Archives For Recruitment Advertising

In 2014 Indeed was, once again the biggest winner in the world of Job boards, bringing in 47% of all candidate views and 30% of all NewHire applications for employment. But don’t discount that other 53% of candidate traffic which accounts for roughly 70% of completed applications. This balance of candidate traffic is coming from a combination of other sources, including CareerBuilder, Craigslist, NewHire job board, social media, and array of other smaller job boards. When you’re hiring, don’t miss out on 70% of the possible applicants! Be sure to advertise open positions broadly and take advantage of the power of the internet.

NewHire strives to help our clients make the most of their advertising dollars. For years, we’ve tracked the ability of major job boards to bring candidates to our applications. As we’ve noticed major shifts in job board performance, we’ve adjusted our advertising packages to make use of the most up-and-coming job boards.  Most recently, this has been reflected in changes to our most popular ad package.

We look for ways to maximize the value of recruitment advertising by targeting job boards that yield the most candidate traffic. One of the tools we use to learn about candidate traffic is Google Analytics. As an example, the graph below shows total candidate traffic from all sources at the beginning of the new year.

 

google Analytics report

We also have the ability to look at an individual job and say, “You have this many applicants, and the most have come from this job board.” We use this information to allocate resources more efficiently. By spending more money where it counts and less money where it doesn’t, we save time and money.

Analytics Source report

Looking at individual jobs can be useful, but the sample size is small. Let’s look at the candidate traffic from all of 2014. The following graph shows the percentage of views from each of the major job boards that we use in our advertising packages, plus a job board that one of our bigger clients used extensively.

 

Job board Views

 

Views from Job Boards

For 2014 data, with over 500,000 candidate views total, the Indeed job board makes up almost half of the traffic.  Over the last several years, Indeed has steadily increased its presence as a premier job board.  The other substantial pieces of the pie, those labeled  “Direct” and “Other,” are more amalgams. The “Direct” category is a combination of candidates who arrive from certain Craigslist ads in low population areas (where we can’t hyperlink directly to the application). Additionally, candidates arriving from the NewHire job board also appear in the “Direct” category. The “Other” category is from the many smaller job boards that re-post ads. Each one brings in a little bit of traffic but all together they make up nearly 12% of candidate traffic.

CareerBuilder and Craigslist continue to run neck and neck in the views they provide. SimplyHired is a board that one of some  clients have elected directed a lot of traffic in the past few years.  LinkedIn seems to have the smallest piece of the pie here, but there’s a little egg on our face, because some of the 2014 data was temporarily unavailable to us. We are confident that 2015 will show more traffic from LinkedIn.

Job Board Application Rate

Applies from Job Boards

Now – let’s look at applies. The total apply rate for 2014, taken by dividing our total number of views by the number of applicants, is around 15%. Luckily, we can also break down where those applicants originally came from, and get a better idea of how each job board is really performing for us.

With no surprise, out of 86,000 applies, Indeed is still the biggest contributor with around 30%. “Direct” applies are almost equal to those from Indeed.  “Other” applies make up around 15% of the pie, a bigger piece than they grabbed when we look at the candidate Views pie chart. CareerBuilder, Craigslist and LinkedIn also have a strong apply rate, despite their smaller percentage of views. It’s interesting to see that CareerBuilder and Craigslist have a strong showing when it comes to candidate applications, as you can see in the Apply pie chart.

With Indeed grabbing the lion’s share of views and applies, is it worth it to keep advertising on the other job boards? Should we just put all our money into Indeed? The answer, in short, is no. We can also look at a job board’s applies as a subset of the number of views from that board, and we can figure out what a job board’s individual apply rate is.

For example – CareerBuilder had 9,228 applies in 2014, out of 23,757 views. That gives it an apply rate of 38.84%. That means almost 40% of people who saw a job from NewHire  on CareerBuilder went through our process and filled out an application! This is great when compared to the average apply rate, which is 15%. The graph below shows the apply rate of the major job boards.

 

Job Board applications bar graph

Indeed, which dominates both views and applies,  only has a 10% apply rate, which means a lot of people look at our posting on Indeed, but don’t actually apply.  CareerBuilder, Craigslist and LinkedIn, on the other hand, show 30-40% apply rates. Other and Direct  are also important sources of candidate applications.

So – what does this mean for you?

  • Your job should be advertised on multiple job boards to take advantage of the Direct and Other categories. Candidates search for jobs on many different smaller and larger boards.

  • You should make sure your job is on Indeed, because it’s the biggest board out there right now.

  • Don’t forget to share your job on social media and throughout your network, LinkedIn, Twitter or Facebook, which ever you use. “Other” makes up for a large portion of the application pie.

  • The most popular job boards are never a constant. What is producing good results now could be in a decline six months from now. To stay up to date and to receive our initial 2015 data later in the year, be sure to subscribe to NewHire’s blog and email list!

confidential job listing

There are good reasons that employers might want or need to have a confidential job listing and conduct a confidential search. Here are some common reasons we hear from employers:

  • We need to let the person who is currently in this role go, but can’t do it until we have a replacement in place.
  • We don’t want to get calls or emails from every applicant who applies – keep our name off the ad!
  • We don’t want our competition to know we’re hiring.
  • We don’t want other employees to know the salary range or other details about this position

As an owner and employer I empathize with all these concerns and feel they are reasonable. But (you knew it was coming, right?), there are a few important reasons to think long and hard about the decision to execute a confidential recruiting process. Posting a confidential job listing or ad can have several unintended consequences which need to be considered before the final decision is made.

You may not be able to win the war for the best available talent if the ad is confidential. Loosing a few candidates wasn’t much of a concern just a few short years ago, when very few companies were hiring. But today, competition for candidates is heating up. A confidential job listing can hurt your ability to attract top talent.

Candidates are sophisticated consumers and will do research on the employer, looking at employee reviews and LinkedIn before they invest time in the application process. If the candidate can’t verify what they see in the ad, they may not invest their time and effort to apply. You could get a much lower candidate response rate with a confidential ad and recruiting process.

In order to maintain confidentiality, the ad is likely to be less specific and won’t include identifying information like key products, key markets, projects or attractive details about your work-place and culture. Omitting this information may make the ad less attractive to the top tier of candidates.

You will also miss out on valuable free advertising.  Indeed.com (the largest and currently most important job board) doesn’t allow organic ads (free) for confidential jobs. You can advertise on Indeed, but you’ll have to pay for it. Additionally, you won’t be able to post the job on your own website, losing important free access to prospective candidates.

Remember that secrets are hard to keep, even when you run an ad that is stripped of most identifying information. In today’s interconnected, hyper-communicating, social-media-minded, technology-driven, nothing-is-private world, the employer might not remain private; especially if the person you want to replace sees the ad.

We’ve seen it happen! The employee sees their own job advertised and marches into the boss’s office in a huff. “Why are you advertising my job? Am I getting fired?” They demand information, they are mad. The conversation can be difficult, poorly timed and extremely disruptive.

How did this employee even find out? Typically, if you, the employer, are unhappy with this employee’s job performance, they are unhappy too. Unhappy employees are on the job market. Job seekers often set up automated alerts. Notifications of open jobs arrive daily in their inbox, and they recognize their own job, even if you’ve stripped out most of the company specific information.

If you are planning to recruit confidentially and let someone go once the new person is on board, I’d like to suggest an alternative approach. Have the hard conversation BEFORE you start recruiting. This strategy puts you in the driver’s seat, controlling the timing and tone of the conversation. You are more likely to have a better outcome, a better, more amicable separation and likely a smoother transition. Additionally, now you can include company specific information in the ad, improving the likelihood of attracting top talent.

If you’ve thought long and hard, weighing the risks and benefits of launching a confidential search, and you’re willing to take the risks, move forward with the confidential recruiting and post the confidential ad. But if you’re having second thoughts, maybe it’s time to explore an alternative approach.

list-a-salaryIn advertising an open position, it’s important to be as transparent as possible about the job at hand. A field’s top candidates have their pick of positions, and most applicants don’t consider guessing potential income to be a game worth playing. At NewHire we found that the number of applicants increases significantly when employers list a salary range, a dollar amount. This indicates that salary is a top factor when it comes to deciding whether to apply.

Some business owners and human resources professionals have concerns about posting salaries. But for the benefit of your recruiting efforts, consider changing your thinking when it comes to these concerns.

Here are three of hiring managers’ common concerns/questions when it comes to whether to list a salary range—and reasons to consider adjusting your strategy.

I don’t want my other employees knowing how much this position is paying.

It can be uncomfortable for employees to discover that a position is available within their company that is paying significantly more than they’re making, especially if they haven’t received an increase in their own wages. But employees may perceive salary information differently, especially if it’s for a different position than their own. They understand that each function in the company comes with a correlated pay. Also, with the accessibility compensation websites like Salary.com, most people are no longer in the dark about what positions are paying.

To attract top candidates and keep your employees happy, be prepared to handle internal inquires about why a certain position commands more pay than another. Revealing salaries could also motivate employees to work toward higher-level positions, which could eliminate recruitment for those roles in the future.

What if I want to pay depending on their experience?

It’s common to receive a variety of resumes with varied experience levels when you have an open position. You may locate a standout candidate with little experience, or you may have a 10-year, seasoned expert. If you are open to both extremes, it is best to settle upon a salary range that would make sense for the respective candidates.

What if I absolutely cannot list a salary range under any circumstance?

There are instances where it would be out of the question for you to list a salary range in your advertisement. In these circumstances, it’s best to state that you are paying a competitive wage. Then, if you are using a NewHire application, create a customized question asking what salary the applicant would be expecting in your open position.

For budgeting purposes, it’s important for you to know what salary the applicant is looking for, and if you move forward with the candidate, they will know you have noted their requirements.

These are a few suggestions to get you moving toward advertising a compensation for your open positions. Do you have any other situations that you feel are preventing you from listing a salary range? Do you have any additional reasons why consistently advertising salary is a great idea?

This is the first of a three-part series that’s designed to help you answer the question “why is it so hard to hire an employee?” 

It happens regularly; the president, CEO, owner or sales manager calls and asks if we can help them with a hire. Often they have tried to do it on their own, but are having a tough time. They ask, “Why is it so hard to hire an employee? Can you help me?”

There are many factors involved when it comes to hiring, so before we say “yes, we can help,” it’s essential to understand what is truly happening.

Here are four reasons you might find it hard to hire an employee:

  • Hardly any candidates are applying
  • Candidates are applying, but none of them are well-qualified
  • So many people are applying that it’s overwhelming
  • Plenty of qualified candidates applying, but you aren’t following-up

There are many reasons that you can experience any of these four problems. Understanding the problem is the key to finding the right solution.

We’ll address each of the four reasons in this series, but for this post, let’s address the first reason you’re finding it hard to hire: no one is applying.

Why isn’t anyone applying for the position?

You’ve been advertising the job and hardly anyone is applying. That makes it really hard to hire an employee. You’re right to be worried, but what do you do? There are a few things.

hire an employee newhire

First, let’s look at expectations.

Fewer people are going to apply in 2014 and 2015, than in 2009 and 2010. During the Great Recession there were a lot of people on the job market and very few openings. That means, every job that was open during the recession got many applicants based on pure numbers. But times have changed, and I am not complaining! There are more open jobs and fewer candidates. The competition for talent is heating up, and most jobs are attracting fewer applicants. Your new smaller candidate pool may simply be a byproduct of this change, so it’s important to adjust your expectations.

Next, let’s look at the job.

Is the job title unusual or uncommon? In the world of internet job board advertising, candidates find jobs by searching keywords. If the job title is unusual, or doesn’t reflect the duties or salary being offered, appropriate candidates might not be finding the ad. If no one is finding the job, certainly no one will be applying.

Is the job competitive in the marketplace? If the salary, wages or benefits offered aren’t competitive with those offered for similar positions, you’ll see a very small number of applicants. Applying for jobs is time-consuming and many applicants focus their efforts on applying for the best jobs they find. Why spend the same time applying to three very similar jobs if one of them is only offering up 70% of the salary? Pro tip: the top talent won’t apply for jobs that don’t offer competitive compensation.

Does the advertisement highlight the best aspects of the job? Sometimes the available job is a great job at a great company, but the advertising copy doesn’t do either justice. Make sure you put your best foot forward.

Now, let’s look at the people.hire an employee 2 new hire

How many people out there are truly qualified for this job? Are we simply dealing with a scarce candidate pool? For example engineers with many years of experience are going to be tougher to come by than entry-level account managers.

Did too few people see the job posting? If the advertising was not adequate to build a candidate pool, it’s possible not enough of the right people even know about the job. (Hint: you might need to spend more on advertising.)

Do any of these challenges sound like things you’ve experienced? If so, maybe you need some hiring help. Don’t worry. You’re not alone and we can help.

If you still aren’t thinking, “yep, that’s exactly the problem I’ve been having,” stay tuned for part 2. We’ll take a look at the other reasons you may be finding it hard to hire an employee, and give you some tips to make it easier along the way.

Go to part 2 of this blog post to read more on this topic.

Follow along as we hire for open positions at NewHire.

We’ve been steadily interviewing for a couple of different positions at NewHire, but now the urgency of the need has increased. We have you, our wonderful clients, to thank for that. So, thank you!

We thought it might be interesting and informative for you to follow along as we hire (and we thought you may know someone who would be a good fit). We are currently in the process of building a candidate pool for several different roles. Here are the jobs we are looking to fill:

Staffing Coordinator:

As you know, Staffing Coordinators deliver the NewHire recruiting process to our clients. We have an internal, written job description which details reason the job exists, the duties, responsibilities and rewards of the job. Actually we have three of those job descriptions, because each Staffing Coordinator wrote their own job description. Now we have a NewHire application here. 

Account Manager:

This is a sales role. The job description focuses on learning NewHire products and services and learning our clients’ needs and wants. Our goal is develop Account Manager into recruiting experts. We distinguish the role from the job title “Sales Representative” because Account Managers don’t cold call. They do go out on sales calls, sell over the phone, network, attend trade shows, do demonstrations, write blog posts and provide post-sales support to clients. We are looking for two people and you can see the NewHire application here.

Administrative Reception:

This is our entry-level position and we have promoted most of our current staff from this role into others in the company. We look for the “best available talent” measured by intelligence, behaviors, motivations and aptitude. If you know a recent college grad interested in a growing web-based software and service company, please send them here.

Building a candidate pool is no easy task. It’s important to advertise to the right people, get a good pool to choose from and then screen them to see who you want to interview.

Each process will rely on NewHire to advertise, source and screen candidates. We’ll phone screen the people who are the closest fits and give assessments to the best of the phone screens.

Follow our blog for more updates on the process. We look forward to introducing you to the newest members of the NewHire team once we have finished building a candidate pool, screened our candidates and selected the best person for the job, because we believe every job deserves the right person.

Today’s jobseeker landscape has vastly changed from how it appeared only a few short years ago. Job boards like HotJobs and Monster.com have all but disappeared from our regular referral sources, while new boards like Indeed have exploded in usage. Job seekers tend to sway in what boards they favor like teenage girls to the newest boy bands; what was trendy four years ago is no longer “in” and what is popular now might not be in the future. The importance of social media as a source for jobs seekers is reflected in LinkedIn’s steady presence on our lists of preferred referrers.

During the past four years, Indeed experienced explosive growth, nearly doubling the number of annual job-seeker views per NewHire job since 2010. CareerBuilder and Craigslist have declined steadily. And for the first time ever in 2013, Craigslist edged out CareerBuilder. LinkedIn remains a very steady board, providing a stable number of job- seeker views to NewHire jobs each year.

CareerbuilderG1ReferralsPerJob-1- Large Key

In 2010 CareerBuilder was the top performing job board with Craigslist in a clear second place. Today the lay of the land in recruitment advertising is changed. Indeed is the clear winner.

But there are other players that can’t be ignored. In second place, receiving the silver medal, is a category we call “other”. It is made up of 100s of Niche job boards, employer careers pages, emailed jobs and Google searches. This category is like the relay team – energizing the recruiting landscape with many less well known players. Together these sites play a key roll in attracting candidates. Is next year’s big winner hiding in this category? We don’t know, but stay tuned because as surely as daffodils bloom in spring, the recruitment advertising market will change in the coming four years.NicheJobBoards_NumberOfBoardsPerYear

The rise of these niche job boards is part of the reason why things are not completely doom and gloom for CareerBuilder. While it may not contribute as many candidates as Indeed, it does play an important part in the “spider web” effect of spreading posted jobs to its partner sites such as Headhunter and MoneyJobs. Combined with our highest application rate of 38%, there are still compelling reasons to keep CareerBuilder a part of your recruiting process.

More about the data and how we get it:

As a provider of applicant tracking software and recruitment advertising services to companies with 1000 or fewer employees, NewHire is in a unique position to provide independent data on job board performance.

In the past, we’ve blogged about the importance of Indeed as a source for candidates – the people who actually apply for the job, not just job seeker views. In the data shown here we’ve expanded– going back four years – to get a more general look at how both Indeed has risen up – and CareerBuilder and Craigslist have tumbled.

Below is a table showing the detailed results of this four year effort.

table info reformatted_ecantave

First – let’s look at the number of unique NewHire jobs each year that received views from key job boards including CareerBuilder, Craigslist, Indeed and LinkedIn. We’ve also included the category of “Other” as a catch all for many smaller niche boards and our own NewHire Job board. Every NewHire job with a job-seeker page view sent by one of these boards was counted.

As the employment market has steadily gained steam, you can see the number of jobs advertised on each board has steadily increased.

So, with increasing number of jobs advertised, you might think our referral numbers also show a corresponding increase, correct? Not according to the data we examined. CareerBuilder shows a small gain before sliding in 2012. Craigslist, on the other hand, rises through 2012 and then falls off in 2013, while Indeed explodes in popularity, growing each year. The only job board to actually follow the pattern we expected is LinkedIn, which showed modest increases in traffic each year as more jobs were added. Finally, the last column of the table shows the annual number of referrers per job. CareerBuilder and Craigslist lost the most ground, and Indeed gained the most over the past four years.

What does this really say about Job Board performance?
• Make sure your job is featured on Indeed
• Don’t discount advertising on other boards as they bring views, candidates, and links that all help drive the category called “other”.
• Take advantage of the interconnectivity of the web and social media sharing to help us help you get the right candidates!

Stay tuned as we delve further into that mysterious “Other” category in future blogs!

happy employees

Candidates are doing it too. They are finding out about employers’ reputations using the very same social networking tools.

Not long ago we were contacted by a candidate who was through a second round of interviews at a manufacturing firm. He called to let us know that he was no longer interested in the opportunity. Why? He had found a former employee using his social network, and inquired about the employer. He reported to us that he had heard enough negative information to cause him to withdraw from consideration for the job!

Here is another scary one: check out a website called:http://www.jobitorial.com/ . This site is filled with postings from employees venting about their employer. Granted, disgruntled employees are not a reliable source of information but…damage is done to the employer reputation in the eyes of the prospective hires. The take away: Candidates are talking about employers – publicly.

So remember that your recruitment advertising and hiring process touch lots of candidates and even some potential customers. As you recruit, be as mindful of your corporate image and value proposition as you are in every other marketing communication you use.

Employers are also using social networking to attract candidates to open positions. This can be a cost effective strategy that dovetails with your traditional recruitment advertising and your corporate job board.

Have you ever been frustrated by the lack of qualified candidates for your position? Especially since the market has been seen as an employer’s market for many years now? Many clients we work with can be surprised that every job posting is not flush with candidates.

This is because the market is changing, and many industries and companies are finding it more and more difficult to find the right candidates. Here are some of the major reasons candidates are getting scarce:

Specialized jobs are not an employer’s market

As many software companies can attest, finding software engineers at all levels has been a challenge for quite a while.  Other specialized industries are starting to come across the same problems, specifically, the manufacturing industry. According to an article by Ere, more than 50% of manufacturing managers have already experienced difficulty in finding the skilled labor for their production floor.

Unemployment is decreasing

Since 2010, according to the Department of Labor, unemployment has been decreasing steadily from 10% to 7%. Across all sectors, talent is becoming more and more difficult to find as the job market improves.

Department of Labor-3

 

More companies are hiring, and competing for the best candidates.

As the economy gets better, and the candidates get more difficult to find, there is going to be an increased competition for the best talent. Simple as it may sound, many companies don’t realize that if you’re hiring… other companies are probably hiring as well.

What can you do to get the best candidates?

So what can you do to find the best candidate? First, you need to advertise more and everywhere. Looking at our previous blog, “Why You Need Multiple Job Boards”  you can see that more advertising in a variety of places will bring in more candidates.  Second, offer a good employee value proposition (EVP). What EVP means is to give candidates a reason to apply to your job advertisement e.g. a great salary, flexible work hours, or a heath club membership.  All these things will help entice a candidate to apply to your position.  Take a look at our other blogs, for more specific tips on increasing your candidate pool.

 

Indeed is the current juggernaut in the online recruitment advertising, delivering 38% of all applicants to a sampling of 66 open positions. This is more than any other single job board. The runner up, CareerBuilder, does not even come close. But that’s not the whole story because the combination of Careerbuilder, LinkedIn, Craigslist and all other boards delivered 62% of the total number of job applicants.

When sourcing candidates you can’t know in advance which source is going to provide the person you will hire. So our data shows that it is important to advertise your open position to as many jobseekers as possible.

In a previous blog, “Top Job Boards in 2013”, we explored which job boards delivered the most job-seekers. Our next step was to find out which of those job-seekers turn into applicants. What we found surprised us, and we think it might surprise you too.

The application rate — the conversion from job-seeker to applicant — from Indeed is far and away the lowest of any site surveyed. A strikingly high percentage of the job-seekers coming from CareerBuilder and LinkedIn are completing the applications.

Google Analytics Premium Ad Pack Applicant Totals Jul-Sept 2013 - small

Indeed accounts for almost 3 times the number of applicants than any other job board. We expected Indeed to be the leader because Indeed provides 10 times the number of job-seekers as the runner-up. But, the application rate from Indeed is the lowest of any site surveyed.

Here’s the first surprise: A high percentage of the job-seekers coming from CareerBuilder and LinkedIn are completing the applications. The application rate (conversion of job-seekers to candidates) is 38% for CareerBuilder, 34% for LinkedIn and 30% for Craigslist, while Indeed’s application rate is a lowly 7%.   

Here is what we think is happening. Applicants who use Indeed only see a small snippet of the ad. To see the entire ad, they have to click through and view NewHire’s application page, boosting Indeed’s job-seeker statistics. In comparison, applicants using CareerBuilder or LinkedIn can see the entire text of the ad and don’t need to click though. If they do click through, they are more likely to apply for the job.

 

The world of “other” job-boards continues to surprise.

The right bar in the graph labeled, “other,” is a combination of every other job site that referred job-seekers and applicants to NewHire. This group of “other” job sites sends us our second highest number of applicants and job-seekers. It’s crazy that the #2 performer is coming from sites that we don’t intentionally post to.

With thousands of smaller job-sites around the web continually picking up each other’s jobs, the Internet is working its interlinked magic to bring you more candidates.

So what does it all mean to you?

As job boards and aggregators feed into each other, the number of people who have access to your job ad increases. The job ads will even feed into sites that you never expected, driving more traffic. Continue posting job ads on a wide range of websites to maximize your exposure and build your pool of candidates!

How did we get all this data?

This graph shows the total number of applicants who applied to NewHire jobs between July and September 2013. Each of the 66 jobs shown here were advertised on the job boards shown, during concurrent time periods. All job-seeker and applicant data is gathered from Google analytics. A job-seeker viewed the NewHire application page while an applicant submitted the NewHire application with the minimum required fields.

 business question

 

Every one who has placed an online recruitment ad knows that it isn’t as easy as it seems. It isn’t easy to figure out which job boards to use. It takes time to actually get the ad posted on each job board, especially if you don’t do it very often.

On the other hand, it IS easy to be filled with doubt, leaving you wondering if the money and time you’ve spent will yield the desired result – a qualified candidate to hire.

Here are a few secrets to recruitment advertising success!

1. Use a common and familiar job title.

The job title is like a blog or newspaper article headline – it’s your best shot at getting candidates to read the rest of your ad. The job title is also the most important way to help the right candidates find your ad when they search. Use a common job title that other companies are using for jobs with similar duties and a similar salary range as the one you are recruiting for.

2. The ad copy matters.

The information you provide and the way you present that information has a big impact on the success of the ad. Think about the ideal candidate and make the ad attractive to them.

Recruitment advertising is a marketing and sales piece, not a screening tool. Does your ad say “Don’t apply unless…” If so, get out your favorite red pen and ask your self “what would my high school English teacher do to improve this ad?” Here are a few hints:

  • Does the ad sell the job and the company?
  • Do you list some cool, interesting or surprising things about the opportunity?
  • What’s great about the opportunity? Is it in the ad?
  • Do you say what’s in it for the candidate? Money? Perks? Vacation? Benefits? Work from home options?

3. Keep it short and easy to read.

People don’t read every word they see. How could they…there are so many words from so many sources. Candidates have many ads competing for their attention. You’ll be lucky if candidates scan the first paragraph to see if it’s worth further time investment. Combat this problem by:

  • Highlighting the most important information at the top
  • Using bolding, bullets, and short paragraphs to grab attention
  • Using active and engaging language
  • Include only 5 of the most important duties or requirements. (I wouldn’t read a list that is 25 items long, would you?)

4. Don’t be cheap.

Free is nice, but you get what you pay for. Brand name job boards and niche job boards are worth the money. At NewHire we track advertising ROI – so if you want to know where to get the most for your money – read these blogs.

If you know that the open position is going to be a challenge to recruit for, (because it is a high skill, high education, or high demand opportunity) be prepared to advertise widely, and spend a bit more money.

5. Use your network.

Social media is an important way to network, so post the job opening on LinkedIn, Facebook, and your company website. But don’t neglect word-of-mouth, your alumni association, other employees, or your mother-in-law – let people in your network know that you’re hiring.

6. I know – I said 5 secrets—but here’s the last one – I promise.

The real secret is that you can’t do just one of these things – you need to do them all, and do them well, to hire successfully. If you feel like you need a little help with your recruitment advertising – don’t worry you’re not alone.

 

Need help? Just ask.