What’s Your Job Distribution Strategy? - Part One
Know Your Options
A job ad is only as strong as its distribution. Even if the job is fantastic, the description is strong and the benefits are desirable, if your job ad isn’t seen by the candidates that would actually be a good fit for the position, the whole effort could be counterproductive to your company’s success. When it comes to distributing your job ad, there are different strategies that work best for different companies, but at the core, there are four main elements that seem to run through each one. In order to create a strong job distribution strategy, employers must know their ideal candidate, consider diversity, plan ahead, and think outside the job board. These set a strong foundation for future candidate searches, as well as save companies time and money. In this blog we’ll cover tips to identify an ideal candidate and why you should embrace diversity.
Identify an Ideal Candidate
This isn’t to say that you need to know exactly what an ideal candidate looks like, but think about the skills and experiences you want new employees to have when the start in their new position. For example, hiring managers at a construction company may want their workers to have at least three years of experience and licenses to drive heavy equipment. A financial firm may be looking to fill an entry-level position with a candidate who has had at least one internship and a bachelor’s degree in finance or a related field. If managers are struggling to decide what they want their candidates to look like, have them take a look at their job description for inspiration.
These requirements are helpful in knowing where to distribute jobs. By deciding what’s crucial for a successful candidate, it can be easier to decide where to distribute jobs. The hiring manager at the construction company may want to distribute his job ad on the local trade school job boards, industry-specific job sites and internally. The financial firm may want to post their entry-level opening at local 4-year colleges and on larger job boards with high traffic from new graduates and individuals working in the financial industry.
Embrace Diversity
With OFCCP and EEO compliance standards, companies are required to make good faith efforts toward recruiting individuals from all backgrounds. This could mean recruiting individuals from racially diverse backgrounds, veterans, women and individuals with disabilities. Documentation is key to proving that these efforts are being made and can develop a pool of more qualified candidates with work and life experience that can add significant value to your company.
OFCCP and EEO regulations encourage businesses to cast a wide net and discover highly qualified candidates that bring fresh perspectives and innovative attitudes to the table. A diverse workforce has so many benefits, including a vibrant company culture, greater collective experience, and an improved bottom line. By reaching out to diverse candidates, companies are preserving their longevity by connecting deeply with the community around them.
These are just two of many strategies that companies utilize while looking for their ideal candidates. BirdDogHR has more for you. Check back next week for part two of this blog series for more ways to build a robust job distribution strategy.
The BirdDogHR™ ATS system has the fastest one-click job distribution. No other ATS in the market today offers integrated job distribution for unlimited users without the burden and cost of a third party. To learn more, schedule a demo today.
