When Should I Re-advertise?

Nicole Johnson —  September 23, 2015 — Leave a comment

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!

Nicole Johnson

Posts

Nicole is the Advertising Coordinator for NewHire. She will get your advertising up and running in no time! Originally from Arizona, Nicole is a new Chicagoan adjusting to life in the city. Nicole loves to get crafty – from crochet to baking – she’s your go-to for all things handmade.

Get more recruiting tips via email. Straight forward. No spam.

No Comments

Be the first to start the conversation.

Leave a Reply

Text formatting is available via select HTML. <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

*