Archives For Step 2 – Advertising Your Job

Building a strong candidate pool is one of the hardest parts of hiring. In order to build a candidate pool, you need to advertise your job.

A new “salary estimator” feature Indeed is currently testing and rolling-out for mobile jobseekers may have significant impact on the effectiveness of your Indeed advertising campaigns. For some time, Indeed has listed applications that include compensation information with a brief blurb on how they are displayed. Recently, Indeed expanded that feature to include an estimated compensation for mobile users. This salary estimate is displayed both for positions that list the compensation in the ad and for postings that do not explicitly list a compensation range.

Salary estimator

This is an example of the new feature in action. Notice the grey text indicating “$30,000 – $33,000 a year estimated by Indeed”.

How does it affect applications with no compensation figures listed?

If Indeed’s salary estimation is exactly accurate, the worst that can happen is that candidates find out your role’s compensation earlier in the process than you wanted. More likely, the estimated range will be higher or lower than your actual ideal range. This will be particularly true as they continue to refine their estimates (it’s only in beta and will presumably get more accurate over time) and if your position has a broad title. Each of these bring clear negative ramifications for your recruiting process. If their estimate is lower than your actual range, it’s possible that highly qualified candidates that would seek a higher compensation will be deterred. If Indeed’s estimate is higher than your range you will receive more candidates than you would otherwise, but when it comes to negotiation, candidates may have unrealistic expectations of what your offer will be. It is worth reiterating that this is currently in beta and is only being tested; it will not effect every job or every market.

Why is Indeed doing this?

Based on data Indeed collects, candidates are more likely to engage with job postings when salary figures are available. Ultimately, Indeed’s goal is to increase the likelihood that candidates click postings and to improve the candidate experience when job searching by giving them additional information.

What can you do?

Our best practice continues to be to list compensation figures in your application when you can. This change to Indeed is just one more reason why it is better to list a competitive compensation and to remain in control of how candidates perceive your jobs.

In our high-tech, modern internet age, life moves pretty fast.  And no device helps us navigate the day-to-day struggles like a smartphone.  It’s something that has become ubiquitous and indispensable, which is pretty remarkable considering it’s a device that didn’t exist ten years ago.   Smartphones have changed the game for many industries.  From scheduling to gaming, to watching and making movies, or taking your office on the road, we can do practically anything with a mobile phone nowadays —  Even look for jobs.

Whether you are an employer looking to hire, or a candidate in search of a new job, mobile technology is impacting you. Smartphones make it easy to connect to job sites and see and apply to open positions.  Many career sites that allow someone to store their pertinent details online now have smartphone apps to make looking at jobs even faster and easier.  With the rise of internet browsing by mobile job seekers , we decided to parse through some of our recent traffic data and analyze what mobile job seekers are doing when they visit NewHire® jobs.  Our conclusions have shown, mobile users are like window shoppers.  Most candidates are “just looking”  – and few are actually buying.

We’ve found that our mobile traffic has skyrocketed in the last year. But all that extra traffic is just people looking at job ads, and not actually applying. Our conversion rate* (the number of applicants divided by the number of candidate views)  in that time has plummeted.  Interestingly though, we’ve also found that people in specific jobs or industries are more predisposed to apply by mobile device.


Mobile candidate traffic, on jobs advertised by NewHire®, has exploded this year.  In 2015  approximately  22%  of candidate traffic was from Mobile. this year, through October 2016,  that traffic has increased to almost 39%. of our total job seeker traffic. This increased mobile traffic is ALL JOBSEEKERS including people who only view applications AND people who actually apply.

Mobile Activity 2014-2016

Tip: Click our graphs to make them larger!

Mobile Desktop Views 2014-2016

Mobile Desktop Applies 2014-2016

When we dig deeper we see that mobile job seekers are window shoppers. They look but when it comes to applying for jobs on their mobile device, they are not buying. Our Mobile Views doubled this year compared to 2015. However those mobile viewers MOSTLY DID NOT CHOOSE TO APPLY TO THOSE JOBS ON THEIR DEVICE.  In 2016, through October,  we’ve had almost 300,000 views from Mobile devices, more than double all of 2015!  However, our mobile Apply count for 2016 is just about the same as for 2015.  Our 2016 Conversion Rate* for jobs has plummeted for Mobile traffic. There has not been been a noticeable increase in applicants to correspond with the increase in views.

Mobile Conversion Rates 2014-2016

But the story is more complicated. It turns out that some jobs attract lots of mobile applicants and others attract very few.  People who DO apply to jobs from their devices are doing so in some interesting industries.  The jobs with the highest Mobile Apply activity in 2015 and 2016 include those in the Medical field, those in Skilled Trade, Drivers, and Food Service Workers — these are all professions where someone doesn’t spend a lot of time sitting at a computer and probably won’t be filling out a job application that way.

Conversely, we noticed very low Mobile Apply activity for jobs including Executives, Managers, Engineers and Human Resources workers, who usually have better access to computers during their normal routines.

Top Mobile Activity By Job Industry

Mobile Activity by Job Industry

Why are Mobile users just window shopping? There could be any number of reasons. It could be related to job  or industry or location. It could be that candidates are looking and then coming back and applying later on either a desktop computer, or on their device. Or it could be that mobile employment applications are only important for some jobs and much less important for others.

Tl;dr or Key takeaways on Mobile Jobseekers

  • Mobile candidate traffic is rising and will continue to be important force in the employment market place in 2017.
  • Many mobile applicants are just window shopping and not applying for work.
  • For specific jobs including drivers, food service workers, skilled trades and medical – mobile is an important for capturing applicants. Be sure these types of jobs are advertising  on mobile platforms and be sure you have a mobile optimized application process.
  • For job in engineering, human resources or at the executive level mobile is much less crucial for capturing applicants.


  • Views = the count of people who look at a NewHire® candidate landing page and application. This link is an example of an application.
  • Applies = the count of people who submits an employment application to NewHire® for a specific employment opportunity.
  • Conversion Rate = Applicants (Applies/ Views) people who successfully fill out a job application) / Viewers (People who view a specific Job application



At NewHire, we like to keep an eye on where our candidates are coming from so that we can ensure our clients are getting the most ‘Bang for their Buck’ when they advertise.  In 2015 Indeed surged ahead of the pack, with ZipRecruiter close on their heels. CareerBuilder was the biggest loser of them all, with their average candidate views per job, tumbling.  Craigslist fared little better. And LinkedIn continued its trend of lack-luster performance.

For the majority of 2015, our advertising package featured postings on CareerBuilder, Craigslist, Indeed and LinkedIn.  The graph below shows the number of candidate Views Per Job from each of these sources.  As you can see from the graph, CareerBuilder and Craigslist performance have both been declining for several years.   They’ve gone from almost 200 views per job in 2010 to slightly over 20 views per job in 2015.  That’s a huge drop-off for the King Kong of the Recruiting Boards.  Craigslist, too, has seen quite the decline as more competition in their particular field has appeared.

Indeed, meanwhile, has maintained a healthy number of views per job. ZipRecruiter, our newest partner, demonstrated a robust start  for 2015, with 70 average referrals per job.  LinkedIn, meanwhile, has meandered along, and has not experienced any growth over the years. Recruitment ads also appear on many other smaller sites,  including our own NewHire job board. All of these smaller players are included in the category we call “Other” Together these smaller players represent an important source of candidate traffic.

Views Per Job Per Year

We also have some breakdowns of our applicants (the people who have successfully filled out a job application on our system) for the last several years, and can see where they were referred from.  That data, pictured below, shows a similar picture.

Applies Per Job Per Year

Our newest partner, Ziprecruiter, is the big winner.  For only being with us for six months, they’ve already proved a better choice than CareerBuilder, Craigslist or LinkedIn for bringing in candidates who turn into applicants.  Indeed also surged back up in 2015 after dipping in 2014.  As in the the Views graph above, the losers are CareerBuilder, Craigslist and LinkedIn.  All three of these boards have lost traction over the last few years.

This year, as in the past, these metrics have led us to make changes to the advertising options we offer our clients. As always, crafting a great recruitment advertisement will improve your candidate draw, but being on the right job boards is key. Look for details from the NewHire team about changes in the works to provide you with the best candidate sourcing strategies needed to address your recruiting needs.

Webinar broadcastWant to know more about the changing world of recruiting and hiring? Check out our Webinar series, where you will learn to take complete control of the 6-Step Hiring process that defines who fills that next open seat. 

This is a true story about a mid-sized manufacturing company in Oklahoma that needed some help finding the right person for their job…


For any company, recruiting can be a daunting task. From putting the ad together and advertising to managing a large pile of applications and resumes – the entire process can be a headache for business owners or hiring managers who don’t have the right tools in place before they start. Especially when you are stuck handling the process single handedly or on a small team, screening alone can dominate your time. Much of this is true for companies in the manufacturing industry – companies like Progressive Stamping, who reached out to NewHire.

When Dave Younge, President at Progressive Stamping, initially contacted NewHire, he expressed interest in establishing a recruiting process and getting assistance filling an Account Manager position.

“I wanted a person that would be a good fit to our organization’s culture.  I did not want a person who had great skills and experience but was a poor person with whom to work.  I shared this concern with Sean Little (Account Manager) and asked how NewHire could make that happen.  He demonstrated the technology and explained how they could customize the application.” – Dave Younge – President of Progressive Stamping

He needed the framework to get started, and then he would be able to drive the hiring process forward on his own. With these things in mind, he purchased our NewHire Elements service.

Continue Reading…

Social recruiting is becoming increasingly prevalent with companies, surpassing the use of traditional recruiting. Social recruiting is defined as recruiting candidates by using social media platforms. Popular social media sites that are used for recruiting include LinkedIn, Facebook, Twitter, Google+, Branchout, Viadeo and XING. These social sites can be used to effectively source out candidates.

So the big question is why should recruiters use social recruiting in addition to traditional recruiting? One of the biggest reasons is the enormous reach that social media has today. According to Statista Facebook, Twitter and LinkedIn are the top three social media platforms today. Facebook has 936 million daily users, Twitter has 300 million monthly active users and LinkedIn has 364 million members.

According to a study done by Jobvite here is the breakdown of the number of jobseekers using social media platforms for their job search activities.


Other important reasons to use social recruiting along with  traditional recruiting is social recruiting can focus on multiple goals at one time as traditional recruiting has only a single focus. In addition, there are multiple benefits that social recruiting will provide for an organization that traditional recruiting will not.

Social Recruiting Benefits:

1.       Find Quality Candidates

Social recruiting will allow you to connect with the potential candidate and get to know them better through social media. For example the type of content and tweets that the potential candidate posts will give you a glimpse of the candidates personality, interests, industry knowledge, etc. This will give the recruiter some foresight to see if the candidate may be a good fit with the company culture.

2.       Build a Great Company Brand

Social recruiting can build your company brand and foster a great reputation.  Twitter will allow you to boost your brand visibility by engaging with jobseekers through tweets and post positive information about the company which will promote a good reputation.  On Twitter your company can share links from your company blog which will provide great insight to the jobseeker on your company culture and industry news. Facebook can provide the candidate the opportunity to see how you interact with customers regarding your products and services. LinkedIn can provide the potential candidate the opportunity to actively participate in industry group discussions which will give them great visibility to recruiters.  A person who is social media savvy can be an attractive candidate to a company which the company can envision the potential candidate helping the company brand by contributing to sharing posts and spreading the word about the company’s philanthropy and company initiatives that affect the industries they work in and communities they serve.

3.       Help Establish The Company Mission / Promote Company Culture

Social recruiting can bring additional benefits to your organization by helping establish the company mission and promote your company culture. Experienced and educated job seekers tend to place a high importance on a company’s mission. Therefore, if you want to attract the best talent your company mission must be attractive and compelling for a job seeker to want to join your team. The job seeker also must feel like they will fit in well with your company culture. The potential employee will want to feel comfortable in an environment in which they are able to thrive in and successfully contribute to fulfilling the company goals.

What is the future of social recruiting? With social networking being increasingly prevalent users have become both consumers and content producers which will create a higher level of engagement between users and companies. With this higher level of engagement companies and recruiters will need to provide more robust company profiles along with employment opportunities online. To be successful with this new form of recruiting companies and recruiters will have to increase their online presence. This will change your recruiting strategy tremendously. Recruiters will need to switch to an ongoing commitment to recruiting instead of sporadic recruiting practices. This will catapult many recruiters into an entirely new era of recruiting which will change the way you approach recruiting forever.

Things are going great. Candidates are flowing in everyday and you are sorting through as they arrive. Two weeks have now gone by and the traffic is starting to fade. You think, “Oh no!! But I haven’t found the right person yet!” Nothing to fear, you just need to re-advertise! It costs money to find the right person, but in the end it will pay off when you fill an important role in your company.

Advertising Jobs

There are a couple of reasons why you might need to re-advertise, and once you discover that reason, you should consider the best times to actually do the re-posting. It’s not always a quick fix – so you should also consider patience a necessary virtue during this time. Take the time to understand what might need improvement to attract a great pool of candidates.

Here are some reasons and solutions you might need to re-advertise:

1. You’ve advertised, but candidates eventually stopped applying.

Candidates look at new postings first. As your ad ages, it will generate less traffic as newer jobs are being posted. Additionally, your sponsored budget runs out, or your job board posting could have expired.  It can be effective to repost to bring your job up to the top and to attract fresh attention for candidates.

Time to Re-Post: If you really need more people, consider re-advertising two weeks after the initial posting – if it is a sponsored budget, start a new campaign as soon as the previous runs out. It is also an option to run an ad on one job board at a time to save money in case you come to find a job board isn’t working. This way you can focus your spending only on what is working.

2. You didn’t get many candidates.

If this happens, you might re-examine your job ad to make sure there is an attractive employee value proposition, compensation listed, and detailed job duties. Your job title might also have an affect on your candidate pool. If your title is too specific, it might be more difficult for candidates to search on. You should also watch out for labeling your job too generically such as a customer service representative, when you really want someone with advanced subject knowledge and extended experience.  Also examine the market of the industry to see if it is a good time to advertise.

Time to Re-Post: Take the time while your current advertising is running to re-work the job ad and try an alternative job title.. Get expert help on the compensation range if you’re unsure, then develop a solid employee value proposition. Once you’re ready with this, re-advertise or update your current ads to reflect your changes.

3. The person you hired didn’t work out. It happens.

Sometimes the candidate changes their mind about the position or thinks they are not a good fit. When this happens, especially when they held a vital role in your company, you need to revamp your recruiting to search for the right person

Time to Re-Post: If it’s an immediate need in your company, start advertising right away. See a recruitment expert at NewHire to get you up and running. Take a day before you advertise, to look at your ad once more to ensure you are attracting the right qualified candidates to your job.

Has your company experienced any of the situations above? Let NewHire help you get back on track and set you up with a job ad constructed by an expert and a wide range of advertising options. Just remember, every job deserves the right person!

Our Quest Food Management Blog Series:

Part 1: Overview

Part 2: Analytic Results Infographic

Part 3: A Professional Case Study

Part 4: NewHire Advantage- Conclusion


Want to learn more about how NewHire can help your company hire better? Request a demo here, or give us a call at 877-923-0054.

The last time I wrote about referrals, I hit you with the truth-stick of unlying. Despite all the studies, testimonials, and anecdotes about how amazing referral hires have been for companies, referrals are not magically superior to candidates you get through traditional sourcing methods. The real reason referrals are higher quality hires is because they go through the kind of thorough recruiting process that ends with quality hires. Good systems lead to good results.

It’s the process, not the source of the candidates, that delivers great hires to your company. When employees enter referral mode, they morph into hiring gurus. They source their network for qualified candidates. They evaluate personalities and compare it to their company’s culture. They sell their friends on the idea of working at your company. These are the bases that every company should be covering in their recruiting process, and the employees that are delivering the best referrals are doing this instinctively.

Referrals in a Recruiting Process

You’re probably spending thousands of dollars on job boards and recruiters to find qualified candidates, yet you have an untapped fountain of mini-job boards and freelance recruiters coming into your office every day. If you haven’t thought about your employees that way, now is the time to start. There’s nothing that job boards are doing that your employees can’t do as well.

CareerBuilder lets you narrow your search by location – your employees can do that. LinkedIn lets you send unsolicited messages to qualified candidates – your employees are free to reach out to their contacts with that same message. Craigslist gets a bunch of resumes delivered to your inbox – your employees can tell their friends how to get their resumes to you. The point is that you’re not losing any kind of control or functionality by including your employees in your hiring process, so use them.

If you’re going to get this started, you need make sure you cover these steps.

1. Let your employees know that you’re hiring.

The team shouldn’t be surprised when Bob shows up on the first day and needs help figuring out where the coffee machine is. You should start the referral process the same way you start the recruitment process: with a job description and a list of requirements. Make an announcement that lists the position and qualifications, and actively request that your employees consider who in their network is a good match.

2. Reward their effort.

Money is the best way of doing this, but information is a close second. Keeping the employees who are participating engaged in the process with updates and feedback can go a long way towards making your employees feel like they were rewarded for their action. Even if you decide on someone who wasn’t their referral, your employees will still appreciate the feedback and honest effort to include them in the hiring process.

3. Make it easy for your employees and their referrals to find the job.

Social media is king when it comes to sharing, so don’t be afraid to use all your social channels — LinkedIn, Facebook, Twitter — to share job postings with your employees, who in turn, can share it with their own network.

Having a formalized referral process isn’t a replacement to traditional sourcing methods. It’s just another tool for you to use to maximize the visibility of your open position, and it needs to be used alongside your job postings on CareerBuilder, Indeed, etc. When the goal of a hiring process is to find the right person for your job, you can’t just rely on one method or one source for candidates. You have to cast a wide net to get as many people into your pool, so that you improve your chance of finding the best person for your job.

Recruiting Q&A


During a conversation in May with some of the top executives at small and mid-sized businesses nationwide, NewHire asked them to write down what questions they had about recruiting. Many of the questions we received in response fell into categories that we define in our 6 Step Recruiting Process.

Below is part one of a two part blog series outlining answers to those pressing questions.

Step 1: Preparing to recruit

Q: When making a new hire do you think hiring for experience is of greater value or lesser value than their potential?

A: This is a question that recruiters have argued over for years. When hiring, I think about four things that really define the candidate I want to hire:

1. Work Behaviors
2. Motivations
3. Skills
4. Experience

You will notice that experience was last on that list. Most of the time, we hire people for what they can do and fire them for who they are. A good way to look at the experience vs potential dichotomy is to use the 80/20 rule. I want to make my target candidate the person who has the behaviors and motivations that the job needs and around 80% of the skills and experience necessary.

Here’s why: in order to get someone to leave what they’re doing and come work for us, we have to compel them to make a change in their lives. We have to show candidates how they are going to earn more, learn more, and do more at our company TwitterLogo_#55acee than they will at any other company. Most of the time, we’re better off hiring someone who can perform the job well enough to start and can grow into the more difficult parts of the role and expand it as they get comfortable.

Q: How do you determine current salary/wage range for a given job/position in a specific region of the country?

A: One of the NewHire Staffing Coordinators, Conor Roach, wrote a blog about this question recently. You can find that here. There are a lot of online resources for this that are inexpensive. A final note in that blog is that you can be broad in the way you list salary on your job advertisement. In doing so, you can ask your candidates specifically what they think this type of job ought to earn. Jotting down their responses in a central location is a good way to benchmark whether the salary you were thinking of paying is competitive.

Q: How do we get our hiring manager and others in the interview process not to hire themselves? (understanding that differences create stronger teams)

A: This boils down to how you prepare to recruit. If the hiring manager is a part of the conversation in which the target candidate is identified, you’ll be able to challenge that person to think about which behaviors, motivations, and skills are important (and that they’re not necessarily the same ones that the hiring manager has). When it comes down to narrowing the candidate pool and making an offer to someone, the hiring manager will be more open to “others.”  Defining a process with your team and holding them accountable will trim some of these biases out of the process.

That being said, not all hiring managers are willing to drink the Kool-Aid. That’s something you’ll have to have a serious conversation with them about. Here’s a clip from a pretty mediocre movie that might help with that conversation.

Q: How do you overcome an undesirable location? (50 mile commute from the city)

A: A handful of ways. I’ll knock off “pay more” and “move” from potential solutions, because if those were options, I’m sure you wouldn’t be asking. Not to mention, pay is just one of the reasons people come to work each day. For certain people, it’s not even at the top of the list.

Still, if you have an obstacle like undesirable location to overcome, I encourage you to think long and hard about your value proposition to the candidate and put it in the job advertisement! More on this in a second…

Companies with built-in recruiting issues like yours also need to plan in advance for a more continuous recruiting process, hiring good candidates when you find them and not just when you need them.

Q: How do you appeal to the best people to get them to even apply for a job?

A: Employee Value Proposition. Write it down and put it in the job advertisement. Everything from compensation to work environment to how darn good your company softball team is will motivate candidates to come work for you. I asked one of my account managers what he likes most about working in the office, and he said this:

  • He enjoys the people he works with
  • There is a place to park his bike indoors
  • There’s a shower in the office

Having trouble defining your EVP? Ask your employees! And, request our EVP checklist here.

Q: How to hire not just for the current opening but for the potential to step into the next role?

A: I like this question, because I like the underlying philosophy it reveals. It is often cheaper and more efficient to hire for an entry level position and train your employees into bigger and better roles with your company. If you need to fill an administrative role now, but you want the candidate to eventually move into sales, make some of those sales competencies part of your hiring process today. Add those competencies to the list of skills that your target candidate ought to fulfill. Look at the cognitive abilities of your candidate (by testing them), and seek out their behaviors and motivations in order to identify future leaders.

Later in the process, ask the candidate where they think they ought to be with your company in 5 years. Often, they will tell you if they are motivated to move into a management role, or a sales role, or whatever.

Step 2: Recruiting/Sourcing

Q: Where do you find good qualified applicants?

A: Short answer: I often find them here, among a variety of other places (referrals, etc.)

Longer answer: You never know where or when the right candidate is going to be looking. Sometimes they come referred from someone you haven’t talked to in years who saw your posting on LinkedIn. Sometimes they come from Craigslist. Sometimes they come from Indeed. The point is, the only way you’ll know if your job is competitive enough to appeal to those qualified candidates is if you put it in as many places as you can. If you’re still not finding those qualified applicants, maybe you need to take a few steps back and redefine your Employee Value Proposition or your target candidate. Problems later in the hiring process often stem from problems with the first step: Preparing to Recruit.

Q: Do you recommend different venues for advertising a job based on the type of job that it is?

A: To an extent. LinkedIn and are great places to find sales talent, because that’s where sales talent is motivated to go. I often hear, “We don’t want the type of candidate that comes from that website.” I want to combat this line of logic up front.

If you have a tool for sorting through candidates so that you don’t waste time on candidates who are unqualified, what does it matter where they come from? There are CFOs who search for jobs on Craigslist just as there are CFOs who search for jobs on Indeed. No one website is guaranteed to provide only specific types of candidates. My suggestion is always to get the job out to as many places as is feasible and narrow the pool from there.

If the job specification is narrow, industry job boards, LinkedIn groups and association websites may be helpful. These won’t produce large quantities of candidates however they could yield the right one.

Q: How do I train future and current leaders to be good at selecting talent?
Q: How do we train and educate hiring managers to look beyond skill to rather looking at competence and job fit?

A: This is something that NewHire often helps our clients do. You’ll have to lay out a hiring process that you believe in, make it clear and logical so that your current leaders understand it, and hold people accountable on following through on that hiring process.

Our own 6-Step Process is no secret, and it works very well. Most of the time, getting those leaders to understand how to select talent falls into the first step in recruiting, preparation.

Step 3: Screening: Identify Top Talent

There were no questions on Screening talent. That concerns me! Because having an efficient and objective screening process that relies on information about the candidate is important when there are a lot of candidates to sort through. Trusting your intuitions about a person’s resume can often lead to mistakes. Even the President of NewHire misspelled his first name on a job application once upon a time. Are you passing up the perfect candidate because of something small and insignificant?

For more questions and answers on pressing recruiting questions, see Part 2 of this blog post here.