Written by Holly Watson | January 27, 2016
Managing your online recruitment advertising sources can be frustrating and time consuming, particularly if you’re looking after several contracts at once.
Getting the most value from these contracts is important but it’s not something that you’ll necessarily have time to do on a regular basis, alongside your day-to-day HR and recruitment activities.
Remember that recruitment advertising sources are not just limited to online job boards; there are also aggregators, such as Indeed, and professional networking sites, including LinkedIn, that need managing.
So, what are the main struggles that HR professionals experience when managing these contracts? And what’s the best way to tackle these issues?
We explore some of the most common challenges associated with managing multiple contracts and suppliers.
Challenge #1: “Candidate behaviour is constantly changing – I can’t keep up”
We’ve seen candidates transition from using several different resources to just a few platforms to look for jobs. And now, with mobile job searching increasing, aggregators such as Indeed (the site that powers all Google job searches) are dominating online advertising.
As a result, it can be hard to stay on top of how jobseekers are searching for their next role. However, whilst it’s impossible to know candidates’ activities at all times, it’s important to familiarise yourself with any ongoing trends to maximise the response to your vacancies.
Contact your advertising suppliers on a regular basis and ask for this insight – it doesn’t have to be every week or even every month. Try compiling candidate data quarterly as this should be a big enough time period for any trends to become apparent.
Questions you could ask include:
– What devices are candidates using to apply for your roles?
– What’s the most popular day of the week for new applications?
– What are your response rates for individual job sectors?
– How many jobseekers are viewing each role but not applying?
Keeping a close eye on any trends in candidate behaviour and the recruitment market as a whole will enable you to make more informed decisions when it comes to adjusting your advertising mix.
Challenge #2: “I don’t have the time to manage multiple advertising contracts”
When talking to some of our clients, we’ve discovered that actually having the time to manage recruitment advertising contracts can be a huge challenge.
From negotiating the best deals and setting up vacancies to discussing statistics and accessing reporting, dealing with individual advertising sources can suck up a great deal of your time.
Take Stacey Heslop from Transversal. As the HR Manager and the sole HR contact in the business, she lacked the time to set up individual job board contracts.
By using Webrecruit’s recruitment advertising services, we were able to partner with Transversal to manage their advertising contracts on their behalf; freeing up more time for Stacey to handle more pressing recruitment and HR tasks. Find out more by downloading our latest case study.
Challenge #3: “I don’t know what questions to ask when choosing a supplier”
It’s not just having the time to manage your suppliers – it’s also important to obtain the right information and ask them the right questions to enable you to make informed decisions when it comes to your recruitment advertising.
Before choosing a new recruitment advertising supplier, try to gather as much information from them as possible. At this initial selection stage, helpful questions to ask include:
– What are your response rates by sector and location?
– How large is your database of candidates? Will I have access to it?
– Will I be able to edit vacancies during the campaign for free if they require tweaking?
The response you receive to these questions should arm you with all the information you require to make informed decisions when it comes to choosing your recruitment advertising suppliers.
Challenge #4: “Which is more important – quantity or quality?”
Weighing up the benefits of quantity against quality is an ongoing dilemma for many recruiters and HR professionals
Some believe that covering your bases and advertising on a wide range of sources is key to the success of their roles. Others choose to advertise on a carefully selected handful of job boards. But which method is best?
It’s important to strike a balance between the two and you can do this by auditing your advertising strategy.
Take a look at the source of your applications received over the past six months or year (depending on how often you recruit). An applicant tracking system (ATS), such as Webrecruit’s Fusion software, will allow you to generate this information with ease. However, if you don’t have an ATS in place, your suppliers should be able to provide you with this information.
After closely looking at this data, eliminate any advertising sources that are consistently delivering low numbers of poor quality candidates. You can also confidently keep any job boards that deliver high quality applicants (these are candidates that you’ve brought to interview stage or hired), even if overall application numbers are low.
Any boards that consistently produce a high volume of candidates who aren’t suitable for each advertised role are also worth keeping in your mix, purely to add to your future talent pool.
Challenge #5: “I need to reduce cost”
Cost is something that needs to be considered when making important HR decisions, therefore it’s crucial to make sure that you’re getting the most value from your recruitment advertising suppliers.
Think about the number of roles that you’re likely to be recruiting for over the next year. Planning ahead may prompt you to purchase multiple advertising credits at any one time, saving your business money in the long term.
Struggling to manage multiple job board contracts? Don’t worry – Webrecruit is at hand to help you. Download our latest guide, The 2016 Guide to Online Recruitment Advertising.