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.
2. #GDChat
Featured Speakers
Susan Underwood
Manager of Talent Acquisition
at Glassdoor
susan.underwood@glassdoor.com
@susanmunderwood
Julie Brown
Talent Acquisition and Analytics Manager
at Glassdoor
julie@glassdoor.com
@susanmunderwood
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. #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. #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. #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
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. #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. #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. #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. #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?
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. #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. #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. #GDChat
Questions?
Susan Underwood
Manager of Talent Acquisition
at Glassdoor
susan.underwood@glassdoor.com
@susanmunderwood
Julie Brown
Talent Acquisition and Analytics Manager
at Glassdoor
julie@glassdoor.com
@juliesausy
Hinweis der Redaktion
Speaking: Recruiting Blogs
welcome
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.
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.
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.
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.
Susan
In fact…
68% of recruiters say they are “dissatisfied” with the job boards they are using to recruit talent to their organizations.
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
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!
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.
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.
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.
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.
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 postingsite 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?
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.
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!
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.
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!