In today’s digital age, posting job openings online has become a fundamental part of any company’s recruitment process. But with so many options for job boards, platforms, and social networks, it can be difficult to determine the best places to advertise openings.
In this blog post, we’ll break down the top options for posting jobs and provide guidance on how to choose locations tailored to your hiring needs. By the end, you’ll have a clear strategy for attracting quality candidates through the right online channels.
Major Job Aggregator Sites
Job aggregator sites collect postings from numerous other sites and companies to display in one centralized location. The large applicant pools and high volumes of traffic on these sites make them worthwhile options to consider for any opening.
Indeed is the largest job search engine worldwide, featuring over 250 million unique visitors per month. With broad coverage across professions and the ability to target candidates geographically, Indeed tends to provide high volumes of applicants at reasonable costs. It also offers analytic tools to track clicks and applications.
As the second largest aggregator, ZipRecruiter attracts over 80 million monthly job seekers. Their AI-powered tools aim to actively match openings to suitable candidates, potentially speeding up your hiring process. You can easily post to ZipRecruiter along with driving post promotions through social advertising features.
While primarily known as a company insights site, Glassdoor is also a major job board with over 67 million monthly visitors globally. Posting openings allows candidates to easily view and apply for jobs while also researching workplace culture through company reviews. Consider Glassdoor for engaging passive candidates as well as active job seekers.
Specialized Industry/Professional Sites
Targeted specialty sites catering to specific professions reach a wider range of qualified applicants than general sites alone. Evaluate the following based on your industry/occupation:
- Dice & Monster (IT jobs)
- LinkedIn & LInkedIn Jobs (professional, high-skilled jobs)
- Healthcarejobs (medical positions)
- HigherEdJobs (academic jobs)
- CareerBuilder (various white collar jobs)
Posting on niche boards exposes your openings to active candidates invested in that career domain. Consider paid features for higher visibility if budget allows versus free listings.
Company Career Page and Job Boards
Drive traffic directly to your openings by maintaining an optimized career site with easy-to-find job listings. Post vacancies on any internal job boards operated by your company, industry associations, or agencies specializing in your field. Additional exposure through specialized communities proves invaluable for engagement.
Smaller Local/Independent Sites
Evaluating regional or micro-niche boards attracting geographical candidate pools presents another angle for outreach. Options like Craigslist Jobs still see usage, as do local government workforce websites listing area opportunities. Ask recruitment agencies or local Chambers of Commerce for any boards serving your community. Targeted regional exposure complements wider postings.
Today’s candidates extensively rely on social platforms for professional networking and discovery. Posting openings to relevant social networks expands your real estate footprint significantly at marginal cost:
- LinkedIn: With over 850 million members, LinkedIn remains the premier social professional network. Post job listings to the main platform and company pages.
- Facebook: For roles requiring interaction skills, post to related Facebook interest groups and your company page to reach the massive 3.5 billion user base.
- Twitter: Tweet job openings with target hashtags like #careeropps or #hiring to reach specialists in your industry checking updates.
- Instagram: For visual/graphic careers, post stories highlighting company culture that job seekers can discover.
- TikTok: Consider sponsoring videos for in-demand roles appealing to Gen Z through this emerging platform.
Company Website Careers Section
Your company site is indispensable real estate for job listings. Maintain an organized, appealing careers page optimized for finding open roles quickly. Use formatting, images and filtering options on sites like Greenhouse or Lever to enhance functionality and applicant experience. Integrate LinkedIn apply buttons for one-click applications too.
University Career Centers
For entry-level roles or those requiring recent graduates, utilize school portals heavily accessed by active alumni. Post openings directly on career services pages of target universities. Consider paid sponsorships or on-campus recruiting events and info sessions in exchange for elevated presence.
Special Recruiting Considerations
Indicate clearly if a role is remote compatible to reach worldwide talent pools on boards specializing in such flexible listings.
Post openings for these experiential programs on specialized boards like Internships.com or programs run by schools/associations.
Note your ability/willingness to sponsor required work visas for international candidates if applicable to signal inclusiveness.
Diverse Talent Pools
Research boards and networks appealing to specific demographics if building a diverse workforce remains a goal.
Start with free listing options before evaluating cost-per-click sites based on your recruitment spend needs.
Evaluate Placement Strategies Periodically
Review metrics like applications, quality of hires, time-to-fill and costs across boards every 6-12 months. Optimize postings reallocating funds towards destinations driving highest quality engagement within budget. Keep testing new channels as platforms and candidate behavior shifts over time for continuous improvement.
As illustrated above, selectively choosing multiple job boards and social platforms tailored to your industry and role helps maximize reach for any open positions.
Factor considerations like budgets, diversity goals and sourcing needs into your posting strategy for vibrant candidate pools. Remember to regularly audit performance across channels too.
With a data-driven, blended approach focusing energy where it converts most effectively into quality hires, you can optimize your onboarding outcomes overall. Let me know if any part of the process requires further explanation.