Getting results from job boards
| Pages | 4-4 |
| Date | 01 November 2004 |
| DOI | https://doi.org/10.1108/14754390480000567 |
| Published date | 01 November 2004 |
| Author | Job Broker |
| Subject Matter | HR & organizational behaviour |
4Volume 4 Issue 1 November/December 2004
e-HR
,
How technology is changing the way HR works
Getting results from job boards
A
s online recruitment advertising
continues to gain in popularity
and the market becomes
increasingly saturated by Internet job
boards, how can recruiters ensure that
their vacancy receives top billing to
attract the right candidates? This article
considers how employers can make the
most of their Web recruitment efforts.
There are a number of key factors
that recruiters should consider when
choosing which job board(s) to
advertise their vacancies with to ensure
optimum success levels. In particular
there are two important starting points
to consider when deciding on which
board to choose:
•Ascertain your best estimate of the
likely number of vacancies your
organization will advertise over the
next 12 months.
•Are your vacancies likely to be
focused on a specialist sector, such as
financial services, or do you have a
wide variety of vacancies?
Consider your previous 12 months
recruitment activity to indicate your
projection in terms of budget, numbers
and type of vacancy. When armed with
this information, only then can you go
forward to ensure that you get the very
best results for your organization.
Getting top billing
Once you have made the decision which
boards to advertise your vacancy with,
the next key element in getting it right
is to ensure that your jobs are posted in
a particular manner to ensure that they
receive top billing and attract the right
candidates.
CV searching is an excellent way to
proactively source suitable candidates
for your vacancy. Instead of posting
your job and waiting for the response,
recruiters can take advantage of the
many thousands of CVs.
There are also several factors which
can hold the key to an effective job
posting, relevant response and,
ultimately, vacancies that are filled by
the right candidates:
Try to use your keyword(s) as many
times as possible in your written
advertisement to ensure a high level of
keyword saturation. Advertisements
which have a higher matching ratio
against keywords searched will
normally appear higher than those with
a low saturation level.
Also, check the duration of your job
posting. Each site differs in the length
of time your vacancy will be displayed,
normally ranging from seven to 28
days. As new jobs are posted it’s likely
that your vacancy will make its way
down the list of matches. To ensure top
billing check your vacancies every
couple of days, and if necessary repost
using a new description to attract
attention.
What’s in it for me?
Ensure that your vacancy is attractive.
One of the most common mistakes
made by recruiters is to focus on a list
of organizational needs and wants
without paying enough attention to
candidate attraction. Why would the
candidate want to come and work for
you? Use at least one third of your
advertisement to inform the candidate
of the benefits and increase your
chances of attracting the best.
Monitor end results from job boards.
To ensure that your organization is
getting good value from your chosen
boards, it’s vital to monitor the end
results. Many recruiters find that the
response levels from online job boards
are far higher than through traditional
methods such as newspapers and
industry magazines, and this is expected
to increase as more and more
jobseekers take their search online.
With an overwhelming response
recruiters can very quickly find
themselves swamped by applicants and
take their focus off of the desired end
result of a candidate placement.
Take professional advice when
choosing your job board(s). Use the
knowledge provided by the online
recruitment industry and specialist
providers when deciding on the best
job board for your business.
You may want to consider
outsourcing your vacancy responses.
Outsourcing parts of your recruitment
campaign to a third party is becoming
increasingly popular. Whether you have
a single or multiple vacancies to
advertise, using a job board together
with a specialist outsourcing
organization can provide a cost-
effective alternative to traditional
bricks and mortar professional
recruitment organizations.
Job Broker is a consultancy specializing in
online recruitment. Its aim is to save the
corporate or professional recruiter time
and offer high levels of efficiency,
flexibility, speed and quality of service.
JOB BROKER
© Melcrum Publishing Ltd. 2004. For more information, go to www.melcrum.com or e-mail info@melcrum.com
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