5 Things You Should Know Before You Post On Job Boards

5 Things You Should Know Before You Post On Job Boards
Posting on job boards is a great tactic to increase your top of funnel. Today I'll show you how job boards fit into your recruiting funnel, share a strategy to measure their effectiveness, and educate you on costs. 

Where Job Boards Fit In Your Recruiting Funnel 


Let's review the recruiting funnel.

The recruiting funnel consists of three stages attract, recruit, and engage. 

Job board postings will increase your attract and recruit stage metrics. By paying for job ads you will expose your employer brand to a large number of job seekers. 

Some of those job seekers will convert into applicants and enter your funnel. 

An important metric to track here is cost per applicant. To calculate cost per applicant divide the cost of a job ad by the number of applicants received.


Do Job Boards Work? 


Near 25% of job seekers surveyed by the International Association of Employment Websites responded to a job ad posted on a commercial job board
This figure tells you that job boards are still effective for producing attract stage engagement.
But are they producing applicants that become hires? Look at your hire data and see where your hires inbounded from. Calculate what percentage of your hires came from job boards. Then compare your job board performance to other initiatives. Once you've done that, you can determine how large of an investment you'd like to make in job ads.

The 2 Types of Job Boards You Should Be Posting On 


General Job Boards:
Indeed, Monster, Careerbuilder, Glassdoor, StepStone, SimplyHired, and Seek are 7 general job sites.
You can include these sites into your advertising mix.
It's interesting to note that of the 7 Indeed has 200 million monthly unique visitors. According to self reported data, Indeed has the most visitors out of this group. If you are trying job boards for the first time, Indeed is a good place to start. 
Specialized Job Boards:
You can try posting on professional social media websites. LinkedIn has job posting solutions available. With over 467 million active users there's a good chance your candidates are on there.
If you're looking to hire hourly workers use Snagajob. Snagajob is America's largest hourly employment network.
For technology workers try StackOverFlowCareers and Dice.
Balancing The Two:
It's always a good idea to include 1 general job board and 1 specialized job board in your advertising mix. Our partner SmartRecruiters studied over 1 million job ads and found that 62% of open jobs are posted to niche sites
If you're not sure how to allocate your ad budget try the 60/40 rule. 60% of your budget should go to niche sites and 40% to general boards. It's a good place to start.
Remember, your recruiting funnel is unique. You may have to try several combinations before finding the strategy th at works for you. To track your performance take cost per applicant and % of hires measurements. Over time, you'll optimize your job ad strategy.

The Three Types of Job Board Charging Models 


You can pay per post.
You can pay on a subscription basis.
You can pay per click you get on your ad.

The Typical Cost For Posting On A Job Board 


Job Boards That Charge Per Post: 

Job Board  Cost Per Post  Days Active 
LinkedIn Jobs  $495 per post  30 days 
Dice Jobs  $395 per post  30 days 
Craigslist  $25 to $75 per post  30 days 

Job Boards That Charge Subscriptions: 

Job Board  Cost Per Month  Number of Jobs  
SnagAJob  $89 a month  20 Job Postings 
Workable Jobs $39 to $399 a month  1 to 40 Job Postings 

Job Boards That Charge Per Click 

Job Board  Cost Per Click  Number of Jobs
Indeed Jobs  10 cents to > $5  Variable 
Monster Jobs  10 cents to > $5 Variable 


Recruit More Candidates With Less Ad Spend 

Add heading (2)-1.png

Show Me How!


Enjoy this article? Don't forget to share. | |


Recruiting Brief