You successfully got your business case approved for a new member to join your team and the job description is ready to entice applicants. Congratulations! Now you need to advertise the job to the right candidates but where are you most likely to get their attention? Below are a few bits of advice that we’ve found to help:

1. Use your website

It sounds simple but the step of posting to your company website is often overlooked, especially by smaller businesses. However, a huge majority of candidates will check out your website when applying for jobs. Your company will have some presence on Google, why not use this to your advantage and your jobs may even get picked up by Google Jobs, follow this link to find out more about how this works.

2. Choose your traction channel

You need to consider which job boards would make the most sense depending on the role. It can be worth testing a couple of these at a time (while not spending a fortune) to see which channels you get the most traction from, and which channels are attracting the right talent for your company (make sure you can measure this against your job description and what you’re looking for in an ideal candidate). Before putting any money down, see if you can find any reviews or certainty that their job board has any internet traffic, or find one with a reasonable pay per click program. The last thing you want is paying to post your job and no one seeing it because the job board is too niche, too new, or has too many steps before the applicant can access your role.

3. Get those likes and reactions

LinkedIn may be your go-to place to connect with both passive and active candidates. You can advertise your open roles or share them with your network.

• Words count

Although there’s no ideal length for a post, keep in mind to write for the reader who is skimming posts. Make sure that your title and first sentence grab your readers’ attention, otherwise they might simply scroll on.

• Pretty Pictures

Posts with images have double the engagement of posts without images. Use images that show candidates why they should consider applying — fun coworkers and unique perks are all good bets.

4. Post to the industry newsletters & blogs

By placing your job advert on industry-specific blogs, newsletters, websites you are more likely to have a candidate pool that is relevant to your needs. People that read about the industry in their free time are going to be more informed and also committed. This could be a career choice for them, rather than applying to just another job.

5. Analyse your traction

The more data you can collect at this stage the better. If you can see that thousands of people are viewing it, but no one is applying, then you’ve probably got some edits to make on your JD. You may also find that 100 people have viewed it and 100 people have applied, this would suggest that you may be casting the net too wide and your work will be cut out for you when you have to sort through all these profiles. Remember it’s always better to have 3 amazing super relevant profiles instead of 100 semi-relevant ones. Normally you just need one person to fill the role! See our writing a JD tips article for help with this.

6. If in doubt ask a professional

Finally, if after exhausting all internal avenues of direct advertising and you are still no closer to filling your vacancy, then you probably should consider using a specialist recruiter, especially if the role is business-critical. There is no downside to asking questions.

If you missed our 8 tips on recruiting from home. You can find it here.

From experience, Blume can appreciate that all of the things to consider when choosing the right platforms to advertise can be complex and time-consuming. If you have more questions on how to get the right candidates for your role, please do reach out, we’re happy to share our experiences (details below).

www.blumejobs.com

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