Archived Practically Speaking

Issue 3
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Strategic Internet Recruiting on a Budget

Get the most recruiting bang for your online buck

by Teddy McNaught Esq.

A recent survey of the hiring practices of 49 large companies indicates that over 25 percent satisfied their hiring needs externally using job boards, such as Monster.com, CareerBuilder.com and Hotjobs.com. Given the success that large firms are having with online job postings, small firms may consider advertising online as well. If you find yourself in need of a new hire at your firm, turn to the Internet and follow these tips. 

The Pros. One good thing for employers, large and small alike, is that tremendous redundancy exists between the job boards. According to Andrea Simard, a professional recruiter with AccountPros in Boston, as much as 70 percent of job seekers using CareerBuilder also use Monster. Therefore, if you choose to pay to advertise on one job board, you won't be forsaking a majority of the candidates. 

Monster charges $385 to advertise a position on its Web site for 30 days. CareerBuilder charges $419 for 30 days, and Hotjobs charges $369 for a 30 day ad or $410 for a sixty day ad.

If you are reluctant to shell out the cost of advertising on one of the major job sites, consider Craigslist.com for job postings. At only $25 a month per job posting, Craigslist is, by comparison, a bargain. Plus, while Craigslist's search functionality may not be as sophisticated as the major sites, it is not bad. Perhaps most importantly, Craigslist is very easy to use.

Apart from Craigslist, there are other lesser known alternatives to the major job sites. For instance, you might try advertising on JobFox or Talenthook. These smaller staffing sites tend to be more specialized, according to Simard. Plus, Lawyers Weekly has its own online classified section.

The Cons. Job boards can bring you a huge number of potential hires. Statistically, however, most candidates will be unqualified or, in some cases, grossly unqualified. According to Simard, "only approximately three percent of candidates responding to a position posted on a job board will be qualified for that position." While the specialized nature of legal staffing may increase the number of qualified hits you can expect from your online ad, hiring managers should still expect to see far more unqualified candidates than qualified ones.

So, the next time you need to post a position, consider online recruiting where you'll find opportunities for every firm and every budget.

 

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