W2 Issues/Concerns


Blog

Check out our weekly blog posts and see the latest news and discussions happening in the HR world of business.

In the news: Are job boards a thing of the past?

When you’re looking for a skilled individual to fill a position at your company, chances are you’ll cast a wide net. You’ll post that job on facebook, put the word out on LinkedIn, post it on your company website, appeal to your contacts to spread the word and even search your own rolodex. With all these bases covered, is there still a reason to use a job board?

According to the folks over at eQuest, there still is a ton of a value in the good ol’ fashioned job board.
•According to their data, one out of every six hires still come via job board postings, versus a measly 2.9 percent from social media avenues.
•Nearly three-quarters of the American workforce are actively searching for or are open to new career opportunities. And further, two-thirds of these folks are using job boards to find those vacancies.
•US companies spend a whopping $3.9 billion on job boards each year – but that’s just a fraction of what would be spent if no such boards were available.

Add to that the fact that job boards aren’t dwindling at all. In fact, they’re becoming more popular than ever as the lines between social media and such boards become blurred, with each of the three main social media sites (Facebook, Twitter and LinkedIn) each fully supporting recruitment advertising. In addition, new job boards for niche groups are gaining ground, making it even easier to target the folks that you are most interested in.

With that in mind, what can you do to get the most value out of your job board postings? eQuest offers the following tips:
•Look at the job boards that bring you the type of candidates that you want and plan to use those as your go-to’s when looking to fill a spot.
•Tap the job boards themselves for the best days of the week or times of the day to post a job in order to get the most responses from the right types of candidates.
•Make sure the wording in your job board ad is catchy enough to attract interest, but yet accurately conveys the nature of the job (i.e. saying you need a special agent in the title to attract attention, only to say that this is a special agent for cleaning isn’t likely to get the best reception!)

Happy (candidate) hunting!

Post a Comment

Your email address will not be published. Required fields are marked *

HR Managers: Discover how to effectively tackle business challenges with a PEO
Small Business: Discover how Abel HR can help your business.

Featured BLOGS

  • Letting Go is Never Easy: 6 Ways to Make it Easier

    A Professional Employer Organization (PEO) can help you find a great candidate, how to set your new hire up for success, and how you can intervene early to try and save a flailing employee. But what if these efforts fall short – they can’t bring their skills up to snuff and you can’t help them get there? Sadly, it’s now time to talk termination. A PEO can help the parting of ways go a little easier. Below are six ways a PEO can be by your side to make the whole process effective, legal (because there’s plenty of places for pitfalls),

  • After the Interview: Who Did I Just Hire?

    You spent months looking for the perfect candidate with your offsite human resources experts at a Professional Employer Organization (PEO) like Abel HR. Together, you reviewed resumes, conducted interviews, and even extended an offer or two. Finally, you landed someone you and your company were excited about. However, the person who showed up for their first day of work – or even weeks of work – is not at all like the bright, motivated, charismatic person who wowed you during the interview process. Making one hiring mishap a year can have a significant financial impact. Replacing an employee in a mid-range position (earning

Archives

FSA | CommuterNew EmployeeAbel PortalTime Clock