There are 18,100 Google searches, on average, for “free job posting” every month. It’s easy to understand why—budgets and time are limited, and you need to make both stretch in order to fill roles in your organization. However, free job posting sites may actually do more harm than good, particularly when it comes to how they consume your time.
Free job posting sites don’t produce high-quality candidates
You might reach the 36 percent of candidates who are actively looking for a new role, and some of them might be pretty good. However, the best active candidates are likely utilizing their network connections rather than spending hours searching for relevant job postings, researching companies, applying to jobs, and following up. A full 90 percent of candidates are open in hearing about new roles—and you’re not reaching all of them with your free job postings.
You’ll waste timing screening resumes
Fifty two percent of applicants are found to be underqualified, compared with 22% of sourced candidates, 30 percent of referred candidates, and 41 percent of agency candidates. The lack of qualified candidates from applicants on free job posting sites means you’ll waste a lot of time screening out unqualified candidates, in order to find the few good ones. Add this to the time it took to actually post your job, and you may waste a lot of valuable time with free job posting sites.
You may damage your employer brand
Only 61 percent of employers notify declined candidates about their decision. When companies do send rejection letters, it seems that they’re cold and impersonal, and are often sent after a hiring decision is made. When companies don’t send them, 80 percent of candidates said they would be discouraged to consider other relevant job openings at that company. Whether candidates are rejected months after applying, not notified at all, or even receive a warm rejection letter in a timely manner, there are bound to be some dissatisfied candidates who can do some damage to your employer brand.
You’re better off with targeted, proactive talent outreach
When time and money are limited resources, both could be better spent sourcing high quality candidates and generating employee referrals. Only one in 152 applicants is hired, compared with one in 72 sourced candidates, one in 22 agency candidates, and one in 16 referred candidates. Rather than spending valuable time to attract and screen applicants, spend it on targeted, proactive outreach to find the best possible candidates for your opportunity—whether they’re looking for a new role or not. With fewer candidates in your talent pipeline, you can give each of them personalized communications to ensure they have a positive candidate experience.
While entry-level roles would probably be fine to send to free job posting sites, you’d be better off asking current employees and your network for employee referrals, or finding someone through college recruiting strategies. As your roles increase in seniority and require more skills, you’d be much better off skipping the free job posting sites and focusing on sourcing, referrals, and agencies instead. If you do go the job board route, post jobs strategically to the posting sites that are focused on the type of talent you’d like to reach.