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Chore boards are not dead. Free chore boards are non a waste of fourth dimension.
I've heard it said that recruiters shouldn't use free task posting sites because:
- the candidates from them aren't qualified;
- it's simply also time consuming to postal service to free job boards; and,
- it'southward difficult to manage responses to candidates.
This is incorrect. It's poor advice. And if you follow information technology, information technology could damage your business organisation.
Complimentary task posting sites should absolutely be part of your recruiting strategy. Let me explicate why and debunk some of this harmful rhetoric:
You volition discover qualified candidates using complimentary chore sites.
Information technology's often said that you can't rely on free job posting sites to bring you qualified candidates. One contempo stat I read claimed over one-half of candidates from free job boards are underqualified. But, wait a infinitesimal, that ways nearly half of the candidates I become (for free) are qualified for my task? That seems similar a pretty decent return on zero dollars.
You don't have to exist overwhelmed by all the applicants.
If y'all're screening resumes using your inbox or spreadsheets or a clunky Bidder Tracking System (ATS) with a poor user feel, information technology'll be overwhelming and time-consuming to review all the applications yous'll get.
But this is why your recruiting software should exist like shooting fish in a barrel to utilise. An ATS should enable you to screen resumes faster, spend more fourth dimension evaluating candidates and spend less fourth dimension clicking buttons and switching screens.
Yous can notify all applicants of your hiring decision, and rejections don't have to be cold and impersonal.
Since you lot will get then many applicants from free job boards, some say you lot:
- Won't be able to notify all of them of your decision, and this volition damage your employer make.
- If you do ship rejection emails, they'll come across as common cold or impersonal, and this once more amercement your employer brand.
I call back I'll file both of these arguments under 'P' for patronizing.
The reply to this is elementary. Send notification emails. Don't be in the 39 percentage of companies who aren't notifying candidates when they are rejected. It'due south not the free job boards' fault when companies don't notify candidates. This doesn't mean you accept to write an essay to each applicant. Above all, they will appreciate hearing dorsum in a timely manner.
Good recruiting software should make sending rejection emails to every candidate like shooting fish in a barrel so it isn't a draining chore that prevents you from maintaining your employer brand. If you're struggling with how to write a rejection e-mail that people won't hate, we accept some templates that might help.
A lower conversion rate is no reason to avoid free job sites.
I've been a recruiter. Even with all the baste mails and automation in the earth, information technology still takes longer to find, reach out to, hear back from and engage i nifty sourced candidate than it takes to screen two job-board applicants. I could probably screen 152 in that time.
I'1000 not saying don't source candidates (I'll become to that afterward.) Just to only source, simply because the conversion charge per unit of sourced candidates is higher, is nonsense and means you're missing out on qualified applicants.
Free job boards help yous build your candidate database
When you lot're using spreadsheets or a clunky ATS, it'south truthful that having more candidates makes hiring more complex. The reply to that isn't to throw the baby out with the bathwater.
If your recruitment software is preventing y'all from getting qualified candidates from costless job sites considering information technology's as well difficult to separate them from the nether-qualified ones, take a look at your recruitment software, not the job board.
And finally, I've heard:
"Avoid free job sites and focus all your time on sourcing."
No. Just no. This is the worst.
No channel reaches every candidate, passive or otherwise. You're amend off having a mix of channels in your recruiting strategy, where you don't say "no" to candidates from complimentary task boards who could exist relevant and are actively seeking jobs (which is practiced.) Adept people look for jobs, as well. And practiced people look on task boards.
Absolutely get referrals, they are a brilliant source of hires.
Admittedly do some sourcing, some roles may need it.
Absolutely use recruiters when you need their support, perhaps for tough roles or a temporary heave in hiring capacity.
Admittedly use job boards. Absolutely utilise free job boards. Don't expect a gift horse in the mouth.
Your recruiting software should let you to practise all of those easily in one place.
If your recruiting software is limiting your recruiting strategy and y'all'd similar to discover out why 6,000 companies have already switched to using Workable, we'd honey to speak to yous.
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Source: https://resources.workable.com/stories-and-insights/use-free-job-posting-sites