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5 Steps to Selecting the Right Job Board


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Too many unqualified applicants. Poor candidate pipeline. High cost-per-hire. Lack of employer brand awareness.
Sound familiar? Sixty-eight percent recruiters say they are dissatisfied with the job boards they are currently using to post open jobs and recruit talent to their organizations, based on a recent Glassdoor survey.

If this describes your talent acquisition temperament, it may be time for a change! Join Glassdoor and Recruiting Blogs for our upcoming live session "5 Steps to Selecting the Right Job Board,” where we’ll explore how to:

Define critical job boards needs vs. “nice-to-haves” using declarative statements
Create a vendor scorecard to help refine your job board choices
Research solutions by sourcing trials, freemium offers and case studies
Gather competitive intel and ROI metrics to justify your choices
Select the right job board then measure and track results
We’ll also examine the candidate engagement benefits of modern vs. traditional job boards and how they can help reduce both cost-per-hire and time-to-hire.

Published in: Recruiting & HR
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5 Steps to Selecting the Right Job Board

  1. 1. #GDChat 5 Steps to Selecting the Right Job Board
  2. 2. #GDChat Featured Speakers Susan Underwood Manager of Talent Acquisition at Glassdoor @susanmunderwood Julie Brown Talent Acquisition and Analytics Manager at Glassdoor @susanmunderwood
  3. 3. #GDChat #GDChat
  4. 4. #GDChat • Where to Start • 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. 5. #GDChat 52 DAYS TO FILL A VACANT POSITION in the U.S. at an average $4,000 COST-PER-HIRE Source: Bersin by Deloitte, April 2013
  6. 6. #GDChat of recruiters say they 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. 7. #GDChat Where to Start? Define your recruitment challenges or problems—common ones include: • Lack of employer brand awareness • Too many unqualified applicants • Poor candidate pipeline
  8. 8. #GDChat TRADITIONAL vs. MODERN JOB POSTING SITES Modern job posting sites allow employees to interact with and research employers before applying for open jobs.
  9. 9. #GDChat Step 1: DEFINE NEEDS 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. 10. #GDChat Step 2: CREATE A 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. 11. #GDChat Step 2: CREATE A 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. 12. #GDChat Step 3: COMPARE PRICING Create a matrix to compare vendor pricing VENDOR NAME TOTAL PRICE ($) FREEMIUM TOOL (3) JOBS (#) DISPLAY (Impressions #) BRANDING TOOL (3) ANALYTICS (3)
  13. 13. #GDChat Step 3: COMPARE PRICING 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. 14. #GDChat Step 4: GATHER EVIDENCE Competitor Intelligence
  15. 15. #GDChat Step 5: SELECT AND 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. 16. #GDChat Important! Step 5: SELECT AND 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. 17. #GDChat 5 STEPS TO SELECTING 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. 18. #GDChat Questions? Susan Underwood Manager of Talent Acquisition at Glassdoor @susanmunderwood Julie Brown Talent Acquisition and Analytics Manager at Glassdoor @juliesausy