If you run a job board you should know that your #1 task is to generate quality applies to your clients jobs. They want candidate flow. If they don’t see at least 10 applications from your board in the first week of it being posted you are at great risk from disappointing that customer and losing them forever.
If you already have the traffic to generate enough applies that’s great. If you don’t, you may want to hire a Sourcer.
You need to think like a recruiting firm. Hiring a Sourcer on your staff allows you to seek out relevant candidates online using sites like LinkedIn and Indeed Resumes to reach out to that candidate and tell them a job you have might be great for them. That’s your chance to send them a direct link to the job listing and possibly convert them into an actual apply.
This could be an especially good tactic to employ especially if your board is new. New sites have a big challenge to build an audience but if you can find the right 30-40 people online, get them a link to a job they might like you can build up the site one by one and keep paying employers happy with enough applies.
Think about it. It’s not hard to find the right candidates online and message them these days. Thats what recruiters/sourcers do all day long. So I say take a page from their playbook and use candidate sourcing to augment your job board apply rates. Your clients will thank me later 🙂
