Job Advertising Boards Need To Be Selective Too To Attract The Best Applicants

Job Advertising Boards Need To Be Selective Too To Attract The Best Applicants

With the effects of the recession still being felt across a whole swath of industries, it is no wonder that there are tens of thousands of job seekers who are distributing their resumes to whoever will receive them and to whatever job search websites will accept their resumes. Employer job posting sites online are plentiful and it is the job posters dilemma which job advertising site to use to attract the best of qualified job seekers.

In a perfect world, all job applicants would find well paying jobs that would enable them to save up for grand vacations while working for just a few hours a day. The reality though is that for every company or recruiter that post job vacancies, there are tens of dozens of applicants and the employer has the task of sifting through the details of the qualified applicants to arrive at the best hire possible. Free job posting sites vary in terms of sophistication and reach. There are sites that are industry specific and there are websites with more general classifications for job openings. Although an employer can and does advertise in the Sunday paper, the Internets global reach has allowed employers and job seekers alike to find the best possible matches over a wide geographical area.

The important thing in looking for the right hire is to understand the market place as an employer or recruiter. From a recruiters point of view, it is important to do extensive research on which companies have the best reputations as places to work in. For a job board, it is important to generate a reputation among users that it is a site that has a solid employer listing. Recruiters or employers can also make use of large generic job boards which can be used to supplement specialist boards. The specialist board would be for candidates suited for specific or specalised job requirements. Job boards will only ever find candidates who are actively looking and passive candidates need to be attracted through more innovative ways. To find better candidates for a specific job listing, a recruiter or employer should also look for passive candidates. These candidates tend to not post their resumes on the big portals but like to be head hunted and so use the free job sites that are available. Each search should be tailored to the specific candidate the recruiter is looking for. Advertising has always worked and will continue to do so. It is an expensive proposition, however.

Most major job boards quote prices depending on quantity. Higher job posting volumes will effectively result in lower the unit costs. For the employer or recruiter the, it will be quite important to determine the overall job requirements in order to get the best possible price. Initially, an employer should take advantage of trial opportunities. Trials are usually offered at heavily discounted prices and they are a good way of building the companys profile. Candidates usually spread their net wide and advertise themselves on several job boards. Savvy applicants narrow their markets and are selective in the job opportunities that they apply for. They take look at the different job boards and post their resumes on those that seem to offer the most promise. The employer recruiter should then monitor responses to the job posting by the number of applications and qualified candidates over a given period. There are sites nowadays that allow a recruiter to advertise and post a large number of job candidacies and charge only for specific applications that pass through the portals filters.

If the job advertising requirements are for experienced or executive level candidates, it may be better to stay away from traditional job boards altogether and target instead the passive candidates mentioned earlier. These are qualified candidates who are not actively looking for a job. Identifying these candidates is the task of the recruiter, who should have built up a database for just this purpose and constantly updates it. More often than not, the candidates that are found through this method are going to be better than applicants applying from a job board. In some cases however, posting on a job board makes sense. Job search websites that are not solely a destination for job seekers can attract the passive candidates that a savvy recruiter targets. LinkedIn is one example of free job posting sites that have a large population of job seekers and passive candidates and post job vacancies in links found on its pages. More specialised sites, such as sites that devote themselves solely to medical devices, attract a large population of talented individuals and the pages of the site have employer job postings inserted unobtrusively.

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