Recent Posts




It’s a commonly held notion that posting a job on a job board isn’t the best way to attract the best talent. Two years ago, I would have agreed with you. But that was before the Big Recession. Recession came. Budgets were slashed. So were the agencies. And they were slashed in the same way that they always are.

First by cutting talent. Then, by cutting the costs associated with attracting new talent. Recruiters were often replaced by the DIY approach. The Job Board. Agencies who started applying the job board approach are doing well at it. The rest of you, need to get better at it.

Talent is incorporating the job board into the job search more and more. Because there are fewer recruiting mandates, there are more gaps that the job board needs to fill. And will continue to fill for the foreseeable future.

In the talent’s mind, using a job board used to augment what recruiters might be doing on the candidate’s behalf. It’s the other way around now. Recruiters augment what the job board is doing.

If you’re a company that is starting to use job boards; has been using them successfully for quite some time; or you’re using them but not getting the magic you were hoping for out of it, here are some pointers for making the most cost effective form of attracting talent sing for you:

1. Before you post, clean house.

Get your website current, update your bios, make everyone in the company look at their online presence, and give everything a facelift. At the very least, invest in some great face cream.

The moment you post an opening, the applicants will visit your site. BEFORE they apply for the job. Which by the way, isn’t a bad by-product of posting a position. Make sure the house is clean before you invite everyone over.

2. Assign a point person.

If you’re the senior hiring manager, the one who makes that final decision, you don’t want to see all the applicants. Sit down with your assistant, outline five key criteria that have be included with each applicant, and if the person doesn’t have all five, you don’t want to see their application. One of your criteria might even be as simple as “No Typos”. Only four more.

3. Put some love into it.

You can’t BORE people into applying to your company. You can entice them. You can Fascinate them. (Read Sally’s book, we need this book.) Tell them what makes you enjoy your job. Tell them what keeps you coming back. Tell them what the challenges are (be truthful). Basically make them believe they’re nuts not to WANT this job by the time they are finished reading your post.

If it’s not possible for the person doing the job post to put that much love into it, then maybe they should be cruising a few job boards of their own! If they don’t love their job, find someone who will.

You can use a job board for that too!

4. What do exceptional people want?

They want to be challenged. They want to be stretched beyond their current comfort zone. They want to learn. This doesn’t mean courses. They want an honest culture that calls it like it sees it. They want audacious goals, because they want to be on the team that achieves them. That’s good for everyone, right?

5. Don’t wait until you need people to start thinking about your talent brand.

I recruited for 15 years. Companies believed that a recruiter making one phone call could convince anyone to join a shop with an iffy talent brand. My response? I can’t do in one phone call what you haven’t been doing for the past year. Don’t ever let it slide. If it’s in question, make plans and TAKE ACTION to fix it immediately. Do whatever it takes. Treat it as seriously as a marketing issue from your most important client. Because it is, and you are.

I wonder how many companies see their talent, and the attraction of that talent, as important a part of branding/marketing mix as things like social media – I certainly don’t see as much noise about it, and I’m paying attention.

Lame job postings, lame interview process, lame hiring, usually a lame company too.

Enticing job postings, electrically charged interviews, consistent and respectful interview pacing and response, usually a company that most people would LOVE working for.

Choose. What message do you want to send?

~ heidi