5 Steps to Selecting the Right Job Board

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5 Steps to Selecting

the Right Job Board


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Featured Speakers

Susan UnderwoodManager of Talent Acquisition

at Glassdoor [email protected]

@susanmunderwood

Julie BrownTalent Acquisition and Analytics Manager


@juliesaucy


#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


52 DAYS TO FILL A VACANT POSITIONin the U.S. at an average

$4,000 COST-PER-HIRE

Source: Bersin by Deloitte, April 2013


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%


Where to Start?

Define your recruitment challenges or problems—common ones include:

• Lack of employer brand awareness• Too many unqualified applicants• Poor candidate pipeline


TRADITIONALvs.

MODERN JOB POSTING SITES

Modern job posting sites allow employees to interact with and research employers before applying for open jobs.


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


Step 2: CREATE A SCORECARD

Determine what equals success prior to partnership and score vendors on that criteria to

make the best decisionCRITICAL 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 5Targeted job advertising (vs. keyword

search) 5

Dedicated customer support team 5

TOTAL 40


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!


Step 3: COMPARE PRICING

Create a matrix to compare vendor pricing

VENDOR NAMETOTAL

PRICE ($)FREEMIUMTOOL (3)

JOBS(#)

DISPLAY(Impressions #)

BRANDINGTOOL (3)

ANALYTICS(3)


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?


Step 4: GATHER EVIDENCE

Competitor Intelligence


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.


Important!

Step 5: SELECT AND MEASURE

Before you go live, ensure you have measurablecampaigns and tracking in place to monitor your

results and determine if your new partner is meetingand satisfying your expected ROI.


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 EvidenceVisit competitor pages on Glassdoor to see where candidates apply from.

5 Select and MeasureSend formal RFPs to vendors. Ensure you have ROI tracking in place prior to launch.


Questions?

Susan UnderwoodManager of Talent Acquisition


@susanmunderwood

Julie BrownTalent Acquisition and Analytics Manager


@juliesausy

5 Steps to Selecting the Right Job Board

Recruiting & HR

Transcript of 5 Steps to Selecting the Right Job Board