Where should you publish a job ad? Here are the best channels to use for new jobs.

“Where should you publish a job vacancy?” “Which is the best channel to publish a job ad?” When asked these questions, many recruiters are stuck: it’s not easy to confidently define where to publish a job vacancy.

Whenever you open a vacancy, it’s essential to guarantee the maximum visibility for the job ad. In particular, after the initial phase of analysing the role (job analysis) and developing a job description, follows a more operational phase: job distribution (also called “job advertising”). Job distribution happens in the moment in which a recruitment publishes the job ad, normally on a Job Board that candidates visit.

JOB ANALYSIS >> JOB DESCRIPTION .. JOB DISTRIBUTION

To choose the Job Board in which to place a job ad it can be useful to analyse statistics on the performance of different recruiting channels used for previous research. A recent study, The Sources of Hire 2016 asked what are the most efficient internal recruiting channels and undertook an analysis of two different indicators: number of interviews and number of engagements.

An analysis of this type would seem to be interesting to identify the main channels for job postings, but be careful: relying on a single recruitment source (Job Boards or aggregators of job ads) does not guarantee that a company will find the right candidate. On average a candidate uses multiple channels to look for work, and consequently few Job Boards can say that they have an exclusive audience.
Many recruiters are aware that there is a direct relationship between the number of Job Boards in which a job vacancy is published and the number of CVs received. In most cases, publishing exclusively on a Job Board is not enough to find the right candidate, a broad publication of the job ad is much more efficient (so-called manual Multiposting of job vacancies).

How to choose the right Job Board to place a job ad

As soon as a recruiter prepares to choose which Job Boards to post a job ad, they realise that the choice is vast. This analysis can be confusing: there are Job Boards that are free and others that are paid for, also there are general Job Boards (which cover all types of searches, such as Indeed, Monster or Helplavoro) and others that are niched for specific roles (for example: Rysto for the catering market, FashionJobs for the fashion sector, Jobmetoo for protected categories). And also there are Aggregators of job ads (Job search engines) that index and aggregate available job vacancies in the classic Job Board style, of which the most popular are: Indeed and Jobrapido.
Usually, In the end, the recruiter identifies three to ten Job Boards in which to publish their job ad. At this stage you might be thinking “the worst is over”, but often you find that the main problems are still to come.

The risks that come from doing multiple manual publications of your job ad.

The issue is that any operation has a cost, which must be assessed before making a decision. In particular, the Job distribution activities may be subject to two types of costs (visible and hidden):

1. Economic. Publishing on a Job Board for a fee or sponsoring pay per click (PPC) on job search engines (e.g. Indeed)
2. Time. Principally when you publish a vacancy on a Job Board there are three problems that arise:

PROBLEM NUMBER ONE: you’re forced to manually insert the job ad in different Job Boards.
Publishing a job ad in different Job Boards requires the recruiter first to register on all the platforms, and then to place the ad in each, using processes that are often very different. Obviously this takes a significant time investment, even if the recruiter “copies and pastes” the announcement.

PROBLEM NUMBER TWO: you receive the CVS in different places.
A major challenge in using Job Boards for Job distribution is how to effectively manage the volume of applications received. The profiles can arrive in lots of different ways: by email with the candidate’s CV attached, by a brief profile also sent by email, or, in basic recruitment management, inserted inside the Job Board. Sorting the data in many different formats from all these channels and comparing them with each other is not easy. Today the average job ad receives 200 applicants; if a company doesn’t manage recruitment with an Applicant Tracking System (advanced recruiting software), to gather and analysis this mass of profiles, it can take a really long time, not to mention the huge risk of losing some applications.

PROBLEM NUMBER THREE: you can’t compare the data and therefore you can’t find the best performing channels.
All Job Boards provide basic statistics on the views of the job ad, the clicks on the ad and the number of applications; but no more specific data. In addition, each Job Board, has its own system of statistics and this means that comparing the efficacy of different channels can become very complicated, if not impossible. This is a huge problem:

“What you can’t measure you can’t control.”

When you can’t analyse the indicators of each recruitment activity (KPI) you risk wasting your time, but especially economic resources.

The solution: using Job Boards 100% thanks to an automated service for Multiposting job ads.

The truth (unknown to many recruiters) is that the role of publishing the job ads (job posting) can be automated. A modern recruiter should not spend their valuable time placing ads, but dedicate their time to the parts of the recruitment process that have higher value, such as the creation of effective job ads, and choosing the best candidate for the company.
Advanced recruitment software exists, an Applicant Tracking System (ATS), that allows you to publishing an advert in an automated way, by managing all processing operations and publishing the job ad in one place (within the ATS recruitment software). The received CVs will be centralised and organised in the same system, so that the recruiter can save time for the next important stages of the recruitment process, for example the interviews.

The advantages of the Multiposting job ads service with In-recruiting

Here is a summary of the guaranteed advantages of the Multiposting job ads service included in the functionality of In-recruiting, our Applicant Tracking System.
• It’s possible to publish a job ad in 35 Job Boards – free and paid – with just one click (including Indeed, Monster, Jobrapido, Simply Hired, Infojobs, Glassdoor and many more).
• It’s possible to also publish the ad on social networks (LinkedIn, Twitter, Facebook) with the Social Recruiting function.
• It’s possible to automatically republish the ad, saving even more time (automatic republishing the job ad)
• All the CVs arrive in one place and come automatically organised so that they can be easily compared
• The job ad can be integrated in a questionnaire system, so as to have automatic pre-screening, which reduces the time for proper screening by 50%
• You get statistics on the efficacy of the various recruitment channels, so you can improve the performance of your ads and save money on your investments
• It’s also possible to publish ads in different languages, also on foreign Job Boards, in order to manage an international recruitment campaign
• In this way a recruiter guarantees their job ad the maximum visibility, with a minimum time investment.
If you also want to try the benefits offered from a multiposting service, take a free 14-day trial of the In-recruiting Applicant Tracking System! Come and publish a job vacancy in over 35 Job Boards in less than five minutes.