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Use keyword eg. 'Engineer'
You can find some wonderful candidates for your vacancies using the major job boards, but we all know that this is becoming increasingly difficult. Apart from the fact that only approximately 30% of the workforce are actively seeking a move (and therefore using the job boards) at any one time, there is increased competition from other employers.
There are a couple of things that you can do to improve your chances of finding the right employee through job board advertising before having to use more proactive methods:
Advertise on the right job boards
The larger generalist UK job boards attract people from all sectors, and some seem to be favoured by people searching for specific categories of work. For instance, we have found that Reed.co.uk performs well for finance and accountancy vacancies whereas Jobsite (now including Totaljobs) appeals to sales and engineering professionals. Then there are niche boards that focus on narrow industry specialist roles. These can have a limited following.
Much like with your marketing strategy, you need several ‘pillars’ and routes to your audience. For this reason, our advertising only packages bundle together a campaign that runs on the biggest UK job boards (Reed, Jobsite, CV Library and Indeed) along with social media sites.
Details on fixed fee advertising packages can be found here.
Know what to include in your adverts
A recent Glassdoor survey found the five top considerations jobseekers look for are:
This means that it is vitally important for you to include information about the remuneration, perks, company culture and mission, and what makes you an attractive place to work, if you want to appeal to the right people. Cutting and pasting a job specification will not cut the mustard and “we don’t want to advertise the salary” is just throwing your advertising budget down the drain.
For clients that use our advertising only packages, we write professional copy and make sure that all the right information is included. We even use Neuro-linguistic programming (NLP) techniques to appeal to different behavioural types and keywords to ensure a wider audience. This usually results in better response rates.
No matter how good your advert is, sometimes there will be roles that require a much more proactive approach to finding the right people. We have several blog posts that might provide useful tips if you’re handling your own recruitment processes.
If you don’t have the time, or in-house expertise, to conduct a full talent attraction programme then we can also offer full-service recruitment solutions. Either way, you will always have access to recruitment and advertising professionals who understand how to maximise your chances of success.
For more information, or to advertise your vacancy, call now on 01902 763006 or email firstname.lastname@example.org with “Recruit Direct” in the subject line.