Archives For Eric Hawrysz

“Back In My Day – I put an ad in the paper and someone came and applied to my job!”
Advertising was simpler back then – you paid some money, usually a flat fee, and ran an ad for a week or two in your newspaper.  And resumes came pouring in.

Now – clicks are king, the internet has taken over as the new source for news and jobs, and figuring out where and how to post your job has become much more complicated and costly.

When people began transitioning to internet advertising, they left the old business model in place.  You paid a flat rate for the ad (usually charged by the word), and you job ad ran for a set amount of time. a As new markets were opened up by the internet, people started bidding and paying for clicks, or views to their ad.

Now, there’s an even newer model for advertising your job. Bidding and paying for Applicants directly.  This new market is the newest model  and is proving volatile to say the least.

The upside of using a Cost Per Applicant is  that you only pay when someone actually applies for the job.   The downside, though, is that it will probably take longer and overall be more expensive per applicant, as the marketplace is still small for CPA and the number of sites offering this option is still limited.

At NewHire, we keep an eye on the job board market so our clients get their best candidates, and we’ve been looking at CPA data for the last year to see how to make use of this.  We’ve found a few distinct tiers of  Applicant cost.  Jobs that have a large number of applicants, like Administrative and Food Services jobs, have a relatively low CPA (under $20 per applicant), Jobs in Sales and Management have a higher CPA (between $20 and $40 per applicant), perhaps because they need more seasoned or specialized applicants.  Jobs in the Insurance and Medical industries, and Engineers of all sorts, have the highest CPA (Over $40 per applicant).  This is probably due to the small supply of qualified applicants vs. the demand.

Here is a graph of CPA by Job Category:CPA By Job Category 2015-2016We also analyzed the Cost Per Applicant by job board. We wanted to know if there is a noticeable difference in the cost of acquiring candidates from various job boards that charge on a pay per click basis.

We estimated this by taking the number of applicants we received from each job board (based on Google Analytics) and comparing that number with the spend on the job board for last year.   In the graph below, you can see that the more general job boards, Indeed, Careerbuilder, and Craigslist. have a lower CPA.  Specialty job boards like Bevforce and CPA exclusive boards like AppCast are more expensive, as they are targeting a smaller set of possible applicants and therefore generating less overall traffic.  At the highest end, our Passive candidate search is the most expensive, and coincidentally the most specialized and targeted.2016 CPA By Source EstimatedLike the stock market, CPA costs are constantly changing, as job boards enter and leave the marketplace. Additionally,fluctuations occur in what’s considered a hot job, or a desired location. We keep our eyes on the market to help our clients get the best candidates for their jobs, whatever the source!

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



Imagine your worst nightmare as a recruiter – you’ve just found the perfect candidate for your job, they’ve passed through every interview, passed every test and have been universally accepted by everyone you’ve consulted with — except that one group you forgot to include, who now say this candidate is a no go.  Or maybe it’s the President of the company who has their own opinion of what the candidate’s qualification should be. In either scenario – you’re back to square one with your recruiting. How could this happen?  More importantly – how can it be prevented in the future.

These hiring misfires can happen because – before even sitting down to figure out the basics of the job you are recruiting for – you’ve failed to identify all of the Stakeholders involved.

Avoiding Hiring RoadblocksWhat’s a stakeholder?  In a project sense – a stakeholder is a person or group, internal or external to your company, that has an interest in your project, or will be somehow affected by the outcome of your project.  Stakeholders can have a direct or indirect interest and influence in your project, and knowing how to identify them all and manage their relationships to your project is a major task of a project manager.

In a Recruiting Sense – A Stakeholder is a group or individual who will either have a direct influence on the hiring process, or will be affected in some way by the hiring outcome.  Some are more influential than others, but all stakeholders will have some impact on the hire.

Some examples of recruiting stakeholders include:

  • Other groups/ teams in your company
  • Company Executives
  • Outside Vendors or Contractors
  • Unions
  • Customers (for external recruiters)

It’s in the best interest of the recruiter to identify all possible stakeholders and get them all on the same page with all the issues concerning the job being recruited. That way, any disagreements or other obstacles can be identified and addressed at the beginning of the process and not when candidates are at the door. That will ensure a smoother and more timely recruiting process and save time and money in the long run.

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. 

When most companies recruit, they focus on casting a wide net to get as many candidates as possible, often getting many unqualified candidates in the process. By focusing on a few key pre-recruiting tasks, you can start with a better pool of candidates – and find that one person you’re looking for easier.

5 Things Every Company Should Do Before Recruiting

1. Know the position you’re hiring for

It cannot be stressed enough that to get qualified candidates, you need an informative description of the job that can be advertised out to the world. Having a good handle on what the duties of the job you’re recruiting for, and the salary level, will help you immeasurably in figuring out what qualifications you’re looking for in candidates.

2. Know your company culture

Keep in mind what kind of company you are when looking for new people, so you can look for the right fit in your candidates. Are you a tech start-up with a very loose business culture? Or are you a big corporation with strict guidelines for everything? Are you looking for strict compliance employees or mavericks who will get the job done by any means necessary? Figuring out who you are helps figure out who you need to look for.

3. Know what your company has to offer as incentives to bring people in

So many companies advertise out their jobs and wonder why no one applies. Crafting effective recruitment advertising is a huge piece of the puzzle! And so many companies only list what they need and not what they can offer candidates aside from a steady salary. Be aware of what benefits there ware for working at your company, whether they’re direct incentives to employees (Health Insurance, 401(k), Paid Time Off, etc…) or indirect incentives of the job/industry/location (cafeteria, free coffee, free promotional materials or products, etc…) putting some type of Employee Value Proposition in your job ad will help you find motivated candidates. Need help putting one together? Request our free EVP Checklist here.

4. Find out what the public and your current and former employees think about your company

A recent phenomenon we’ve noticed here at NewHire has been the proliferation of Company reviews on social media. Sites such as Glassdoor offer people a forum to say what’s on their mind, whether good or bad. Companies should make an effort to see if they’ve been reviewed and to deal with any bad reviews in a tactful and constructive manner, because you can be sure in this internet-savvy world, your potential candidates are looking at those same reviews as they’re weighing whether or not to apply.

5. Have a seasoned interviewer

Whether you have an HR department in your company, or you contract out your recruiting to an outside agency, whoever is actively interviewing your candidates should have an idea of the previous four points to accurately rate the candidates who make it past the “looks good on paper” stage. Your interviewer should be able to tell in a short amount of time whether the candidates you’re looking at are a good fit for the company.


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. 

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!

You have your foot in the door with a great company and have scheduled an interview. You want to make a great impression, but as you look through your wardrobe, one question remains: “What do I wear?”

Now, before you run out and purchase an entirely new wardrobe just for the interview (Admit it. You were considering it). It’s important to take a moment to consider a few key points. Below are some great strategies on how to dress for an interview and land your dream job.

First, think about where you’re interviewing. How to dress for an interview is often defined by company culture. There is a general rule of thumb that dictates, when on an interview, your attire should be a level up from the company’s general dress code. For example, an interview with a casual startup warrants, at minimum, business casual clothing. Likewise, for an interview at a company with a business casual dress code, you should wear business professional attire. If you don’t know your interviewer’s dress code, take this as a perfect opportunity to research or inquire about it! Taking the initiative to ask a prospective employer questions will not negatively impact your job search.

How To Dress For an Interview

With that being said, what is “business casual” exactly? Think khaki pants, dresses, slacks and skirts.  Polo shirts, cotton shirts, and sweaters are all considered acceptable business casual tops with ties generally deemed as optional. Conversely, professional attire tends to take the form of a crisp, tailored suit for men and women alike.

Once you have an idea of how fancy you need to dress, now is the time to begin searching through your closet. It’s best practice to keep your staple interview pieces neutral. Navy blue and gray are great go-to colors when it comes to blazers, suits and skirts. A classic white shirt or blouse is always a safe bet. However, if you’re looking to make more of an impact, colored tops are viable options as long as they coordinate well and don’t clash with the rest of your outfit.

When it comes to footwear, leather shoes are preferable for men, whereas simple heels are a solid option for women. Regardless of your interview garb, the goal is to have the focus on YOU, and not your clothes. Hair should be neat and trim; with simple accessorizing.

Experts agree that the best approach is to stay with a more modern style. So, if your interview staples look more Austin Powers and less James Bond, it might be time to go shopping!

Last, but certainly not least, if you’re bringing an old stand-by out of the closet, remember to do some mirror tests (both standing and sitting) before heading out the door.  This ensures that everything is perfectly in place prior to going into the interview.

Remember to keep these tips in mind for your next interview, and take the worry out of your wardrobe choices!



So – you’ve got an open position and have been working tirelessly to tweak your job ad to be as appealing as possible to your target candidates. You’re now faced with the choice of…where to put it?

Which are the best job boards?

Best Job Boards

In the past, the answer would have been simple – put it on CareerBuilder and you’re done.  You’d maybe put it on HotJobs or too if your colleagues suggested it.  Now, though, the job board landscape is a lot more crowded and figuring out the best job boards can be a confusing task.

Do you go with CareerBuilder? Craigslist? What about LinkedIn? Or Indeed?  Or the multitude of smaller job boards that target specific industries or locations?

At  NewHire, we keep an eye on the major job boards and help keep the ones with the best results on top.  That’s why we switched away from a few years ago when its performance started dropping and replaced it with LinkedIn, which had better recruiting traction.  We keep our eyes on the job boards to make sure our jobs get the most exposure. And from the data we’ve collected, the short answer to the question “Are all job boards equal?” is no.

We’ve blogged before about the performance of the job boards we regularly post on, and have found Indeed to be the clear champ in getting your job out there.  So much so that Indeed does twice as well as Craigslist, CareerBuilder and LinkedIn combined.  As a result of that we’ve gone to offering paid Indeed sponsorships as part of our packages.

But that’s just the short answer – does this mean that you should just post on Indeed and forget about all of the others?  Not necessarily….

Overall, Indeed clobbers the competition in sheer numbers, but other factors can boost a job’s appeal on a particular job board or boards.  We’ve also written about how to sponsor jobs on Indeed, which has proven to attract almost double the number of job seeker views.

Your job might be very appealing to new grads and pull many applicants from college job boards.  Or maybe you’re in a city where CareerBuilder or Craigslist still have a lot of pull, so it would be wise to post on there.  You could be looking for a very specialized role, so you might want to target a smaller niche job board to find the best candidates.   Location, Industry, Job Type….these all can factor into how a position will perform on job boards.

So – to sum up…post on Indeed, but also take a look at where you are and what kind of job you’re hiring for, because there will be some more specialized job boards in your area that are well worth the time to post.

Or, give us a call and we’ll help steer you in the right direction!

Today’s jobseeker landscape has vastly changed from how it appeared only a few short years ago. Job boards like HotJobs and 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!

Last week, Alicia explained what questions interviewers should avoid. This week Eric explores the answers candidates shouldn’t give!

bizarre candidates

We’ve all been there. You think you’re prepared, but you’re nervous. Then the interviewer asks you THAT question – and your mind goes blank. Or you’re so excited to get the interview that you immediately focus on what the company can give YOU, rather than what you can bring to the company. Or you’re flustered because so far it’s been a bad day. For whatever reason – you make one of these interview faux pas that can take you out of the running for the position. Keep these tips in mind when you’re in the hot seat so you shine.

Q: “What are your biggest weaknesses?”

A: Some variation of “I work too hard” or “I don’t know when to stop working.” Nobody’s perfect. Interviewers are looking for people who genuinely know their weaknesses and make efforts to learn from them. Turning a strength into a weakness shows the interviewer that you don’t focus on personal growth.

Q: “What do you know about our company?”

A: “Not a lot” or “I didn’t know you made that. I love that product!”
Do some research before the interview. With pretty much any information you need only a few mouse clicks away, not knowing anything about the company you’re interviewing for is inexcusable. Do your homework! Use Google, LinkedIn, and employee reviews on Indeed. Even if your mind goes blank, have a few things written down that you can refer to if needed.

Q: “What salary do you expect?”

A: “I don’t know.” Or “What do you suggest?”
Once again, do some research. and other salary sites are available to see what the average salary for your position is. Interviewers are looking to see if you know what you’re worth and if it aligns with their company.

Q: “What was your manager’s biggest weakness?”

A: “He/She was a horrible boss!”
Be careful about badmouthing former employers and colleagues. You never know what ties they will have to the companies you’re interviewing for now. Have a plan about what you are going to say about your current (or most recent) job and manager, and why you are looking for a new position.

Q: “Do you have any questions for me?”

A: “No, I think we’re good.” Or some variation of that answer.
Always have some parting questions – either to firm up next steps in the process or to generally find out more about the company culture, the job, the customers, and the team. Find out how you can fit in, and if this is a place you really want to work. Remember if you get the interviewer talking, it will take some of the pressure off of you.

In general – be prepared to give real answers to questions and avoid the “I don’t knows” as much as possible.

And don’t worry – you’ll nail it!