Table of Contents

Table of Contents

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A job board can provide the opportunity to not only attract top talent, but give candidates insight into your company… when it is utilized in the right way. How will you know if your company is correctly utilizing job boards? Let’s dive in.

What Is a Job Board?

A job board is a website used by employers to advertise positions to job seekers. These advertisements, or posts, typically include a job description as well as basic and preferred requirements.

Job Boards vs Search Engines

A job board is different from a search engine in that it is a platform that has been designed for both employers and job seekers. Examples of job boards as of this writing include Indeed, Glassdoor, and ZipRecruiter. In many cases, job seekers can create an account or profile that allows employers to search for relevant candidates. Job board sites can often interact with an HR department’s ATS (applicant tracking system) to streamline the application process.

A search engine (such as Google, Bing, and DuckDuckGo) allows job seekers to search for a position, but what comes up in the search may not be what they were looking for. In addition, company websites will likely not show up in the search unless the company has invested in search engine optimization (SEO), which is costly and not always common.

How Are Job Boards Helpful for HR?

Here are five top reasons why job boards are helpful for HR.

  • Allows HR to seek out qualified candidates. As previously mentioned, many job boards allow job seekers to create profiles. These profiles often include work history, resumes and cover letters, allowing recruiting staff to search for job seekers with the appropriate qualifications.
  • Allows HR to post on behalf of the employer. Every job posting represents your company. Your job description is a chance to attract the kind of candidates you are seeking and to communicate company culture.
  • Allows HR to screen candidates more effectively. When a candidate applies through a job board, HR can quickly see if they meet the basic requirements. Pre-screening questions and assessments can be included in the application process.
  • Alerts HR to new candidates who meet the established criteria. Many job boards send notifications to the employer when candidate matches are found. HR will also be notified when an application is received or a message has been replied to by the candidate.
  • Encourages diversity in hiring practices. Diversity-focused job boards not only help source and recruit talent, but they can also reach communities who would otherwise be underrepresented, such as POC (people of color), indigenous people, the LGBTQ+ community, and women. This can happen through the use of hashtags and key word searches.

Types of Job Boards

When it comes to selecting a job board, it is important to be familiar with what is available and how it aligns with your company. There are internal, external, and organizational job boards.

Internal Job Board

An internal job board is created by a company and is only available to the employees who work there. Employees can apply to positions they may be interested in outside of their own department.

If a company has an internal job board, it is likely integrated into their ATS system. However, this option will not produce as many external applicants, as they would have to search for the company’s website through a search engine.

Job Search Site

A job-search site is a platform specifically designed for job seekers and employers. These platforms allow both the job seeker and employer to search for each other. Some common examples of job board sites are Indeed, Career Builder, Zip Recruiter, Hired, and Glassdoor.

Many HRIS software programs offer integrated ATS systems. For example, isolved is a Human Resource Information System that is integrated with ihire, a job board. ihire allows an employer to post on multiple job boards at once.

Employment Websites

Third-party employment websites function similarly to typical job boards, but redirect job seekers to the official employer’s website.

For instance, most states have workforce agencies that host job boards, and most university placement departments do the same. Many national associations for specific industries do this as well; for example, the National Society of Professional Engineers has a job board that is specifically for engineers.

Selecting a Job Board

Now that we’ve covered the types of job boards available and how they can benefit HR, how do you go about choosing one? Here are a few considerations.

  • Who owns the site? A quick Google search will confirm who owns the site, if it is reputable, and reveal reviews from site users. If the reviews are negative, it is best to keep searching.
  • Is it industry-specific? As mentioned above, some job boards cater to specific industries. Finding a job board in your desired industry will help you find the candidates you are looking for.
  • Who can access the site? Some platforms only allow employers to post jobs but do not allow job seekers to post resumes. Additionally, some sites are only available to alumni, students, or association members. It is important to choose a platform that will allow you to reach the candidates you’re looking for.
  • Is it user friendly? What may seem simple to you can be complicated for others. The platform should be straightforward and easy to navigate. The less complicated it is to use, the more applicants you will receive.

Tips for Employers Using Job Boards

Job boards can be some of the best tools in searching for the right candidates. It enables HR and recruiters to do what they do best: finding the best fit. Here are a few tips that can help maximize the benefits of using a job board.

Tip 1: Keep It Simple

The more complicated the process is, the fewer applicants you will have. For example, if a candidate applies through a job board and is sent to the employer’s website only to have to re-enter information they have already provided, that candidate will likely stop the process.

Tip 2: Know Your Audience

Cater the job description to your ideal candidate and make sure you are posting on the job board that your ideal candidate is likely to use. If you are looking for a physicist, posting on a college board is not going to be effective.

Tip 3: Communicate Your Brand

Ask yourself what you want to convey to the candidate. Establishing your company’s mission, vision and/or values will help job seekers determine if they are aligned with the company culture. Not only do you want to hire capable employees, but you also want them to support the company’s mission.

Tip 4: Be Responsive

The faster you respond to applicants, the more applicants you will receive. Give yourself a timeline. For example, if someone applies, focus on responding within 24-48 hours. Applicants who are engaged early in the process are more likely to stay engaged throughout the entire process. Depending on the platform, you may be able to set up an automatic response.

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Questions You’ve Asked Us About Job Boards

Internal job boards cost money to create. In the case of ATS integration, the company is likely already paying for a service. Most external job boards operate on a tier system. Tier 1 is typically free, but you will see less traffic, which means fewer applicants. Tier 2 often starts with a charge per applicant, and gives you a fair number of applicants. Tier 3 gives you full access, produces the most applicants, and is the most expensive.
There are a few potential downsides to using a job board. If a position is posted for too long or reposted too soon, this tells potential candidates that no one wants the position or someone was hired and quit immediately. To attract more candidates, you may need to subscribe to a service, which can be costly. And finally, the platform may be complicated. If applicants have to jump through too many hoops to apply, they most likely won’t.
Most platforms have instructions on how to get started. You will create an account, fill out the necessary information, and verify your company or employer.

Michelle is a Human Resources Manager. She is dedicated to assisting employees and executives to work towards the best possible outcomes. Employee relations is what drives her career and her desire to start her own consulting firm. When she is not working on her career, she is practicing mediation and anger management techniques on children who refuse to be reasoned with.

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