Job boards are without a doubt, an effective part of the recruitment process and can help build relationships between recruiters and candidates. When someone looks for a new job, it is likely that searching a job board will be one of the first things they do. Recruiters should use this to their advantage to increase the exposure of their jobs and help attract the right candidates.
The job board itself will play a huge role in how successful your job posts will be and there are a lot of things you will need to consider. Do you want to go with a specific industry job board or a more generic one? How many people use it? Has it had good reviews from other recruiters?
It’s important to do some research on what will work best for you and don’t be afraid to get in touch with the job board themselves and ask any questions you may have. Don’t get sucked into big numbers or impressive statistics either, it’s about quality over quantity! It can be tempting to post an advert on a large job board with a huge reach but will your target audience see it?
The best option may be to choose an industry specific or niche job board as it will improve your chances of getting the right candidate in a shorter period of time. This is far better than having an influx of CVs but none of them being applicable for the job. For example, a software developer would be more likely to search Technojobs than they would a generic job board as it aligns with the industry they work in.
It would also be a wise move to consider posting on multiple job boards as a job seeker is likely to use different channels when trying to find a job. This will also create more exposure for your job advert across the different platforms.
A lot of recruitment CRMs integrate with job posting tools such as Broadbean, Logic Melon and idibu. These will make your life so much easier when you can post your job description straight from your system onto the job boards you’re signed up to. You should also have the ability to edit the content before it is posted which allows flexibility at the same time as increasing the reach of your advert.
One of the most important aspects of a job post is the title and description as it should be treated as an advert – you need to sell the job! Avoid just copying and pasting the job description which your client has sent over as it’s likely to be too long. You should also take out any information that identifies the client to prevent the candidate going straight to them or other recruiters finding out who they are.
Another thing you should bear in mind is that job boards have their own world of SEO. When you’re writing your post, ensure it is optimised for the website it is on by using keywords, especially in the first couple of paragraphs. After a quick call to the job board you will be able to find out what else will boost the page position of your post.
You will never know how to improve your job posts unless you utilise the analytics tool to find out how effective they have been. You will need to know how many applications and views you’ve received on your jobs, your spend, activity and anything else that will help you measure how you’ve done. From there, you can then adapt elements of the job post and see how they affect the views, applications, etc.
If you take all these tips on board, you should be able to make your recruitment process shorter and therefore more efficient, as well as maximising your return on investment. To find out more about our integrations with job posting tools, you can call the sales team on 01892 825 820 option 3.
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