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5 Steps to Selecting the Right Job Board
The document outlines a five-step process for selecting the right job board, emphasizing the need to define recruitment challenges, create a scorecard, compare pricing, gather evidence, and measure outcomes. It highlights critical and nice-to-have features, provides advice on evaluating vendors, and encourages establishing measurable campaigns to track return on investment (ROI). The discussions are led by talent acquisition managers from Glassdoor, enhancing the credibility of the recommendations.
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5 Steps to Selecting the Right Job Board
- 1. #GDChat 5 Steps toSelecting the Right Job Board
- 2. #GDChat Featured Speakers Susan Underwood Managerof Talent Acquisition at Glassdoor [email protected] @susanmunderwood Julie Brown Talent Acquisition and Analytics Manager at Glassdoor [email protected] @susanmunderwood
- 3.
- 4. #GDChat • Where toStart • Traditional vs. Modern Job Posting Sites • 5 Steps to Selecting the Right Job Posting Site 1. Define Needs 2. Create a Scorecard 3. Compare Pricing 4. Gather Evidence 5. Select and Measure • Questions Agenda
- 5. #GDChat 52 DAYS TOFILL A VACANT POSITION in the U.S. at an average $4,000 COST-PER-HIRE Source: Bersin by Deloitte, April 2013
- 6. #GDChat of recruiters saythey are “dissatisfied” with the job bards they are using to recruit talent to their organizations Source: Glassdoor Job Boards Satisfaction Survey, June 2014 68%
- 7. #GDChat Where to Start? Defineyour recruitment challenges or problems—common ones include: • Lack of employer brand awareness • Too many unqualified applicants • Poor candidate pipeline
- 8. #GDChat TRADITIONAL vs. MODERN JOB POSTINGSITES Modern job posting sites allow employees to interact with and research employers before applying for open jobs.
- 9. #GDChat Step 1: DEFINENEEDS Determine your critical needs vs. your nice-to-haves CRITICAL NEEDS: • Integration with your ATS • Quality applicants • Employer brand management tools • Candidate demographics • Talent analytics and comp intel • Mobile apply option • Competitor benchmarking • Audience mirrors ideal candidates NICE-TO-HAVES • Ability to post company updates • Ability to gain social followers • Link to social channels • Global audience • List benefits and on-the-job training • Competitor targeting • Targeted job advertising (vs. keyword search) • Dedicated customer support team
- 10. #GDChat Step 2: CREATEA SCORECARD Determine what equals success prior to partnership and score vendors on that criteria to make the best decision CRITICAL NEEDS SCORE Integration with your ATS 5 Quality applicants 5 Employer brand management tools 5 Candidate demographics 5 Talent analytics and comp intel 5 Mobile apply option 5 Competitor benchmarking 5 Audience mirrors ideal candidates 5 TOTAL 40 NICE-TO-HAVES SCORE Post company updates 5 Ability to gain social followers 5 Drive traffic to social channels 5 Global audience 5 List benefits and job training 5 Competitor targeting 5 Targeted job advertising (vs. keyword search) 5 Dedicated customer support team 5 TOTAL 40
- 11. #GDChat Step 2: CREATEA SCORECARD Other services to consider above the call-of-duty ABOVE THE CALL-OF-DUTY SERVICES SCORE Asked questions to understand my business 5 Provided tools, events and resources to keep me informed about the industry 5 Submitted presentation and scope of work prior to deadline 5 Offered suggestions to make our recruiting process more efficient 5 TOTAL 20 OVERALL VENDOR SCORE Perfect Score 100!
- 12. #GDChat Step 3: COMPAREPRICING Create a matrix to compare vendor pricing VENDOR NAME TOTAL PRICE ($) FREEMIUM TOOL (3) JOBS (#) DISPLAY (Impressions #) BRANDING TOOL (3) ANALYTICS (3)
- 13. #GDChat Step 3: COMPAREPRICING Questions to ask yourself Can this vendor offer a solution to improve my recruitment strategy? Is this job posting site relevant to candidates researching my business? What employer brand attributes can I highlight on this job posting site that I can’t on others? Will my traffic and impressions be higher on this platform than others? Do they market a mobile app to help job seekers find my job listings?
- 14. #GDChat Step 4: GATHEREVIDENCE Competitor Intelligence
- 15. #GDChat Step 5: SELECTAND MEASURE Grade all returned proposals. Select the one that best enables you to successfully meet the challenges identified in your critical needs analysis. Negotiate and seal the deal.
- 16. #GDChat Important! Step 5: SELECTAND MEASURE Before you go live, ensure you have measurable campaigns and tracking in place to monitor your results and determine if your new partner is meeting and satisfying your expected ROI.
- 17. #GDChat 5 STEPS TOSELECTING THE RIGHT JOB POSTING SITE 1 Define Needs Lay out which are absolutely critical vs. nice-to-haves. 2 Create a Scorecard Rank each need on a 1-5 scale. 3 Research Products Sign up for demos. Browse case studies. Ask questions. 4 Gather Evidence Visit competitor pages on Glassdoor to see where candidates apply from. 5 Select and Measure Send formal RFPs to vendors. Ensure you have ROI tracking in place prior to launch.
- 18. #GDChat Questions? Susan Underwood Manager ofTalent Acquisition at Glassdoor [email protected] @susanmunderwood Julie Brown Talent Acquisition and Analytics Manager at Glassdoor [email protected] @juliesausy
Editor's Notes
- #2 Speaking: Recruiting Blogs welcome
- #3 Speaking: Recruiting Blogs Susan Underwood Susan Underwood is a Manager of Talent Acquisition with Glassdoor and has over 12 years of experience in recruiting. Susan has worked for local Bay Area companies such as Salesforce.com and Peet’s Coffee & Tea, recruiting candidates in tech, finance, accounting, human resources and related corporate services departments. Julie Brown Julie Brown is the Talent Acquisition & Analytics Manager at Glassdoor and has over 10 years of experience in talent acquisition, HR & recruiting operations. Julie previously lead operations for two leading media & tech focused retained executive search firms in NYC before relocating to SF in 2013 to join Glassdoor.
- #4 Katrina We encourage you to join the conversation online using our hashtag, GDChat. Glassdoor for Employers handle is @GDforEmployers I’d like to hand it off to Susan now.
- #5 Susan Thanks so much, Katrina. Thanks everyone for joining us today. Julie and I are happy to be here discussing job posting strategy with you. In today’s session we will cover specific steps on how to evaluate a job board and how to develop your own job posting strategy.
- #6 Susan It now takes 52 days to fill a vacant position in the U.S. at an average cost-per-hire of almost $4,000. Fueling a serious portion of that spend is promotion on job posting and networking sites like Monster, CareerBuilder and LinkedIn. Naturally, with the war for talent raging, you want to make sure you maximize every recruitment dollar, recruit highly engaged talent to your workforce and reduce your time-to-hire. Unfortunately, not everyone working in talent acquisition is happy with the status quo.
- #7 Susan In fact… 68% of recruiters say they are “dissatisfied” with the job boards they are using to recruit talent to their organizations.
- #8 Susan So where do you start when it comes to figuring out how to select a job board that best suits your needs? Start by defining the recruitment challenges or problems you are looking to solve Take a moment to think about the biggest recruitment challenges your company is facing? Some of the biggest challenges we have heard from employers are: Lack of employer brand awareness Too many unqualified applicants Poor candidate pipeline Recruiting Team/Process
- #9 Susan One of the potential drivers in selecting a job posting site or replacing an existing one may come down to the level of candidate engagement on each platform. Typically, older job posting sites like Monster and CareerBuilder are simple outposts for candidates to leave resumes and apply for open jobs promoted by employers. Modern job posting sites like Indeed and Glassdoor now go a step further—allowing employees to interact with and research employers before applying for open jobs. Glassdoor surveys are confirming this engagement typically delivers more qualified candidates to employers, reducing cost-per-hire and time-to-hire. Let’s evaluate each step to ensure you make the right choice!
- #10 Susan: The most important place to start when selecting the right job posting site to address your recruitment challenges is determining your critical needs vs. your nice-to-haves. You may, in fact, face a dozen or more challenges to overcome—the goal is to work with your recruiting stakeholders in your company to decide which are your most critical needs and challenges. This is a just an example of critical needs and nice-to-haves and this will vary from company to company. This is a really good exercise that we recommend you do with your team to vet out what’s most crucial. The nice to haves will definitely come in handy if multiple job boards meet your critical needs—maybe one has a feature that sets it above the rest. To share a personal story, some of our Critical Needs at Glassdoor’s are: Quality applicants is number one for us. We find that modern job boards tend to us bring higher quality applicants because these candidates are more informed. The most qualified candidates are researching our company and positions and then tailoring their resumes to a specific job. That means that many aren’t clicking apply instantly after reading the job description. In face, a job board that will send them a reminder or allow them to save the job and apply later is ideal. Mobile apply is a priority for Glassdoor because we get nearly half our applies via mobile devices. A strong preference is given to job boards whose make mobile apply a priority. According to a Glassdoor Survey, nearly half (45%) of all job seekers say they use their mobile device to search for jobs at least once a day (source: Glassdoor User Survey 2014, 4 Google and iTunes, Q1 2015 ). At this time I would like to pause and let Julie take over to discuss the remaining four steps to selecting a job board.
- #11 Julie: Thanks Susan. When deciding which job boards to invest in, it is useful to weigh who checks all of your “critical needs” and “nice to have” boxes, and where some may fall short. A great way to do this is to create a score card using a 1 to 5 scale for each category, just to keep it simple. I recommend vetting the boards side by side to see who wins and who falls short and where. This slide shows a lot of different categories we wanted to highlight as suggestions, but we don’t want you to feel like you need to use all of them. Again, simplicity is key.
- #12 Julie: If some of you work for larger companies and have a dedicated account manager you are working with, here are some things you might also want to consider when deciding where to post jobs. Customer service is important. If they are not providing you with stellar service when they are courting you, chances are they will be less than stellar once you become an active account.
- #13 Julie: When it comes down to it, pricing is really important. Once you whittle down which boards rank highest for you on your scorecard, it is essential to sit down and crunch the numbers. Do more homework by reading vendor content, gathering all pricing information, and comparing the value provided by each. What kind of analytics will they provide you with so you can measure the success of your investment after the fact? Most boards offer a preview or freemium account to test products and services – always take advantage of this to get a taste of what you are signing on for. This chart is a useful tool, and is located in the e-book that we’ll be sending out after the webinar.
- #14 Julie: When comparing pricing, some questions you may want to consider are: Can this vendor offer a solution to improve my recruitment strategy? Is this job posting site relevant to candidates researching my business? What employer brand attributes can I highlight on this job posting site that I can’t on others? Will my traffic and impressions be higher on this platform than others? Do they market a mobile app to help job seekers find my job listings?
- #15 Julie: Gathering evidence is perhaps the most critical of all five steps in selecting a job posting site. Know your market. Know where your competitors are posting. This step can help validate your scoring and initial thoughts about the job posting site you’d like to select, or point you in another direction. Don’t be afraid to take a multi-pronged approach to hit different target audiences. You can also survey your job candidates. Ask what job sites they use to research your company. Gather competitive intelligence to see where other companies invest to recruit high-quality candidates. Scour the web and check out who has paid job ads, who comes up first.
- #16 Julie: Many times when looking for the correct vendors, companies will send out requests for proposals (RFP’s) to determine which job board is going to fit the best with their needs. Here are a few check points to think about when you’re looking to see what vendor will work best for your company. Many times this is a process for a larger company to weigh all of the options out there before making a decision. If you’re in a start up company like Glassdoor you might have a slightly different process Here are a few tips you can use when sending your top vendors RFPs that list your critical requirements. Grade all returned proposals against your ‘critical needs’ and ‘nice to haves’ Choose the one (or more) that checks the most boxes for you Negotiate and seal the deal!
- #17 Julie Remember, modern recruiting is all about watching your data and being able to show the return on your investment. Make sure you are utilizing the reporting functions in your ATS to closely monitor your application flow to see what is being yielded from each job board source. Talk to your team. Find out who their star candidates are and where they came from. It’s important to monitor your progress through the first 30 day period before you decide to renew for another month. Much of this is about trial and error in the first month – but after that the numbers should give you all the answers you need to determine best practice going forward. I’d like to hand it over to Susan to wrap up the final few slides.
- #18 Susan: Thanks Julie. That was really helpful information So in Summary, the 5 steps we recommend when selecting the right job board are: Define Needs Create a Scorecard Compare Pricing Gather Evidence Select and Measure Once you get started you will see which job boards are really working for your company. We hope now you have some great ideas on how to evaluate a job board and how to develop your own job posting strategy. That concludes the presentation. We’re going to send out an ebook on everything we covered today so you can use the workbook yourselves!
- #19 Speaking: Recruiting Blogs