Hosting ads on job search sites is the recruitment equivalent of herding cats. It’s so incredibly time-consuming that you could be forgiven for choosing the first suitable candidate you stumble across. But you’d miss out on the crème de la crème of talent in your sector.
It isn’t just the sheer quantity of available candidates online that’s holding up your hiring – it’s the number of job sites cropping up on an almost monthly basis too. In more sought-after roles, you’ll likely see candidates getting snapped up by competitors before you’ve even had the opportunity to read their profile.
To help ease your search for top-tier talent, we’ve provided this guide to job sites – and how to avoid their common pitfalls.
From both a client and candidate perspective, job ads aren’t always working to effectively represent a vacancy. The issue is that they’re often written by an inundated employer or an internal recruiter that’s unfamiliar with the position, and contain a lot of irrelevant content as a result.
If the role isn’t a senior position and you’re finding that no one is applying, consider reducing the ‘necessary’ list of must-haves. Ultimately, roles that involve a skill can be taught, so widen the net and hire based on perceived aptitude as opposed to experience.
Similarly, ads that have spelling mistakes or poorly represent the brand through bland descriptions will equally harm your hiring process. Certain vacancies need flair and a tone of voice that resonates with the ideal candidate. After all, the job ad you post may be someone’s first experience of your organisation – make it count.
Be conscious of where you’re posting ads. Your perfect candidate might steer clear of certain job search sites if they’re not deemed relevant to their industry.
So do your research. Are there any specialist job boards designed to attract the candidates that would likely apply for your role? An applicant tracking system (ATS) will allow you to track which boards are working more effectively for your roles for this very reason.
However, if your organisation hasn’t invested in an ATS, try tapping into communities on social media. These platforms create a channel for businesses attempting to contact talent based on job role and current job title. In fact, both Facebook and LinkedIn act as a tool for targeting candidates much more effectively than a scattergun approach to job search sites.
It can be exhausting for employers or recruiters to sift through the CVs you receive from job search sites, and the time taken during this stage could result in you missing out on key hires.
Candidates go cold, so you’ll need to introduce a system that primes them for your business throughout the application reviewing phase. Your recruitment pipeline will need to be visible in order to effectively prioritise candidates – which is where an ATS proves invaluable.
However, using ATS software often results in the same number of (albeit more relevant) CVs being posted to your inbox. While you have a higher chance of employing suitable talent, you could still lose out on ideal candidates. There needs to be a people-first approach, combining traditional vetting with modern processes.
That’s where Net-Recruit come in. Our team have insider knowledge of the job boards, and they know exactly how to construct an ad that perfectly conveys your brand and resonates with candidates. What’s more, our bespoke Pipe™ ATS will filter applicants – allowing our staff to personally conduct telephone screening if necessary.
We understand that effective recruitment requires modern technology, but nothing replaces human interaction at the screening stage. So if you’d be interested in an integrated approach to recruitment that places people before procedure (and saves you countless hours in selection), get in touch today.