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Job Posting Strategies for Small Employers

Posted by Bob Corlett on April 8, 2013

I've been surveying the strategies most small employers use to attract new employees. The process looks quite a bit like it did 5 or 10 years ago. Very few employers take into account where the best candidates actually are, and how to best reach them. So when candidate behavior changes, as it has ... most employers miss it because job postings follow tradition. Of course, when you ignore where the best candidates are, you doom your recruiting process from the start.

Most employers try to save time and money in one of two ways:

  • They try to select job advertising venues that yield a relatively small number of resumes--niche job boards for example. In theory, only "insiders" know about the job board, so "outsiders" apply less frequently and there are fewer bad resumes to wade through. The rationale is that it is worth paying a bit more for a job board if you don't have to review so many bad resumes.
  • They post on inexpensive job boards like Craigslist because it's inexpensive. (In fact, when we factored in all our internal costs, we found that Craigslist was our most expensive source of hire.)

The unrecognized, unstated underlying assumption in most hiring is this:

"I have limited time and a limited budget, so what can I get for $500 in ads and 5 hours of interviewing?"

But if your goal is to hire the best qualified person, you might ask a different question:

"I have limited resources. How can I organize the hiring process to make the maximum impact on my business results this year?"

You may decide that saving time on interviewing gives you more time to do other things. Or you may decide that putting in the effort to find someone extraordinary will make a far larger impact.

But you have to ask yourself the question.

Topics: Job Advertising