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3 Tips to Help You Refine Your Job Board Selection

Written by Holly Watson | August 31, 2016 | 0 Comments
Recruitment advertisingWhen it comes to evaluating your recruitment advertising strategy, using an effective mix of job boards and other online advertising sources is vital.
With such a huge variety of job boards, aggregators, social media sites and other online platforms available, selecting the right sources can seem like a minefield.
So, where should you start?
We’ve compiled a list of some of our top tips to help you choose the right online job boards and attract the candidates you need, faster.



shutterstock_2064449831. Decide where your priorities lie: quantity or quality

Do you want to use job boards that will deliver you with a high number of applications or job boards that will deliver you with a small number of relevant applications?
Depending on the type of vacancies that you advertise, your priorities will probably differ.
For example, if you regularly hold large recruitment drives for customer service, production or sales roles and you constantly need to hire staff in these areas, attracting a high number of applications should be a priority for you so you can create your own internal talent pool.
For these roles, you should consider using more generalist boards, as well as free advertising sources to attract a higher number of candidates.
On the other hand, if you regularly recruit for roles that require a niche skill-set, such as Developers or Engineers, it’s not likely that you’ll get a high number of relevant CVs due to skills shortages. Therefore, you should focus on just attracting a small number of highly qualified candidates using specialist job boards.
It’s important to strike a balance; using too many job boards can be costly, however not using enough can leave you with a shortfall of applications, lumbering you with the cost of having to re-advertise your role.
(To read more on this matter, check out our blog, Quantity vs Quality – How Many Job Boards Should You Be Using?)


Report on recruitment advertising2. Make sure you’re regularly reporting on your recruitment advertising sources

It’s crucial that you’re reporting on the performance of your online recruitment advertising sources on a regular basis; failing to do so could leave you paying out for job boards that aren’t delivering you with the candidates you need.
So, what’s the best way of reporting on your recruitment advertising sources?
By all means, you can contact job boards individually and find out how many candidates have applied for each of your roles. However, using recruitment software, such as Webrecruit’s Fusion, can make the reporting process incredibly easy.
Recruitment software allows you to generate reports with the click of a button that show how many applications you’ve received from each advertising source. You can also a view a particular candidate’s application source at a glance – allowing you to easily monitor the sources of your highest quality applications and identify any trends.
Having easy access to this kind of information is vital when it comes to making informed recruitment advertising decisions and spending your budget on the sources that work best for your business.


Social media3. Don’t forget to incorporate social media within your recruitment advertising mix

56% of professionals turn to social networks when looking for new opportunities, according to the LinkedIn UK Recruiting Trends 2016 report.
As such, it’s important to share your vacancies on your company’s LinkedIn, Facebook and Twitter accounts. Don’t forget, this is free advertising and you’ll be directly reaching your followers on these platforms.
Plus, it’s not just your network that you’ll be able to reach; social media platforms allow your roles to be retweeted or shared, enabling you to reach multiple networks. Encourage your employees to share your vacancies on their own accounts – this could work well as part of a referrals scheme.
When sharing your roles on social media, it’s important to work closely with your marketing team. Alternatively, if you’re currently using an applicant tracking system to manage your vacancies, it’s likely to contain a social sharing option, where you can automatically share your roles to your company’s social media accounts with the click of a button.


Need further help refining your recruitment advertising strategy? Find out more about Webrecruit’s services.

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