The Complete Guide To Job Posting

Introduction - What is a job posting?

Job posting

A job posting is an advertisement for a vacant position. It informs people of a new vacancy and encourages them to apply.

Common terms used for job posting

Below are some of the interchangeable terms used to refer to job posting:

• Job advertisement
• Job ad
• Job advert
• Job announcement
• Employment ad
• Recruitment ad
• Hiring ad

Is a job description different from a job posting?

Many people mistakenly believe that job descriptions and job postings are the same things. However, this is not the case.

Essentially, a job description is a document that describes the responsibilities of a role in a company. A formal tone is used throughout, and you'll find all the information about the position you are wanting to fill.

A job posting is a public announcement of an open position to recruit new talent to the organization. It's written in an appealing tone and includes details about the job, the company culture, and the benefits that are provided.

To sum it up, job descriptions explain jobs, while job postings market them.

What options are available for sourcing candidates?

In recruiting, there is not only one option. You have an interesting range of channels to choose from. The trick is in finding the right balance for your organization and the roles you are recruiting for. Start with a well-designed career page that highlights your company's best attributes and the positions you're actively recruiting for. The second step is to use social media to let people know that you're looking to hire. When you're ready, look to job boards, where you'll find several free and premium options for posting jobs.

How are applications gathered and reviewed?

To this day, some of the world's best organizations use accounting systems to recruit.  Spreadsheets come in handy for a wide range of tasks. However, as a recruiting tool, they are terrible. Similarly, using emails when you're hiring for many positions at once can become burdensome.  

Organizations are increasingly turning to recruitment software as the solution. Using an Applicant Tracking Systems (ATS), such as Manatal, can help HR departments and recruitment agencies of all sizes to effectively streamline and optimize their recruitment process.

1. Choosing the right job title for your open role

How to write SEO-friendly job titles

Do some research to get started

A key factor of every job posting is the job title. It is sometimes your only chance to get a potential candidate's attention. A good title can attract the best talent, while a bad one will cost your efforts and expenses.

To get started, one of the simplest ways to make your job searchable is to use Google's autocomplete feature. You’ll be able to see the commonly used terms by typing the first letters of the job’s title. Google will display what people are looking for the most. If you're unsure about a title, this is a good way to check, and you can always go with the top recommendation.

Think like a jobseeker

Picture yourself as a job seeker who is unfamiliar with your company and how you refer to your positions internally. What would you search for if you were looking for this role?

Avoiding abbreviations such as "Mgr" for Manager will assist your job posting to become easily searchable. However, there are a few exceptions to the rule, such as industry-standard abbreviations like SEO or CRM. This is normally acceptable because people will search for them.

Research potential keywords with a keyword research tool

Some free keyword research tools such as Google Trends can help you validate your keyword suggestions. These tools can offer you a rough estimate of how many people search for the job title you are targeting, as well as related keyword ideas.

Recommendations on choosing the best title

Include keyword phrases

The best titles are simple, direct, and use the most common terms for that position. Include phrases that can pre-qualify applicants before they even click. Terms like "part-time" and "night shift" are examples of this style of terminology. This way you can save from paying for clicks from unqualified or uninterested candidates.

Additionally, providing a benefit, salary, employment status, or location to your job title can help it stand out from the crowd of jobs that only match the search criteria.

Examples:

• Office Administrator - 401(k) + Benefits & Allowance
• Accounting Assistant Manager - up to $68k + bonus 6 months
• Customer Service (Part-time) at San Francisco Premium Outlets
• Accounting Officer (Urgent)
• Sales Supervisor // Near Lake Street // Up to $45K // 2 yrs exp.

Keep it short and simple

Keep your title concise. The job titles with the fewest characters, of around 15 to 30, are most likely to obtain the most views among the thousands of job listings that are posted online every week. This is because job titles should be written to quickly be scanned rather than read.

Avoid buzzwords

Some companies have unique job titles that aren't common in the industry. Titles such as "Number Ninja" or "Chief of Chatting” may attract initial interest but will be confusing. Job seekers using traditional search methods may never notice your job ad because of this. The simple fact is that when looking for work, more people will look for "Social Media Manager" rather than "Media Master".

Pick a job title that is industry-relevant

Effective job titles should not leave anyone in the dark. Even if you want to attract attention with a creative job title, you're better off using standard terms relevant to the industry that applicants are looking for. This raises the likelihood that more job seekers will find your posting via online searches. For example, if your organization uses an out-of-date phrase like "Typewriter," you'll be missing out on all the job seekers who looked for "Typist".

Appeal to the right candidates

Specify the experience you would like your applicants to have. Examine what other organizations refer to as entry, mid, and executive-level roles.

You can lead with the required position and level of seniority, then the area it covers, such as "Senior Accountant, Location." This should make it easier to find people with relevant experience without sounding too complicated.

The degree of experience you express in the job title will have a significant impact on what candidates expect in terms of the level of responsibility, required experience, and package that they can expect to be offered.

Match the job title to salary expectations

You can utilize sites like Indeed and Glassdoor to get publicly available compensation information and compare the salary you're willing to offer for that job title. A few easy searches should reveal if you're on the right track or completely off.

Take care to minimize gender bias

Use gender-neutral words. Some phrases used to describe the job can discourage potential candidates. Also, male-oriented titles like "Ninja", "Guru” or “Hacker” for example, have been found to deter female applicants from applying. Only use creative job titles and unique phrases in your description if they're important to your company's identity and culture.

2. How to write a job description

10 steps to writing a powerful job description

To find the ideal candidate, you must be able to define and explain the position through a job description. Drafting a job description is perhaps one of the most important and often overlooked parts of the hiring process. In many cases, it may appear impossible for HR teams or hiring managers to effectively communicate a position appealingly and practically to a wide range of candidates.

To remediate that, follow these 10 steps below to write a job description that sticks out to potential candidates while still accurately depicting the job and your organization.

Step 1: Have an in-depth understanding of the job

This first point may appear to be a no-brainer, but it is critical. The individual who writes the job description should have a thorough understanding of the position for which they are hiring. Use the questions below to start your job analysis:

• What tasks did the former occupant of the position do, exactly?
• Should new responsibilities or qualifications be added to the job?
• In the next five years, how do you think the position will change and adapt?
• How do positions like this compare to the positions of close competitors?
• What other positions do applicants usually apply for, similar to this one?

Answering those questions is hard and takes time. So much so that most companies simply avoid it. It is, nevertheless, indispensable if you genuinely want to develop an excellent job description.

Step 2: Create a great job title

Consider your job title to be similar to an email subject line: if you get it correctly, your audience will pay attention. If you don't, they'll scroll right past you and look for something else to do.

Of course, the title must accurately reflect the position it covers. It should also be consistent with what others in your field refer to as a similar position. If your competitors are all hiring for Social Media Manager, you probably don't want to recruit the same person under the title of "Online Community Manager".

The most important thing to remember is to keep things straightforward and avoid getting weird. If you're unsure, doing keyword research will assist you to confirm that your job appears in search results. Your selling point will come in the description.

For more information on how to choose a good title, please refer to part 1 of this guide.

Step 3: Summarize the position in one paragraph

Avoid including too many details in your introduction. Instead, use 2-3 sentences to summarize the challenges and unique selling points (USPs) of the position. You should be able to express your needs in a fun and engaging manner.

For example: “We are looking for an enthusiastic ONLINE MARKETING MANAGER to oversee our talented team. This is a fantastic opportunity to work with a multinational company that has been around for over a decade! Let's discuss if you're searching for a new challenge and want to be our company's strategist, storyteller, and marketing guru.”

After the introductory paragraph, mention the details about the position such as responsibilities of the role, location of the office, the type of contract, the working times, and other factors.

Step 4: Clearly outline the basic information

Avoid diving right into your qualifications and responsibilities after your introduction. Rather, spend some time outlining what basic knowledge a candidate should remember.

This should ideally include:

• The Job Title
• Job Location
• Compensation Range
• Benefits
• Opportunities for Growth
• Employment Type (In-Person, Remote, or Both)

There are a few reasons for putting this information front and center. First, it guarantees that only candidates with realistic expectations apply, restricting your applicant pool to more qualified candidates. Second, it builds trust with your audience; for example, while most businesses do not provide salary information in job descriptions, job seekers are increasingly regarding it as the most crucial aspect of a job posting.

According to LinkedIn, the top three most significant pieces of information that applicants are interested in reading are:

• Financial Compensation (61%)
• Qualifications and Skills (49%)
• Job Specific Details (49%)

Step 5: Fine-tune your qualifications and responsibilities (Education, etc.)

Fine-tune your qualifications and responsibilities (Education, etc.)

These two sections take up the majority of the content in most job descriptions. Unfortunately, this is also where candidates get confused, believing they are unqualified or just not grasping the details of a position because of a lack of clarity.

Let’s begin with the qualifications. Do not make a list of required and preferred qualifications. Instead, make one concrete list of the minimum qualifications that each applicant must possess to be considered for the position.

Simplicity is also important when it comes to responsibilities. The sweet spot is when you list just enough to be thorough, but not so much that it becomes complicated. While this varies by position, we've seen outstanding job descriptions focus on 5-7 bullet points of main responsibilities to avoid getting too far into the details.

If you're not sure, run a draft of your qualifications and responsibilities with current employees who will be working with the candidate in the future. Check to see whether they understand it and agree that it is a positive reflection of the position. If not, now is the time to make the necessary changes.

Step 6: Include compensation

As mentioned earlier, applicants pay a lot of attention to compensation. You'll need to do some research to figure out how much to compensate the person you hire. You can check out similar positions within your area on different job boards. If you're developing a new position, do some research online or speak with other business owners who employ people in comparable roles. This will give you a sense of how much you should be paying a qualified candidate.

Step 7: Be sure to mention the company's culture

Some people are only looking for work. Top hires in a competitive field, on the other hand, must be persuaded that your company is the best fit for them.

As a result, a section on business culture is important. Your company's culture can help potential employees determine whether it's a suitable fit for them. You can also make it a visual experience. Including a photo of the office, a video, or a comment from one of the employees provides a glimpse inside your organization. Also, benefits and opportunities for professional growth can all be mentioned in this section.

Step 8: Format for readability and referencing

Any job description will almost certainly be read several times by applicants. That’s why the description needs to be optimized for skimming.

There are a few strategies that can help you avoid those walls of text that turn off potential applicants:

• Use bullet lists only for lists with 15 words or fewer
• A maximum of 3 sentences per paragraph is ideal for short paragraphs
• Important terms that you want to be remembered can be highlighted strategically by bolding them. However, do not go to the extent of bolding all of your sentences.

Also, make sure your wording is gender-neutral. (Before you publish your job description, you might seek legal advice on the wording to ensure that it fits this requirement.)

Step 9: Evaluate the diversity of your description

At this point, you should have a solid draft of your job description prepared. Now it's essential to fine-tune the language to perfection.

Bias towards other genders or persons of race can be subtle, yet it can be quite harmful. Check yourself and have someone else check for these potential diversity traps to avoid offending applicants.

• Bias against older workers by emphasizing language (e.g., "fresh out of college").
• Bias against people of color, which includes race and country of origin in the qualifications
• The language used to characterize attributes associated with men, such as competition and assertiveness.
• Lack of diversity and inclusivity while conveying the culture of your organization

To avoid unintentionally alienating potential employees, make sure every detail of your job description is accurate.

Step 10: Perform a third-person edit before publication

Finally, revise your description from the perspective of a third person before submission. Their unbiased opinion can help to ensure that the final product is as good as it possibly can be.

If you don't have anyone else to assist you with editing, utilize a proofreading service like Grammarly to check for readability and ensure that your writing flows well.

This job vs. every other job available

When creating a job description, the two most popular techniques are to offer a thorough list of daily tasks or a generic run-through of responsibilities. Neither of them will be compelling. Instead, concentrate on objectives and how they will contribute to the company's success.

You can utilize bullet points to illustrate the nature of the task and how the role fits into the larger team (rather than a laundry list). Focus on the types of decisions they'll be making, who they'll be working with, and who they'll be reporting to instead of duties.

The requirements list

Determine the difference between what you "desire" and what you "need." Make a list of 15 requirements. Read, rethink, and reduce the list. It's a good idea to prioritize and rank skills based on their relevance and frequency.

Job seekers will be overwhelmed if all skills are treated equally. A poorly organized list may cost you talented applicants who are concerned about a lack of abilities that can be learned on the job. Similarly, don't linger too much on your experiences. Keep in mind that people can be trained and abilities can be learned.

Benefits

Candidates must have a compelling reason to resign from their job. As they may be very comfortable and enjoy certain advantages as a result of their years of service. Make a compelling case for why they should select your company over their present one. Use the job description to list the benefits of the position (for example, bonuses, compensation for performance, health insurance, company trips, gifts for birthdays or Christmas, etc.). Benefits, particularly bonuses, are the major attraction if they are appealing, as they can increase based on performance and commitment.

Make a proposition at the end of your job description

Job descriptions are similar to sales pitches, and you can use a call to action at the end of yours to encourage potential candidates to take the next step and apply for the position. Make the application procedure as simple as possible so that they can quickly apply.

Lastly, keep this in mind while writing your job description

• Your job description is what will attract potential candidates to your business.
• As a result, it must be intriguing, with the benefits highlighted.
• Make the job sound fascinating and compelling in your job description.
• It must state the job clearly so that the candidate understands what position he or she is applying for.
• For potential new employees, your job description is generally the first impression of your organization. In the job description, make your organization sound appealing.

Are you starting from a blank page? Use our job description templates to get started and leverage Manatal to post your jobs on thousands of channels directly through our recruiting software.

3. How to post a job online

Ways to post a job

Manually post on job boards

Make the internet your recruiting partner. You can post job openings online to reach numerous people looking for work. The first step in attracting qualified applicants is to post your job ad on the appropriate job boards.

However, you may not have the time to conduct extensive research on which job boards are appropriate for specific areas or functions - this will be especially difficult if you're hiring in numerous places or for dozens of open positions at once.

Furthermore, manually posting on job boards is extremely inefficient as one needs to jump from one platform to the next creating the same job ad. Then that person has to come back each day to check applications on each platform, and manually create the candidates wherever the company stores candidates. To add complexity to inefficiency, paid ads often require you to get into contact with each job board. All this to say that an efficient team will prefer the option below.

Post through an applicant tracking system (ATS)

If you’re looking for an efficient way to share your job ads in bulk, Manatal is your solution. The platform will allow you to share your jobs on thousands of free and premium channels in a few clicks only and without the need for a contract with each job board.

Another huge benefit is that all your job board applications will be centralized into one platform. This way you won’t need to check individual job boards one by one. Candidates that apply will have their profiles generated on Manatal and added to the matching job automatically.

When to post a job

Job ads are an essential piece of the hiring process and an exciting first step in discovering people who will add value to your company. The success of your job ad is determined by several factors, one of which is when you post the ad.

It's critical to publish your job at the proper time. Time of posting is a factor that most job boards use to prioritize job search results. There are hundreds or even thousands of jobs that are posted every day, and putting yours when people are less likely to view it means it'll soon go to the bottom of the search results.

Best day of the week

Mondays are the best day to post a job ad in the current job market. It's the busiest day for job search engines, and the day that employers get the most applications. Job seekers have more energy at the start of the week. The first day of a new week has the feeling of being ripe with opportunity.

Best time of the day

Your job ad's success is also affected by the time of day. According to statistics, there is a higher activity in the mornings between leaving for work and throughout the commute and during lunch hours, when job seekers have free time before going to work.

While you might believe that posting a job ad after work hours is the best time, people are less likely to search job sites after typical work hours. As a result, posting your job ad first thing in the morning is the best option. This will ensure that your job ad is at the top of the pile when job seekers begin their search.

4. The best places to post jobs online

What are job ads?

A job ad or a job posting is an advertisement targeted towards recruiting talent for an open position in a company. Job postings are produced by the human resources department and include information such as requirements, qualifications, work hours, and compensation of the position. There are two main types of channels where job postings are placed, internal and external channels.

Internal channels

Internal job postings are kept private and are only made available to employees in the organization. There is an opportunity here for current employees to move across the company and compete for a job before it is advertised publicly. For example, you can share these on your employee portal.

Internal career page

Internal career pages give current employees a first look at the new positions. Allowing them to move between departments or take on a new role in an existing team. It saves time and money while allowing organizations to make use of their employees’ networks.

Newsletter

Internal newsletters are emails sent to a company's employees with company updates. They can share information about upcoming events, provide important statistics, and recognize employees' achievements. To get the word out about your new position, provide a link to it in your company's newsletter. You're more likely to acquire qualified candidates if more individuals are informed of the opening and its requirements.

External channels

External job postings allow candidates from outside the company to apply to open positions. External job postings can be found on a wide range of platforms such as online job boards, social media, or career pages.

What are job boards?

A job board, often known as a job site, is a website where employers can post a list of available positions. Job boards can be used in two ways: to display open positions and offer contact information, or to provide a standardized application platform on which job seekers can submit their applications directly. Job postings include details like the position's duties, responsibilities, required qualifications, working hours, and salary.

The pros and cons of job boards

PROS +

• You will be able to reach a large number of people - Job boards bring in tens of thousands of applicants each month, so posting your position online makes sense. The more effort you invest in posting on job boards, the more qualified candidates you will get because you'll be able to reach more professionals.
• 24-hour, 7-day a week availability - Because the internet is available 24 hours a day, seven days a week, you can run searches for possible employees whenever you want, from anywhere you want. Likewise, candidates can submit applications whenever they want.
• There are several general and specialized job boards to pick from - In other words, you can post lower-level opportunities on generalist boards and more specialized tasks on niche boards to make sure you get the right candidates.
• Online employer branding - Recruiters may highlight their employer brand and provide additional information to job seekers by using job postings and company profiles. The search function on job sites also allows recruiters to find and contact passive candidates that match their job needs.
• Enhance the efficiency of the hiring process - There are skilled entry-level employees out there, but finding them would take a lot of time and money. This situation can become even worse if you are hiring for many positions. A specialized job board can help reduce the number of unqualified applicants and accelerate the process of scanning through resumes.

CONS -

• Make sure you have plenty of time to respond to all the inquiries - Receiving applications from applicants all over the world is great. However, it can be a time-consuming process. It often requires sorting through a mountain of CVs from people who for example aren't legally allowed to work in the country where you are hiring or are simply not fit for the role.
• There's no way to know for sure if you'll locate the perfect applicant - The disadvantage of global reach is that you may locate many people who meet your skill requirements but who are not geographically near you. This is an issue if the role isn’t open for remote work.
• Missing out on candidates that aren't actively seeking employment - People who aren't actively looking for work may be overlooked if you only use job sites. These people could be ideal for your company, but they're out of reach. Just because they aren't applying doesn't imply they aren't willing to change companies.

What is the difference between free and paid job ads?

Several factors will determine which job board is best for you and whether you should pay the extra money for a premium job ad.

1. Urgency - If you need to hire someone right away, running a paid or sponsored ad will likely get you there faster.
2. Specific roles - Certain roles are inherently more difficult to fill. Consider technology positions and generally senior roles. These type of roles usually requires a paid niche job board. The board's cost will be justified by the candidates it attracts.
3. Location - If you live in a competitive area, a paid job ad might help you stand out from the crowd and ensure that you're connecting to the best talents.
4. Constant recruitment - Free job ads rapidly lose visibility. The ads decline in the job post ranks as newer positions grab the top positions. Simply publishing the job again on the same job board will not restore it to the top position. Therefore, if you're hiring for a specific type of job over an extended period, you will need to pay for a job ad to maintain its visibility on job board search results.
5. Controlling costs - Employers have complete control over job ad costs thanks to pay-per-click (PPC) advertising. PPC campaigns are available on many job boards, allowing you to reach a very targeted demographic. As a result, you'll only be charged if and when qualified applicants apply for your position.

Job boards are designed for employers to source talent fast and to provide job seekers with new opportunities. The choices provided by job boards such as specialized job boards provide instant access to qualified candidates, potentially making the recruiting process simpler and quicker.

There are also several methods for receiving and managing applications. These include integrating with an applicant tracking system (ATS) such as Manatal, or placing your ad on various job sites, or receiving applications via email. The benefit of using Manatal over other options is that you’ll be able to centralize all your applicants in one platform and share your jobs on thousands of free and premium channels with a few clicks - and with no extra contract needed with each job board. Additionally, when applicants apply, their candidate profiles are automatically created and added to the job they applied for.

Types of job boards

Listed here are some great places to advertise your jobs. The choices provided to you such as global, specialized, and based on geographical location job boards provide you access to targeted and talented candidates, potentially making your recruitment process quicker and easier. For more information about each job board, please refer to the section below.

Global job boards

These are the job posting sites that operate throughout multiple countries and regions around the world, collectively known as global job boards. Below is a list of some top global job boards to reach and attract candidates from all around the world.

• Indeed

Indeed is the world's largest job-search engine, with over 250 million active and diverse job seekers visiting it monthly. It is available in over 60 countries. The platform offers different options of pricing plans, including free, subscription-based, and pay-per-click, as well as access to a massive resume database of over 200 million professionals worldwide. It is important to know that Indeed recently partnered with Glassdoor, as a result, it is not possible to post directly on Glassdoor. However, all jobs posted on Indeed will be visible on Glassdoor.

• Glassdoor

As mentioned above, posting on Glassdoor now has to be done through Indeed. Glassdoor is one of the largest professional networks in the world, receiving around 64 million job seekers from 190 different countries each month.

• Monster

Monster is present in over 40 countries, making it a global job board. When using Monster Premium Job Ads, your job posts will be instantly published to more than 500 job boards. In addition, Monster can assist you in locating candidates on social media platforms such as Facebook, Instagram, and Twitter.

• Adzuna

After launching in the United Kingdom, Adzuna has grown to become one of the most popular worldwide job boards, with millions of applicants using the site each month. You can publish one job for free to test the platform's usability. Additionally, have a look at Adzuna's local branches to find candidates in your area.

• CareerBuilder

CareerBuilder and its subsidiaries can be found all over the world, including the United States, Canada, Europe, and Asia. Additionally, CareerBuilder offers access to a resume database to perform candidate searches.

• Google for Jobs

Google for Jobs collaborates with leading job boards such as CareerBuilder and Monster. It enables job seekers to view jobs from these and other websites as soon as they are listed. You can publish jobs for free straight from your website, as long as your job description web pages have structured data.

• Careerjet

Careerjet spans over 90 countries and features distinct interfaces in 28 languages.

• Jora

Jora is a free job search engine that aggregates job listings from partner job boards, integrates with applicant tracking systems, and links to publicly available career pages on companies' websites. You can post job openings for free on its website, and it will connect you with millions of job seekers.

• Talent.com

Talent.com is present in over 78 countries and offers free basic job posting services as part of their service.

• JobRapido

JobRapido is a job search engine that operates on a worldwide scale, comparable to SimplyHired and Indeed. They operate in 58 countries with over 1,000 firms, have 85 million registered users, and receive 35 million monthly visitors. They're one of the market leaders in the job aggregator space and are continuing to expand throughout Europe and the rest of the world.

• Gigajob

Gigajob is one of the most popular and effective job boards, with local sites in over 100 countries and the ability to post jobs in many languages. Gigajob's free advertising version is all you'd need to use it.

• Jooble

Jooble is a global job aggregator with operations in 65 countries. Thousands of live job postings are featured from diverse sources such as job boards, recruiting agencies, and corporate career sites, giving them a large reach of more than 45 million potential employees globally. Employers have the option of paying per click to list their job openings directly on Jooble.

• Ladders

Ladders is a global job board that matches employers with employees earning $100,000+. Ladders receive around 4 million monthly visits and have over 230,000 job postings on it.

Job boards based on location

Using local job boards, job seekers can look for openings in their geographical area. Job boards like those benefit companies with several branches, as people in the local area or those planning to move there, will be more likely to apply.

• JobsDB (Asia)

JobsDB is one of the most popular job search engines in the Asia Pacific region. They are represented in several countries, including Singapore and Thailand. Employers can choose between a free and a premium plan on this job board.

• SEEK (Australia)

SEEK is your best bet if you're looking to hire in Australia because it's one of the most popular local job boards there. You post your job openings on SEEK and search the site's enormous candidate database for profiles that fit your requirements. Candidates can also read testimonials from current and former employees on SEEK's company review board. Applicants who are already familiar with your work environment and culture are more eager to apply as a result of this.

• EuroJobs (Europe)

EuroJobs is a free job board that allows users to advertise open positions. It has a global reach of about 100 nations. However, the majority of its job openings are in Europe (most of them in the Netherlands and the United Kingdom).

• Bayt (Gulf and the Middle East job sites)

Bayt is a well-known Gulf and Middle Eastern job site. There are thousands of fresh job openings posted every day. This online job board site works with a large number of businesses such as startups to multinational corporations and local government departments.

• ZipRecruiter (United States, Canada, United Kingdom)

Over 1 million companies and 7 million job seekers use ZipRecruiter each month.

• PostJobsFree (United States)

PostJobFree is a job board that launched in 2007 and continues to thrive. You can publish jobs for free, and they are actively distributed to other job board platforms such as Indeed and ZipRecruiter.

• Jobisite (United States)

Jobisite provides employers and recruiters with a place to list open positions for free. Besides listing your open positions, Jobisite collects jobs from all over the web and serves as a useful resource for finding new employees.

• Oodle (United States, Canada, United Kingdom, India, Ireland, Australia, New Zealand)

Oodle is an online marketplace that is very similar to Craigslist. Job posting on this site is completely free, and it's becoming increasingly popular.

Specialized job boards

There are specialized job boards for specific industries. Because industry-specific job boards exist, you'll be able to discover qualified candidates who have the essential skills and expertise. Some examples of specialized job boards are provided below.

Industry-specific job boards

RETAIL

• AllRetailJobs

AllRetailJobs is a platform that allows retailers from any product category to advertise job openings. Aside from that, the portal includes a resume database with over 1.5 million retail resumes, with thousands more being added to it every month.

TECH/PROGRAMMING

• StackOverflowCareers

If you're looking for developers, check out StackOverflowCareers. Every month, more than 100 million programmers and developers make use of it.

• Dice

Also, there is Dice, a massive resume database containing more than 9 million US-based tech workers.

• Crunchboard

Crunchboard is TechCrunch's official job board. TechCrunch is a popular provider of technology news. The jobs that are posted on Crunchboard will be visible across TechCrunch's network. You can purchase a one job ad that will run for 30 days. Or, you can purchase job packs, which allow you to post many jobs at once.

DESIGN

• Dribbble

Dribbble is a website where you can view the portfolios and profiles of designers. Additionally, you may advertise your job openings and network with top talent.

• Behance

Behance is an online portfolio platform and job board that connects companies with over 12 million job seekers.

HEALTHCARE

• Doximity

Doximity has caught the attention of about 75% of doctors in the United States. It is a combination of a professional communication network and a job board. You may think of it as a more specialized version of Linkedin.

• Health eCareers

Health eCareers has more than 11,000 medical and healthcare jobs available.

DIVERSITY

• abilityJOBS

abilityJOBS is a job board that is exclusively for individuals with disabilities.

EDUCATION

• HigheredJobs

HigheredJobs is a job board that connects job seekers with employers in the field of higher education. More than 60% of the site's users have five or more years of experience in higher education.

• Portfolium

Portfolium is a job board and a portfolio platform that allows 5 million students and recent graduates to showcase their work samples, video clips, and talents. Portfolium allows managers to find and hire college talent with proven expertise.

HOSPITALITY

• HCareers

HCareers is one of the best places to post jobs in the hospitality industry (hotels, restaurants, travel, etc.).

FINANCE/BANKING

• eFinancialCareers

eFinancialCareers is a job board that specializes in positions in the banking and finance industry.

INSURANCE

• InsuranceJobs

InsuranceJobs connects employers with job seekers in the insurance industry. It is free to use. The website includes a searchable resume database with over 300,000 candidates from the insurance sector, as well as the opportunity for organizations to list insurance jobs on the site.

Job boards for different types of work

FREELANCE/FLEXIBLE EMPLOYMENT

• UpWork

UpWork (formerly known as oDesk) platform is available to all freelancers and is completely free to sign up. They have an extensive database of 18 million freelancers if you're in the market for one.

• FlexJobs

FlexJobs is a great resource for finding flexible employment opportunities because it is both free and quick. However, this only applies if you're looking for part-time, remote, or freelancers.

• WeWorkRemotely

WeWorkRemotely is an employment board that doesn't have geographical restrictions, so you can find employees that don't have to be nearby.

Seasonal

• Snagajob

One of the most useful sites for hourly workers is Snagajob. This website has a total of 100 million registered users who are looking for work and 700,000 employer locations across the United States and Canada.

Internship/Recent graduates

• Internships.com

More than 80,000 companies use Internships.com to advertise and manage their internship opportunities for free.

• Wayup

Wayup (formerly Looksharp) is designed for jobs and internships that require little to no experience.

Startups

• AngelList

Most start-ups have likely heard of AngelList. Startups can access a large database of developers and designers that are actively seeking employment. And it is all free.

Social media

To save money, share your job on social media with a well-planned approach and leverage your strongest brand representatives: your team. Encourage your team to post jobs openings on social media sites like Facebook, LinkedIn, Twitter, Instagram, TikTok, and Reddit. Note that these platforms might also offer paid options for added visibility.

• Facebook

Facebook is by far the most popular social network, with more users than either LinkedIn or Twitter combined. Because of this, it's the ideal way to market your company. Use Facebook to your advantage by creating multiple job postings with images and videos that showcase your company's culture. Add a Jobs Tab to your Facebook profile if you plan on doing a lot of recruiting there. This is a no-cost, high-impact method of allowing your target audience to view all of your available positions on Facebook.

• LinkedIn

Since LinkedIn is solely for professionals, it makes sense that recruiters would want to use it. Most of the information on a candidate's LinkedIn page is identical to that on a resume, including schooling, work experience, technical abilities, and other information such as references and endorsements. This is why LinkedIn is so good at helping recruiters find specific talent. LinkedIn's premium job postings are available, but you can also publish an open position on your company profile as a status update for free.

• Twitter

Of the social networks, Twitter has one the most direct line of communication with its users. To put it another way, you don't have to be a Twitter user to see what other people are saying through tweets. Using Twitter to advertise your job openings is a terrific method to reach new people. Use relevant hashtags, such as #jobopening or #joblisting, to help job seekers locate your ad. Additionally, you can utilize hashtags particular to your fields, such as #greenjobs or #bostonjobs. This list of hashtags is targeted towards job seekers, but recruiters can also benefit from it.

• Instagram

Instead of only relying on Facebook, LinkedIn, and Twitter to advertise jobs, you may be missing out on amazing candidates on Instagram. Finding new and creative ways to engage with candidates can help you stand out. In addition to helping you attract passive and active jobseekers, Instagram's visual appeal can help build your company's brand image. Using Instagram for your company can present a unique side of your culture and differentiate you from other comparable companies because it has a more casual atmosphere than other social media sites like LinkedIn.

• TikTok

TikTok recently launched a pilot program to link job seekers with employers via the hashtag #TikTokResumes. Though the majority of its users are still in their teens and lack experience, they will eventually be looking for work, whether as full-time working adults or as part-time students. In other words, it provides hiring managers with an additional recruiting channel through which to reach out to the younger population. The program enables users to submit a video resume directly to many employers, including Chipotle and Target, by using the app. Recruiters can learn more about the candidate by watching their videos.

• Reddit

It's surprising how many recruiters aren't aware of Reddit's potential as a source of qualified applicants. Recruitment-related subreddits (groups) exist on Reddit, with recruiters often posting job openings. In addition, these job postings are included in standard Google searches. Recruiters should be allowed to post positions for free after they join one of these groups.

Career page

Career pages are a great way to build a long-term talent acquisition funnel. A well-designed career page helps a hiring company create and sustain its employer brand. No other job board has the same level of detail, customization, or traffic potential.

Manatal, for example, offers a customizable career web page builder (which takes no technical skills to use) that enables you to post current job openings, highlight your brand, boost organic web traffic, and provide interested candidates with an unmatched candidate experience. Employers can do the following on a career page:

• Increase incoming applications with a career site that flawlessly displays your employer's brand and company identity.
• Customizable application forms to meet your hiring needs.
• Candidates that apply through your career page are evaluated and scored according to their professional experience, qualifications, and skills.
• With our API integration, you can easily connect your existing career page to Manatal and begin receiving applications.

You may learn more about how Manatal can support you in developing your company's career page here.

5. Maximize your reach by posting on multiple job boards at once

Use an applicant tracking system

Recruiting software such as Manatal simplifies the recruiting process by automating repetitive tasks such as posting job ads on multiple job boards. With Manatal, this can be accomplished with a few clicks. An added benefit: your recruiting software may offer cheaper rates for job ads than if you were to go directly to the job board.

Utilize your ATS's job board integrations to expand your reach. Posting to multiple job boards simultaneously is an excellent strategy to increase exposure, and greater exposure equals more applicants. By automating this task with an ATS, not only is time saved but also your productivity increases. With an application tracking system, your hiring team can save hundreds of hours previously spent going from a job board to another. This simply allows you to find top talent quicker and concentrate on the more critical task of selecting the ideal candidate for the job.

Centralize applications in one platform

Added reach means more applications. To solve the issue of having to manually visit each job board to check yesterday’s applications, using an ATS is indispensable. With Manatal for example, when applicants apply for jobs via job boards, their application is automatically transferred to the platform with the relevant job. From there, you will simply need to visit the job in Manatal to view applications from all job boards.

6. 3 tips for successful job candidate management

You have posted a job, and already you're getting lots of applications. It's now time to start narrowing the field down to a select few. It depends on the organization whether they use video or phone interviews to screen candidates, while other companies start the process with a test or in-person interviews. Here are 3 tips for a smooth recruitment process.

1. Collaborate with your hiring team

Work closely with your hiring team, you'll be able to handle candidates more efficiently and make better hires. Sending updates to your clients or hiring team frequently is a smart idea whether you're an in-house or agency recruiter. There's no need to create complicated filing systems from scratch when you use recruitment software like Manatal, as all communications and interactions are centralized. If you're working with a team of people, you'll want a tool that makes it easy to collaborate.

2. Use different methods to score candidates

The time has come to rank your candidates. There are several possible approaches. One method is to simply assign candidates a star rating between 1 and 5 based on a few important characteristics. Several useful factors to look for include the following:

• Initiative and determination
• Overall performance trend
• Past achievements
• Comparable work and educational experiences
• Analytical and problem-solving skills

In addition, AI tools like Manatal’s candidate scoring can greatly help improve the quality and efficiency of the screening stage, as the software can rate candidate profiles according to the job they are applying to.

3. Efficiently track candidates through the recruitment process

Picking up where you left off when you're in charge of multiple hiring pipelines can be difficult, and it is a reality that in today’s market, inefficient recruitment processes can quickly lead to candidates losing interest.

An ATS can help you quickly identify the next steps in the hiring process, so you can move candidates through it quickly and efficiently. In Manatal, you can even customize the recruitment stages to reflect completely your internal processes

This scenario is probably familiar to you

You write a job ad and submit it one by one to every job board. Unorganized resumes clog up your inbox. You circulate the ones you've had a chance to read among your coworkers. It becomes a mess, so you resort to using a spreadsheet to keep track of everything. When it comes to measurements and accounting, spreadsheets are fantastic. However, when it comes to hiring, they are useless.

Addressing this issue is the reason we created Manatal. An easy-to-use yet powerful recruitment software intended to streamline and optimize all recruiting operations. Manatal helps human resources (HR) departments and recruitment agencies of all sizes to find and hire the best talents faster. With just one click, you can post your openings on thousands of channels, share them on social media, and much more. Working with Manatal lets you centralize all the applications that come into one platform. Making your hiring process more efficient and less complicated.

Interested in learning more about recruitment software? Click here to read our insights on recruitment and HR technology, or here to explore our 14-day free trial.