Advertising on Job Sites

There are many websites that cater to job seekers and employers looking to fill job openings. Often, you are not limited to the size of your advertisements. 
You can accept applicants via email links from within your recruitment advertisement. You can include a link to your company website for potential applicants to learn more about your company's policies, products, and mission.

Integrate all recruitment strategies

For most job openings, the Internet should be part of an integrated advertising campaign. Traditional classified advertising and other means should also be used in combination with Internet recruitment advertisements to ensure you reach everyone in your target market.

Internet Recruiting: Employer Advantages

Posting job openings online tends to be less expensive than more traditional means. Newspapers can charge anywhere from a couple hundred dollars to a thousand or more for a half page advertisement in the classifieds section! Online advertisements tend to be much less expensive, and you even get the option for double exposure.

 If an online Internet recruitment site is charging per word or line, you can advertise your job opening with a job title, your business name and a link to your own company site with a full description of the job. This way, you will find applicants from people searching on the job website, as well as people who go directly to your business site to see about career opportunities.

Internet Recruiting: Job Seeker Advantages

As stated previously, one of the main advantages of online job searching is the ability to search by keyword phrases having to do with the positions you are looking for. Some websites allow you to narrow your search by salary range, job titles, level of experience.

Job seekers can sign up for new job notifications delivered via email. Whenever a job is posted that falls within their expertise, an email is sent to the job seeker who can then apply for the position at the click of a button! It reduces the amount of time an individual must spend actively searching for a position, so there is more time to apply for them.

Promoting from Within:

Of course, you don't want to overlook the possibility of promoting an existing employee into your vacant position. Perhaps someone is ready to move up in your company, and by promoting from within, you are going to benefit in many ways. The employee already knows the business culture, and has background knowledge of the company, which will save valuable training time. You'll increase your employees morale by giving people the opportunity to promote into higher paid positions with more responsibility. It's also easier to replace the lower positions in a company than it is to find new employees to fill positions that require more knowledge or experience.

Final Details Regarding Recruitment Advertising:

One of the most surprising issues involving recruitment advertising is the number of companies who do not take the time to reply to their applicants. A company's branding may indicate that customers are the primary focus of their organization, and yet most of these companies do not even acknowledge receipt of applicants!

As you go through your incoming applicants, you'll want to keep a list of those who do not meet your qualifications. While you will not interview these individuals, you should still take the time to send each a letter. Let them know you received their application and while they did not meet your requirements, you will keep them in mind for future openings.