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What Every HR Manager Needs to Know About Online Recruiting Part 2

In this second part, we will continue with the article by ADSS Global and share more about job boards and the tips for a good job posting.

The full article can be found here. http://www.adssglobal.net/starinfo/abra/abra_q308_whitepaper.pdf

Navigating the World of Job Boards
Internet job boards are the second most common form of online recruiting after using your own corporate Web site. Job boards work much like classified ads in the newspaper, except that job boards are global, allowing your company a much larger reach into the candidate pool. And on most job boards, both the employer and the candidates are advertising. Job seekers can post their resumes to be viewed by interested employers.

Additionally, many job boards enable recruiters to proactively search their databases using keywords and queries to shorten the amount of time needed to identify candidates (both active and passive) that should be further considered using the interview process. Job seekers usually use job boards for free. Most boards charge employers fees for posting jobs and searching resumes; some boards are free to both parties.

The Big 3: Monster.com, HotJobs, and CareerBuilder
Monster.com, Yahoo Hotjobs, and CareerBuilder are massive online employment boards that charge fees in exchange for employment ads and resume searching. Monster.com is the largest. All three have been widely utilized by both job seekers and employers since the start of Internet recruiting. Together, these three job boards surpassed $1.2 billion in revenue in 200412. They can present both advantages and disadvantages to your recruiting efforts.

Working in their favor, these job boards receive the most traffic of any employment Web sites and spend the most on advertising to raise awareness among job seekers. These are the job boards that run commercials during the Super Bowl. Additionally, these services have a truly global reach and operate subsidiary job board services in emerging employment markets.

Some recruiters find the size of these job boards to be a hindrance. A single job posting often results in hundreds of resumes, many from applicants that are “stretching” their qualifications because it is so quick and easy to apply for jobs online. Many HR departments find it difficult to process and review that many applicants. If a deluge of applications will prevent you and your staff from adequately responding to every applicant, you could turn off your ideal candidate.
Other General Job Boards
In addition to the Big 3 job boards, many similar but smaller general job boards exist. Some even offer free listings to employers. These job boards may have varying levels of functionality. When using general job boards, make sure they receive enough traffic to merit your efforts.

Niche Boards Offer More Targeted Audience
Increasingly popular among recruiters and job seekers alike, “Niche” job boards are springing up across the Internet. These specialized job boards seek to serve a specific industry, geography, or specific group of workers. For positions that require specialized skills and experience, niche boards can help you advertise to a more targeted group of candidates. Though you may receive fewer resumes per posting than with general job boards, the candidates searching these boards might be more apt to have experience in your industry.

There are boards that target the engineering, insurance, software development, science, and telecommunications industries, to name a few. Job boards designed to serve specific groups of workers may focus on transitioning military personnel, finding jobs for veterans or connecting Hispanic/Latino bi-lingual workers with employment.

An easy way to start exploring the world of niche job boards is to visit www.nicheboards.com, a job board portal that brings together an alliance of twelve niche boards serving different groups and industries. Nicheboards.com receives 3 million visitors per month and posts more than 100,000 new jobs13. But there are a multitude of other niche boards available to you.

A good method for determining which job boards are worthy of further consideration in your staffing strategy is to assess the volume of visitor traffic to the sites. The most perfectly targeted niche board serves no purpose unless a pool of qualified applicants regularly visits it.

How to Write an Effective Internet Job Posting
Whether you choose to post your open positions on your company’s Web site, job boards, or both, you’ll need to write an effective job advertisement. Online recruitment ads require a very different approach than newspaper classified ads, according to Peter Weddles, widely published HR columnist and former Chairman & Chief Executive Officer of Job Bank USA.

In his article, “Job Ads That Don’t Work,” Weddles declares that most companies produce online job ads that convey too little information and have very little appeal. This demotes the company’s employment brand and transmits the wrong message to online jobseekers, who “want an ad with enough selling power to sway them into considering a new position, even when they aren’t looking for one.

Instead, he suggests that you think of your online job advertisement as an “electronic sales brochure” and write it in the style and tone of a large advertisement instead of a classified. Here are some tips to help you convey the right message:
Consider your employment brand in every job ad you post. Does it convey the right enthusiasm about the company?
Remember that the Internet does not have the same space constraints as print advertising. Online job seekers expect plenty of information about the position.

Fully describe the duties and responsibilities of the job.
List specific job requirements, including skills and experience. Detail exactly what you expect from candidates; this helps reduce the number of resumes you’ll receive from under-qualified candidates.

Describe the corporate culture with a mind toward selling your company’s most positive attributes. Be honest and enthusiastic.

Consider describing a typical day in the advertised position, to form a more complete image of the job in the minds of potential applicants. Help top performers envision themselves making a difference at your company.

Pay careful attention to the keywords you associate with your ad. Keywords will determine whether job seekers find your ad when they conduct a search16.

Provide a link to your corporate career site so job seekers can find answers to questions about your company’s products and services, leadership and benefits.

Give clear instructions on how to apply for the position and how you will further communicate with job seekers. If you do not intend to reply to all resume submissions, be sure to set that expectation up front. (This risks setting a negative tone for “A” level candidates – a better approach might entail using software to generate automated correspondence with every applicant.)

Move Your Employee Referral Program Online
The effectiveness of employee referral programs is undisputed. Sourcing studies reveal these programs to be among the best recruiting strategies in recent years, accounting for more than 30% of external hires in 200417. It’s a win-win solution for employers and existing employees. Employers enjoy dramatic savings in cost-per-hire over other recruiting methods. Paying an employee $500 or $1000 for a quality referral is a bargain compared to the typical recruiting agency fees. Plus, your existing employee receives some positive recognition, some supplemental income and the advantage of helping to pick new recruits with whom they would like to work.

If you have not yet instituted an employee referral program, get started right away. It can represent one of the most cost-effective ways to recruit qualified candidates who are a good fit with your corporate culture.

If you already have a referral program in place, consider placing it on your corporate Intranet site so that your employees can easily access instructions and quickly fill out referrals to send to HR. Most importantly, adding your employee referral program to your online recruiting efforts can help you automate tracking and reporting your successful hires from this source.