If you have plans to hire in 2015, know that a key determinant of hiring success lies in your job posting strategy. A winning job posting strategy should increase both the size and the quality of your applicant pool. We call this “casting a big net.” As with most endeavors, the outcome is most successful when there is a strategy in place. To attract more of the most qualified candidates, follow these tips:
1. Define the role
This is more than just a list of responsibilities and requirements for the position. Your job posting should include WHO you’re looking for in addition to what they’ll be held accountable for. List the values and traits that are important not only to fit with your company culture, but also to succeed in the role. Your best candidates will self-identify with these traits and values and be more attracted to the position because of that.
2. State the salary
Don’t be shy about sharing the details of the compensation in the posting. The more detail you can include, the better informed the candidate will be. It’s important to clarify salary expectations up front, so there’s no time wasted or confusion as you work to close the deal with your favored candidate. Equally important, check your salary with market standards before you post the job. Pay may not be the most important factor to your candidates but as pay communicates value, its importance can’t be denied.
3. Job board budget
To successfully cast a large net, consider both the time and money that needs to be invested in the search. Set a job-posting budget ahead of time to determine how much money you’re willing to spend to find the right person then set that money aside. For a 30-day posting strategy, expect to spend between $600 and $2,000 on 3-5+ job postings. If the position is more technical or specialized in nature, expect to spend more time (at least 60 days) and money on the search. Again, the goal is to reach as many potential candidates as possible.
4. Use an Applicant Tracking System (ATS)
Applicant Tracking Systems are a hiring manager’s dream. There are many free web-based systems (we use Recruiterbox and also recommend ZipRecruiter) that are intuitive and easy-to-use. An ATS acts as a gathering place for all of your applicants’ resumes, whether you’ve posted on one job board or 20 boards. The primary benefit is that all of your applicants’ information is in one place and you can easily sift through, organize and share applications according to what stage they’re at in the interview process.
5. Determine where to post
Now that you’ve defined the position, determined the salary, decided the budget and set up your ATS, all that is left to do is determine where to post. We recommend these job boards: CareerBuilder, LinkedIn, Monster, Indeed, and ZipRecruiter. You should also share your job posting with your network, your employees’ networks, relevant LinkedIn groups, and on company social media accounts. The bigger your reach, the better your hiring outcome.
Can you think of any other helpful hiring tips? We love to hear what other strategies have proven successful. Please comment below!