Are you really going to review over 22 million Google results on “how to manage your job board postings” so you can finally get organized? By the time you settle on best practices for this unwieldy task, your local star candidate has signed with your competitor. In major cities like Vancouver, the competition for quality candidates is fierce.

It’s time to free up your time and put the unproductive management of these job postings to rest. And may it rest in peace permanently.

 

Your job board postings are time-suckers

How much time do you spend reviewing and managing your postings? The number of resumes for each role is increasing daily–and with thousands of applicants, many of them don’t meet the job’s core qualifications. Most hiring managers are dealing with two key resume problems: too great a quantity, and not great enough quality. With high housing prices and low unemployment rates, Vancouver employers have a more difficult task in finding key talent.

At Mindfield, for every job opened, we see an average of 6,600 views. There’s approximately one application for every three views. While it’s promising to have this much interest, imagine if you had to review over 2,000 applications per job when you have 25 open jobs. That’s 50,000 applications. We can assess and compare your Vancouver rates through our database.

Consider outsourcing these time-sucking tasks to someone who specializes in managing high volumes of applicants, and refocusing onboarding programs, internal team connection, engagement, and proactive strategic workforce planning.

 

Develop and implement a consistent strategy for sourcing only the best candidates

With an efficient and expedited recruitment process that combines effective technology with human touch, you’ll save hundreds of hours. We’ve compiled some tips to help you implement a talent acquisition strategy that makes a difference:

  • Know your job market and where candidates spend their time, whether it’s LinkedIn, Indeed, or a social-first platform like Instagram.
  • Make sure your career website is mobile friendly.
  • Keep your workforce planning strategy focused and job-specific, with clear keywords and competencies in searches.
  • Determine your metrics and ROI up front, including more holistic workforce analytics throughout the talent acquisition cycle. You can find some examples here.
  • Once you’ve found a pattern and rhythm that works for a specific type of job, keep using it.
  • Outsource your recruiting process to an agency who can assist with hard-to-find talent.

Recruiting–especially for hourly roles–is time-consuming. If you decide to keep this process in-house, continually measure, review, and adapt as required.

Mindfield has an application completion rate of 96.46% based on our Easily Apply process. We have access to over 2.6 million candidates in our database, which means filtering for best-fit people is quick and streamlined. By adopting a custom strategy that works for you, and making it easy for qualified candidates to apply, your success rates for finding top talent will increase substantially. 

Never want to manage your job board postings again? Click here to chat with an expert.

About Mindfield

Mindfield is a Recruitment Outsourcing solutions provider that partners with companies to create powerful hourly workforces. Our solutions combine a recruitment team, simple to use technology and a data-driven hiring strategy that promises to improve the quality of your hourly workforce. This approach focuses on tying business outcomes such as sales performance, tenure, and engagement to the selection, hiring and measurement of quality candidates.