Things are cracking hot, huh. Unemployment is at is lowest in decades, stocks are ever-rising, no sight of interest rates hikes in the immediate future, and online recruitment advertising continues to grow aggressively. In this context, are you getting your share of the activity? More precisely, are you getting your fair share of placeable candidates from your online vendors?
In case you feel you are not (never enough talent, right?), or if you want to get a better grip to understand your investment on recruitment advertising via the web you might want to keep a few things in mind:
1.Eyeballs are great, but you need the whole person to make a placement. Ensure your vendor understands that ‘unique visitors’ may not be a suitable success measure to you.
2.The key word in placeable candidate is “placeable”. Volumes of applications are important but quality as you know is what is going to enable you to fill a role. Help your vendor understand how you will measure their effectiveness
3. Make a small investment of time to understand where your quality (placeable) candidates are coming from:
- Are you getting the national coverage you need to fill roles interstate?
- Are you receiving applications that you already have in the database? This may not be bad in itself, as you may receive applications with fresher/updated resumes
- Are some vendors performing better than others over time? Are you changing your budgets accordingly?
4. Spend a bit of time and go to the job board that you advertise the most on and do a search on your own jobs:
- Are they coming up in the first 2-4 pages of the results?
- Do they look at least a bit different in content compared to other roles
- Can you see anything in your ads (compelling grab-lines, branding) that might sway individuals to apply to your role as opposed to others
5. Inquiry about the activities that your vendor is taking up to disseminate your jobs (campaigns, affiliate advertising, site optimisation, etc.) This might give you an idea on which jobs might be better suited for that job board
Probe these things. Remember: if you cannot measure you cannot manage.
If you want to have a further chat about how you can track the effectiveness of your recruitment advertising drop me a line
Have a good weekend
