Perfman HR: Targeting The Talent You Need Through Job Boards
Perfman HR: Targeting The Talent You Need Through Job Boards
When developing an advertising program for recruiting, your goal should be to attract the most qualified candidates for the money you have to spend. In this light, Internet advertising is very appealing. Job postings on the Internet and online resume database searches cost considerably less than newspaper ads and the services of recruiting firms. As job sites compete with one another, the price of online job listings continues to decline, and traditional newspaper ads are becoming even more expensive by comparison. In general, the more people who will see your job advertising, the more you will pay to place it.
Every firm has a different take on the most productive way to advertise. The best course is to think carefully about the type of people you want to attract and choose the method most likely to reach them. That way you won't be wasting your recruiting rupees speaking to people who can't do the job. To draw the widest range of applicants, advertise in a variety of media. Advertising in major city daily papers is the traditional way to recruit employees. Job seekers like combing these newspapers for opportunities scanning the wide range of jobs spread out in front of them, drawing circles around those that interest them, and crossing out those to which they've already responded. You may also want to post openings on community, college or university bulletin boards. If you're searching for a professional with very specific skills, it may be more cost-efficient to advertise in a specialized Web site or publication.
For example, theater companies in New York often advertise auditions for actors in the magazine Backstage, which is dedicated to acting and the theater. Posting job openings on the Internet is not only cost effective, it can produce results in a matter of hours, often cutting the time it takes to fill a position by days, if not weeks. Consider advertising on one of the mega job sites, such as Naukri.com and Monster.com. Also consider posting job openings on specialized boards such as Mediajobsdailyindia.com, geared toward Media professionals; or niche sites aimed at graduates from top MBA programs; it's not uncommon for the larger job sites to offer employers services in addition to listings. The newer job boards like Timesjobs.com, and Shine.com in India for e.g., allow you to "test drive" their resume database and review potential candidates' resumes before you agree to contract with them.
When choosing among the many places to advertise job openings, it helps to ask other people in your business or industry for their hiring success stories. When advertising on the Internet, don't forget about your company's own Web site. Adding a "Careers" section to your corporate site is a wise move it offers a permanent recruiting space, plus many job seekers target specific companies and frequently check for openings on their sites. You could ask your web developer to install the Wordpress Platform on your careers section and then install the wonderful 'Job Press' theme (a readymade web design template which anyone can simply install without any web designing or development knowledge at the click of a mouse!). This theme can turn your 'careers' section into a perfect working Job Board Software. Wordpress - the platform on which Job Press is built is free but the Job Press theme will cost you about four thousand rupees and can be purchased right off the Job Press Theme website. Trust me, it's a small price to pay in exchange for the enormous functionality of this Job Board theme. In fact we at Perfman HR also use the Job Press theme on our Jobs Section and can vouch for it's simplicity and ease of use. Your developer if he or she is conversant with Wordpress will know what we are talking about. Once Job Press has been installed, and if you are not familiar with the Wordpress Admin Dashboard, ask your developer to show you once how you can post jobs easily at the click of a mouse. You could also try out the the "TappJobs" theme, which relies on job posting via the Gravity forms plugin. If all this sounds greek to you, simply copy this paragraph and mail it to your tech team or web designer and ask him or her to install the same.
Another good tactic is recruiting through the Web sites of professional associations, or trade organizations such. While people not actively looking for jobs are unlikely to visit employer sites or big job boards, they probably check out specialty sites in order to network with their peers, or read about issues in their field, and they might take a look at job postings there. If you are hiring in a field that has a strong professional or trade association, it makes sense to post your job opening on their Web site.
DO'S AND DONT'S
TARGETING THE TALENT YOU NEED
Before placing your ad or job listing in any media, review the following tips and suggestions:
Do review the job description to clarify the qualities you want in a successful candidate.
Do evaluate where the right candidates or talent for your position typically search for job listings.
Don't overlook candidates who may not be actively looking for a new opportunity; reach them by advertising on industry-related sites and sites unrelated to work.
THE PERSONAL TOUCH
Talk about a hiring boomin April of 2006 Starbucks was placing new people at the rate of 200 a day. With its eventual goal of opening 30,000 stores worldwide, the java giant is faced with recruiting employees in the tens of thousands. In an effort to maintain the distinctive Starbuck's aura and avoid cookie-cutter hiring, Starbucks' recruiters have begun adding personal touches to interviewsa coffeetasting session with an applicant and staff is a fairly common occurrence. The company also has a "candidates' bill of rights" that prompts recruiters to call or send handwritten notes to applicants rather than form letters. It also establishes guidelines for how quickly applicants should hear back after an interview and urges recruiters to send out complimentary Starbucks ift cards, even when the candidate doesn't get the job.
SOURCE: "To Hire Sharp Employees, Recruit in Sharp Ways" by William C. Taylor, New York Times (April 23, 2006).
Atin Dasgupta is director and co- founder of Perfman HR.
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