sell the role and your organisation to the candidate. These days candidates choose a job based on the company as much as the role itself.
It all comes down to how you communicate with the candidate. Job ads might seem easy to write but good and effective job ads are difficult to achieve. The language you use is just as important as the content if you really want to engage with the candidate.
Yes, you’ll need to document the objectives of the role; the main duties; responsibilities and the reporting line but you also need to consider the person specification and the salary. Is the salary you are pitching in line with the market rate, is it in line with the responsibilities and will it attract the right candidate?
Remember the first few lines of any job ad needs to be SEO friendly, search engines will pick up on them too. If a candidate only sees the first paragraph of a job ad when searching it’s imperative that you are creative in your writing and try to draw the candidate in as quickly as possible.
Does it look like a good investment now?
So, you can see there are a multitude of things to consider when using a job board to recruit directly for a role but the question we are really asking is by doing it yourself are you saving money or losing it?
You might appear to save money in the short term but if you’re not getting the best deals from the job boards, not reaching and attracting the right candidates who will give you increased tenure in your organisation and you’re the one having to spend your time sorting it all out – is that really a good return on the investment?
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