While many are concerned about posting their open positions on the best job boards, there are a lot of other factors that can affect your results. Not only are there a lot of job boards out there, but reaching the talent that you want to reach requires you to understand your hiring needs and track the results of the job boards that you use.
Job boards give you a platform to reach hundreds, thousands, or even millions of candidates, but it isn’t enough to paste a poorly constructed job description into a job board and call it a day. No matter how much you’re paying to sponsor your ad in search results, a bad ad is a bad ad, and no amount of visibility will make up for this fact.
You can get better results from the best job boards, as long as you can put out an appealing job ad to strategically chosen job boards, you will make more talented hires, increase the efficiency of your hiring budget and improve your ability to source high quality candidates.
The Right Job Board
If you want to know which job boards are giving you the biggest bang for your buck, then you need to record these metrics:
- Number of applicants per/board
- Number of interviews per/board
- Number of Hires per/board
Many of the best job boards will track some of this data for you, but it’s still worth it to catalog this information by job and by specific job board. A job board providing you with a high volume of applicants can be great, but not if all the applicants are under-qualified or semi-qualified. The best job board for you is the one that brings you the best ratio of applicants to interview-worthy candidates. Once you know which job boards are most (and least) successful, you can emphasize and de-emphasize sources based on your budget and source quality.
As far as quality goes, the most telling metric is Interviews per Source. You only interview applicants who are worth your time to interview, and comparing the ratio of “Applicants Per-Board,” to “Interviews Per-Board,” will show you which candidate sources are best at bringing you the people who are worth your time.
Here’s a (fake) example of what a data set for a “Software Architect” might look like:
Number of Applicants
Number of Interviews
Number of Hires
For this imaginary job search, the tech-specific job board Dice, was the most efficient talent source for producing interview-worthy candidates (1 Interview/11.6 Applicants) and was also the source of the hire.
Tracking this job board performance data by job title will show you exactly which job boards perform best (and worst) for particular positions. Each job board will give you access to a different candidate pool, and interpreting this data will show you which online sources are best suited for your company’s hiring needs.
Before you post your job description, make sure that it’s going to work! There are millions of job descriptions out there and mistakes can completely tank your ability to attract talent.
Job Description Quick Checklist
- Accurate– All information in the job description is up to date and accurate (skills demanded, deliverables, programs used, start date, etc.).
- Appealing– The copy in the job description is engaging, typo-free and the salary is at or above the going rate for your industry.
- Actionable– Applicants can see where to apply and this application process is quick and user friendly.
And don’t forget to use great job description keywords so that your target audience can find your posting!
Keep in mind that applicants will not appreciate it when your job description differs from reality, so it has to be accurate. Candidates won’t read your ad if it’s boring and they won’t apply if you aren’t offering a competitive salary. High caliber employees are very busy, and if it’s too much of a pain to apply to your job, they won’t.
As long as you can ensure these quality controls are met, then all you need to do is choose the best job boards that fit your budget and suit the needs of your candidate search.
Selecting the Best Job Boards for Your Situation
The best job boards to use are the ones that gets your message (I have a great job opportunity!), out to candidates who are qualified for your job and interested in doing it.
That being said, the “right” job board will also be in your budget. Balancing budgeting and effective recruitment marketing can be tricky, but after you’ve collect data from several successful hires, you will be able to see which job boards are bringing you the highest quality candidates.
Again, high quality candidates are the ones who were worth interviewing, so measuring this metric will be crucial in determining job board quality.
To help you out here is a list of job board subscription costs that Glassdoor compiled:
- Monster.com– 30 and 60 day job posting options. Pricing for a single job posting on Monster for 30 days starts at $375, 60 days for $395, with discounts when purchasing in bulk.
- CareerBuilder– Single job posting pricing begins at $419 for 30 days only, with discounts ranging from 7%-58% for the advanced purchase of up to 50 jobs postings which must be used within 12 months.
- Glassdoor: They offers a free job posting, but recommend that employers needing to fill 5 or more positions use their complete job seeking solution, which is half the price of a LinkedIn post.
- LinkedIn– LinkedIn sells a 30-day job posting for $495.00, a 5-job pack at a 20% discount, and 10-job pack at a 40% savings.
- Dice– Dice caters to technical and engineering professionals with 30-day single posting for $395 to as $250 for 5-10 postings. 60 Day posting and premium products require you to contact Sales.
- Craigslist– Charges 75$ for a 30-day job ad posting in San Francisco and 25$ for jobs posted in 5 other major cities. Job postings are free for all other locations.
- Indeed– Indeed offers a pay per click sponsored job posting model with cost per-click ranging anywhere from $0.10 to over $5 per click.
- SimplyHired– SimplyHired has joined forces with Indeed costs $99 to sponsor 1 job for 30 days, comparable in price to other job boards. Employers can expand visibility to include Simply Hired’s partner network for $199 for 45 days and access communities on niche sites and blogs.
That’s how much it costs to advertise your open job on some of the best job boards, but that isn’t the whole story. Here’s the run down on some of the most popular job boards in use today.
Indeed is a job board aggregator and one of the most popular job boards in the world with over 180 million unique monthly visitors. Job board aggregators collect job postings from other sites across the web (including employer career sites and paid job boards) and store them in a very large database where they are searchable by job seekers.
Indeed gives first time users the option of posting free job ads, sponsoring job ads or designing a hiring campaign. Free job ads appear in general search results for job seekers and sponsored ads will appear above these free posts.
Unlike many other job boards, which charge up front on a per-month basis, Indeed uses a “Pay per-click” pricing model and claim that: “Most clicks on Indeed cost between $0.25 – $1.50.”
This pricing model ensures that you aren’t paying for an ad that is never opened, but you’re still paying every time someone reads your job ad and doesn’t apply. While potential candidates may become more familiar with your brand, getting the most from this candidate source requires careful budget management and a terrific job ad.
Glassdoor is one of the most trusted employer review websites around and, whether you advertise your job through them or not, your applicants will probably look at this site to learn more about your employer brand.
According to a study from Indeed, 82% of job seekers say that reviews influence their decision of where to apply and 46% say that company reputation has a big influence on the decision to accept a job. That being the case, it is more important than ever to provide an irreproachable hiring experience for your applicants and address negative comments made about your company online or on social media.
Like the professional network LinkedIn, Glassdoor is a resource that job seekers regularly use, and advertising through one of these professional networks will allow you to distribute your job ad through a source that candidates trust and are used to relying on. Given its popularity with job seekers, advertising with this job board is great for your employer brand and interested candidates won’t have to go far to read about how great it is to work at your company.
Advertising your job through professional networks like Glassdoor or LinkedIn is highly effective because it delivers your job opportunity through a trusted resource.
Dice and Other Niche Job Boards
Dice is a job board specific to IT and engineering professionals, and that’s it. In other words: if you don’t have an IT or Engineering position to advertise, don’t post it there.
Niche job boards are specific to profession, trade or even job title. While these boards typically have fewer monthly visitors, these visitors are more likely to be looking for what you’re offering. Additionally, these job boards are more frequently used by passive candidates who know what they’re looking for in their next job, but don’t have time to search major job boards.
For instance, when you post your engineer job to a niche tech job board like engineeringjobs.com, you don’t usually get any of the odd-ball applicants that you’re used to weeding out of the candidate search.
This resource from the Proven Blog can show you over 100 of the best job boards for niches in the following areas:
- Restaurants / Hospitality
Posting to niche job boards ensures that your message gets out to a specific, engaged candidate community. Investing in a few niche job board subscriptions will help you to broaden the reach of your candidate search and help you to target the best minds in your industry.
As long as you keep detailed records and use the data you’re given from each successful hire, you can discover the best job boards for your hiring needs. Armed with this knowledge, you can choose candidate sources based on which of them will work best for filling the job at hand.