Editor’s Note: This is the second part of a two-part series. Read Part 1 here.
As we discussed in last week’s blog, the portion of Q4 that we’re heading into now is often reserved for planning.
It should be safe to assume, then, that you’re probably beginning to shift your attention away from the seasonal slowdown in recruitment and towards 2018. If that’s the case, then you’ll want to make sure that acquiring and renewing job board contracts is one of the items near the top of your to-do list.
In Part 1 of this two-part series, we explained why this is, and we also outlined five of our top 10 job board contracts for your consideration in the year ahead. (Again, you can read Part 1 here.)
Below, we’ll highlight job board contracts 6-10 for you to review as you consider adjustments to your recruitment marketing strategy moving forward.
As previously mentioned, although these lists may not be exhaustive, they’re great starting points for recruitment marketers as they continue planning and budgeting for the year ahead.
If you’re not yet familiar with CareerArc, you soon will be. The HR software company has always been focused on the future of recruitment, and that’s probably part of the reason why Facebook partnered with them earlier this year to add jobs to the world’s most popular social network.
Obviously, if social recruitment is a priority for you, then we have to recommend considering CareerArc. By adding them to your repertoire of annual contracts, you’ll be able to easily automate job distribution to popular social networks like Twitter, Facebook and LinkedIn.
But CareerArc also goes beyond social distribution. As we mentioned in a previous post, CareerArc is also one of a few businesses in the recruitment marketing space that are leading the way on job maps. While you can read more about what job maps are and how they work here, the gist is that job maps help candidates find opportunities based on their current location rather than keyword searches. It’s a great feature that can help you widen your net and bring in candidates you might be missing otherwise.
If you’re looking to bolster your OFCCP/Compliance, you’ll want to consider a contract with DirectEmployers.
When you’re a user of DirectEmployers, they’ll ensure that your jobs hit hundreds of niche sites to dramatically expand your reach. They then go one step further by providing reporting that helps prove OFCCP Compliance.
Having a documented record of OFCCP Compliance is always a good idea, whether you're worried about getting audited or not. And DirectEmployers makes that all a bit easier, while helping you fill your talent acquisition pipelines in the process.
As a job board that focuses on IT and engineering talent, DICE is--by definition--a niche job board. But don’t confuse that with small. DICE has been the go-to resource for businesses hiring in these areas for years, and as the need for IT and engineering talent balloons, so will the number of businesses leveraging this resource.
It goes without saying that if you’re in need of these types of professionals, DICE is a must. But the appeal of this job board goes beyond its focus on hard-to-fill talent.
For one thing, DICE provides job slots, which--as described in Part 1--are an incredibly flexible and useful medium to advertise your jobs through. While you can learn more about job slots here, the major benefit to keep top of mind is the fact that they can be optimized and automated like performance-based media.
Further, DICE also provides recruiters access to their large database of candidates, an important feature whether you're working with a Recruitment Process Outsourcing (RPO) company or if you’re just sourcing passive candidates yourself.
For those who are unfamiliar with Indeed Resume, this arm of the job aggregator is dedicated towards passive sourcing through their resume database, rather than performance-based job advertising. What makes Indeed Resume a great recommendation is the upcoming change to their pricing model.
While in the past, Indeed Resume would charge companies a fee for contacting candidates in their database--a pay-per-contact model--this is set to change to the more commonly used recruiter seat model moving forward.
This means, whether you're working with an RPO or an in-house team of sourcers, you can simply pay for each recruiter’s access to the database on a per month basis, and contact as many candidates as you have credit for. This makes it a great resource for anyone who is focusing on improving their outreach to passive candidates.
While this is admittedly self-serving, and while we’re not a job board, we’d be remiss if we didn’t at least mention how Recruitics can help you get even more out of all of the job board contracts we’ve covered in this mini series (and beyond).
As you may or may not already be aware, Recruitics provides recruitment marketing analytics and programmatic job advertising solutions. In the simplest of terms, this means we make it easy for you to get the most out of your online recruitment budget--and this includes any job board contracts you might be currently have or are considering for next year.
For example, our free recruitment marketing analytics dashboard, Recruitics Analytics, can help you better understand the performance of your job ads by source and by the individual job. This can help you arm yourself with powerful insights to make more informed decisions with important budget dollars.
Our Recruitics Action platform takes analytics to the next level and couples it with the industry’s first (and leading) programmatic job advertising solution. Through logic-based rules, you can automate how budget is spent, where it’s spent, when it should be reallocated and so forth.
And of course, as we allude to below, our Agency is filled with in-house recruitment marketing experts that can help in every aspect of your strategy planning and execution, from soup to nuts.
Although our two-part series doesn’t necessarily represent a definitive list of the best job board contracts available in 2018 (after all, there are thousands of job boards out there) it will certainly give you a solid starting point.
If, after working through our recommendations, you find yourself with questions or would like to speak with an recruitment marketing expert, we’re here to help!
Contact Recruitics today and one of our experts will be in touch to discuss your recruitment marketing needs.
