When employers have a job
opening (yes there are many employers hiring) the first reaction is often to advertise
the job in the largest, most visible location. Employers target the biggest
online job boards or major newspapers that include print and online offerings.
These jumbo job boards boast millions of postings and users to match. The
combination will likely produce lots of response, or if your name is entirely
unrecognizable in a sea of large employers you could be ignored.
Careerbuilder.com states you
find “the quality applicants you need…quickly” and provides the option to “Buy
One Job Posting for Only $419.” Monster prices job postings based on the
location and type of job. The most expensive seem to be management spots in the
biggest cities. The quoted rate is $395 in
is $385. I found a few locations for
$325 and bargains of $225 if the workplace is in
are looking for a dishwasher, Monster charges $150 for one post for any
The few hundred dollars does
not sound like a big investment but the cost will increase when you factor in all
the time spent screening applicants who are obviously not qualified. They need
a job and will apply for anything that sounds remotely appropriate, or is in the
right geographic area.
Start With Free or at Least Very Low Cost
The most widely used source
for no or low cost online job postings is craigslist. Last year craigslist
began charging for job ads in major cities. Costs are $25 in
locations are still free.
Free resources may also be
available through community organizations and business groups. Chambers of
Commerce have job information boards and community online newsletters often
have free classifieds. One-Stop Career Centers host free, state-supported job
search sites with help for both candidates and employers.
Look for trade organizations
and job posting sites that specialize in the skills or background you are
seeking. These can be less expensive and more effective than the mega-sites
that cater to all types of jobs.
Plenty of for profit sites specialize
in a specific jobs or industry. Dice boasts more than 55,000 tech jobs. JobsintheMoney is a Dice company that focuses on finance jobs, including
accountants. Find niche sites by searching for a job by title or function. The
commercial sites charge similar rates to the universal job boards. The targeted
results from a $349 JobsintheMoney should make up for the cost.
Job listings hosted by non
profits and professional associations can be cheaper. SHRM includes a job posting
center that allows users to compare sites and prices with just a few clicks.
Type in Accountant and you will find the Houston Chapter of the American
Society of Women Accountants where you can post a job for $150 and the American
Institute of CPA’s who charge $249 for a job ad.
Look at the Jobs and Use a Dedicated Email Address for
Before you post on any site,
check out the listed jobs. You want to find other similar jobs so you know that
appropriate candidates will be attracted to the site.
To receive responses make
your life easier by creating a dedicated email address. This can be the title
of the job @ your company name, or even a yahoo or gmail address you sign up
for the specific search. The dedicated address keeps the applications in a
specific location so they are easier to review and will keep a regular in box
free of a flood of candidates. After the search is over you can delete the
Whenever a job search ends make
certain the posting is no longer active. This avoids frustrating candidates.
Cultivate College Contacts
Identify local schools or
those with graduates with the specialties you are looking for and contact the
career offices. You don’t have to go on campus for day long recruiting trips to
find candidates. Schools will post openings for those still in undergraduate or
graduate programs and may publish job listings for alumni that charge minimal
The best referrals from
college contacts will spring from an ongoing relationship. Get to know the
placement director and a professor or two. Volunteer to guest lecture or invite
a student to job shadow an employee for a day. Colleges keep in touch with
alumni will recommend individuals or help with networking.
More than 70% of jobs are
filled by networking. Job seekers are not the only people who should be doing
the networking. Attend industry events and tell people about the job, you will
get referrals. Send out an email to colleagues and don’t forget to network
within your organization.
It does not take an elaborate
employee referral program to let employees know that you are seeking
candidates. Current employees can be your best source, they understand the job
and the culture. Don’t bend your process for a best friend or relative. Be
prepared to say no if the candidate is not the one you want. You don’t have to
give the referring employee any reasons other than, “they weren’t the best
candidate for the job.”
What creative, low cost,
sources have you used to successfully identify talent?