A key decision when sourcing candidates directly for any recruitment campaign is to assess where your candidate flow is going to come from. This was particularly important if you were planning on investing heavily into various job boards. We for the most part take care of this process for you by continually monitoring job board performance and selection.
I’ll summarise exactly how our internal analyst reviews job board selection and performance.
Selection, for us, is relatively straightforward:
Does the job board have relevant category coverage. A lot of our job board coverage comes from large, premium generalist boards such as:
These boards tend to have great coverage for all roles and skill sets. Where we tend to select and deselect here is using boards with a dedicated focus, such as:
Performance is always a critical area for us when continuing to develop our network. How well job boards perform impacts the service we deliver to our clients. Therefore, we are very much involved in the continual monitoring of our job board performance. Some basic KPIs that I always look to are:
Job Views: Knowing how many job views is key. Low views can sometimes mean you may need to amend the job title or summary information. Applicants: Of course, the obvious one. It’s important here to pay consideration to the specialism, seniority level and locality of the role(s) Apply Rate: The apply rate can be a helpful indicator to show if there is any potential issue with the content of the advert (does the role not sound as great as it is?). Or, whether the role doesn’t fit with other similar roles in the local area (is the salary to low compared to other companies recruiting for the same role in the local area).
We analyse the performance continually for all roles to see where we are delivering successfully for our clients. As a recruiter that uses a large amount of job boards , social media and other candidate sourcing tools this is always going to be a key for us, we always need to know the optimum places where to advertise jobs for our clients. If there is anything in this article you would like to discuss, please don’t hesitate to https://www.thatrecruit.com/contact.
I have worked with That Recruit for the last four months to find suitable candidates for Abacare, our award winning care business. That Recruit recognise the need for our business to attract quality candidates to care for our service users in the comfort of their own home. I have found them to be helpful and reactive to our business needs and look forward to our continued working relationship.
Quantity of applicant received was tremendous. Required a lot of sifting but evident that the advert reached a broad spectrum of candidates.
We are happy with the service and quality of applicants.
We usually use recruitment agencies, however for this particular vacancy it seemed more appropriate to try a cheaper recruitment option. In setting up the initial advert it was very easy and quick, and the staff at ThatRecruit were very helpful and efficient in coming back to me and in authorizing the advert. The software to manage the vacancy was easy to use and the ability to mark candidates with a status was helpful. As an improvement it would be useful to be able to select all those marked as rejected and be able to bulk message them with a decline message or have an option to allow the candidates to see their status. Overall it’s been easy to manage this recruitment placement through ThatRecruit and we had an exceptional response to the advertisement with 72 applicants and having to close the advert early.
The process was easy to manage and we received a high number of responses.
Thanks again for your fantastic service don’t change anything it works great!