Are job boards really the answer to your recruitment problem? Can you really get the right candidates through them?Here is everything you need to know.
As a recruiter, you probably spend a big part of your day looking for exceptional candidates online since it’s an established truth across all industries that hiring the best of the best guarantees company growth. Your job probably involves constantly finding new ways to find the best candidates to recruit.
A company is only as good as the team behind it, and if you are looking for people to help your company become an industry leader, then you need to ensure that you only have the best employees working for you.
But, attracting amazing candidates is not always easy, especially if you are not one of the big fish and you don’t have the same visibility and prestige bigger companies in your industry have.
It’s easy for Google to hire the best talent because they are established industry leaders, and everyone knows what they can offer their employees, but if you are a small or medium sized company, things simply aren’t as easy.
If you want to hire top talent, you should know that you need to offer something in return. If you want to hire millennials then it means adding great perks to your benefits package.
According to research done by Glassdoor, four in five employees prefer perks over pay rises which essentially means that even if you can’t offer a massive salary if you can throw in a few perks you will be able to attract the best candidates. Have a look at this useful infographic to find out what top companies are offering regarding perks and start thinking what you could do for your employees.
Apart from looking into the kind of perks you can offer to attract the best candidates, though, you should also be considering where to find them. Most hiring managers resort to big job boards as these offer an easy solution, but are they the best solution?
How Can Big Job Boards Hurt Your Recruitment Process?
It’s a popular belief amongst hiring managers that popular job boards are the only option when it comes to recruiting. In fact, many hiring managers think that unless their vacancy is posted on a job board that’s visited by thousands of people every day, they’ll never have a shot at hiring someone qualified.
But, the truth is that popular job boards can hurt your recruitment process. First of all, they can seriously slow you down. As a hiring manager, you are probably in a hurry to find someone suitable to get the position filled as soon as possible, but big job boards can make this task daunting.
Posting your vacancy on a popular job board means that a lot of people will get to see it, which at first might sound like a great idea, but is it? Consider the fact that many jobseekers are desperate and will apply for any vacancy they come across which quickly translates into hundreds of job applications flooding your inbox.
Moreover, you’ll often find that qualified and talented jobseekers rarely frequent large job boards. Not only do they have other means of finding vacancies, like directly applying to the companies they want to work for, but they also look for jobs on industry specific job boards where they know that only the big players will be posting.
This is why you should be looking into other options when trying to employ the best candidates. To help you find the right candidate for your vacancy here are a few great alternatives to big job boards.
1. Ask Your Employees for Referrals
As we’ve discussed above, a company is as good as it's team and if you are happy with the team you currently have then you should ask them for referrals.
Barry Maher, one of the leading trainers in the US, suggests offering a cash reward or a bonus to your employees for every referral that gets hired and stays for longer than six months. This will give your employees an incentive to get the best candidates they can find.
Asking your employees for referrals won’t just save you the time of having to do the dirty job yourself. It will also ensure that you’ll be hiring the cream of the crop as no one knows the job and candidates better than your employees.
It’s also important to bear in mind that a new employee translates into redistribution of the workload for your staff, which means that they’ll be interested in someone who can pull their own weight.
Talk to your employees, give them incentives and rest assured that they’ll come up with some top notch options for you.
2. Make the Most of Social Media
It goes without saying that if you are looking for top millennial candidates, the best place to find them is on social media. More and more companies are turning to social media when recruiting as it’s becoming obvious that there are many benefits to be gained from this medium.
According to Jobcast, 59 per cent of recruiters who used social media rated their hires as ‘top quality.' Of course, this doesn’t mean that you should just be looking for staff on LinkedIn because although LinkedIn is the most obvious choice when it comes to hiring through social media, many candidates fail to take advantage of it and never even use it.
According to a study by Jobvite, only 36 per cent of candidates are active on LinkedIn, whereas as many as 94 per cent of recruiters are active, this means that if there’s a great candidate active on LinkedIn, there’s a good chance another recruiter will spot them before you.
Try and be creative about your talent search. Think of which social media channel your ideal candidate might be frequenting and look for them there. If for example you are looking for a content writer and you want someone quick and witty, Twitter is your best bet. (You can find out how to promote a tweet here).
If, on the other hand, you are looking for a photographer, Instagram might be an excellent hiring channel (find out how to post a sponsored post on Instagram here). Of course, these are two obvious options; if you are serious about looking for candidates on alternative social media channels, you need to take into consideration what an ideal candidate would be interested in and find the corresponding social media platform.
If you want any help with that, I’d be more than happy to oblige so let me know in the comment section below.
3. Start Hunting on Smaller Job Boards
As we discussed earlier, bigger job boards can hurt your recruitment process as they will slow you down and not yield any results. However, that doesn’t mean that you should avoid all job boards. Smaller job boards or niche job boards offer lots of benefits, and they are worth investing in.
Smaller job boards can be more affordable and if you are on a tight budget, finding cheaper solutions is essential. Posting a job on one of the more well-known job boards can cost anything between $200 to $450 for a month while posting on a smaller job board can cost as little as $20 for a month. Saving this much money is important for any small or medium company, especially if your company is growing and you are going to be posting a lot of vacancies simultaneously.
Apart from that, there are many other benefits to consider. For example, posting on a smaller job board means that your job vacancy will be easier to find as well. Posting on a smaller job board means that fewer recruiters will be posting there, which means that the job board won’t get flooded with new job posts on a daily basis and it will be easier for candidates to find your post.
Not only will posting on smaller or niche job boards help you find more inspired and passionate people, but it will also help you brand your company and gain visibility.
You can check out some of the other benefits smaller job boards offer on the Recruitment Section of CareerAddict’s job board.
4. Post on Your Website
It might seem obvious, but you’d be surprised how many recruiters neglect to update their social media and websites with their job vacancies. Posting on your own website and your social media profiles can be one of the most effective recruitment processes available.
As the market is beginning to pick up again many job seekers have started searching for jobs that will do more than just pay the bills; they are looking for companies that will allow them to grow professionally and as such, they are targeting businesses that encourage employee growth. If your company follows this new trend, qualified jobseekers are going to start looking for vacancies on your website or social media platforms.
According to recent statistics, only one per cent of jobseekers can get a job through job boards and because of this, jobseekers are turning to other methods to get a job. Many career advisers (CareerAddict included) suggest that targeting is the best method to get a job. Targeting requires jobseekers to find the websites of the companies they want to work for and apply directly through their websites.
Job boards can be an effective recruitment tool as long as you use smaller or niche ones. But, posting a vacancy on a job board is not the only thing you should be doing if you are hunting for the best of the best.
Do you use any of the other methods to recruit candidates? Let me know in the comments section below...