Thoughts On Online Recruitment And Stuff – Net Natives

We have recently had some interesting discussions with our job board suppliers about what sort of business are we. Are we are recruitment company or an ad agency?

We are in the business of filling roles NOT selling ads. 9 times out of 10, this can be done with normal, “lineage” job board advertising (our bread and butter), but sometimes clients need that little bit more.

If clients want to gain maximum exposure for a specific position or for the company brand, then you need to think of more than just the advert.

We have run many various creative campaigns, some with a social media element, so with client paid branding, some with all of them. Here I want to focus on the job boards and how to get the most out of them for certain campaigns.

As Campaign Manager, I work closely with the job boards and have recently dome some research on different options and ways of advertising on the job boards to make your role and company stand out from the crowd.  I’ve listed some of the options below:

• Featured Adverts – On average featured adverts get 4 times the amount of applications to usual adverts.

• Banner advertising – There are a number of different types of banner adverts you can look at.  These vary from a ‘skills word’ banner, to a ‘home page’ banner or a ‘location’ banner.  Each targets specific job hunters searching for work in either specific towns, regions or keywords. Use your banner to target specific locations or keywords and it will appear every time a candidate’s search matches the location(s) or words you‘ve sponsored.

• Corporate Buttons – These give you maximum exposure by putting your logo on the home page of the job board.  When a candidate clicks on the button they can either be taken straight to the listing on the site, to your website or the Net Natives website.

• HTML Email – HTML Emails enable your company to promote its vacancies to relevant candidates in a dedicated, fully-branded HTML email.  This is a great way of getting your advert seen by candidates who are not necessarily actively searching.  On average, Total Jobs find that only 30% of their candidates apply to positions by searching for positions.  50% apply when they receive an email about the job and the other 20% come from a variety of sourcing including banner adverts and corporate buttons.

Each have their own relevance, but should be looked at as part of a variety of options open for each campaign.

There’s a lot to take in, so if you can have questions – or if there are any job boards out there with more ideas. Please get in touch.