Refining the Job Posting and Distribution Process

Job postings have always been an essential component of recruitment and continue to evolve to keep up with today’s job market. The most important question for employers and staffers to ask is, where are most jobs posted? To maximize a job board’s ability to acquire talent, most organizations prefer to post their job openings to multiple sites. Today, most staffing companies have already implemented or are moving towards an automated job posting process that leverages a job distribution platform, rather than using a manual process. The updated process offers increased visibility, centralized management, improved time to fill, and intelligent ROI.

Job Search Sites

Most job distribution platforms are third-party applications that manage the flow of job postings from the organization’s system of record to the various job boards that they have contracts with. The sites also manage the flow of candidates applying to the various postings back into the organization’s records.

First, a job is identified in the system of record and pushed via integration interface over to the job distribution platform. Next, the jobs are pushed by integrations over to the various premium job boards that the organization has contracts with; then the posts become active on the various job boards and are ready to take in the applications. As candidates apply, the job board forwards the information, such as the resume and contact, to the distribution platform, which in turn, forwards the candidate details to the parser associated with the system of record. Then candidates’ records are attached to the job within the system of record and appropriate people are notified about the new applicant to initiate candidate engagement.

Job Distribution

A job distribution platform is typically chosen based on:

  • Integration capabilities with the system of record
  • Ease of use
  • Time to post and fill
  • Accuracy of candidate and source capture
  • Cost

What is required in a job posting? There are certain areas to focus time and resources for an effective job posting, such as:

Selection of job boards to participate with distribution platform

It is smart to choose boards that will leverage the complete cycle of the automated process and conduct a thorough review of each automated process for each board, as even minor adjustments often assist optimization.

Clear roles and responsibilities

Either a centralized posting team controlling the entire process or individual recruiters managing the process can be used.

Accurate formatting and details

All of the important fields must be populated (job title, job location, job categorization, job description, jobs skills, etc.) and the format should be appealing.

30-day postings and slot postings optimization

There should be strategic expiration, refresh and switch of postings management in place.

Parser management process

Establish parser backlogs and queues, parser failures and parser field capture.

Recruiter notification and candidate engagement process

Recruiters should be notified when candidate applications come into the system of record so that they can engage with candidates immediately.

It’s essential that staffing companies define, review or refine workflow and strategy.

About World Wide Specialty Programs

For the last 50 years, World Wide Specialty Programs has dedicated itself to providing the optimal products and solutions for the staffing industry. As the only insurance firm to be an ASA commercial liability partner, we are committed to that partnership and committed to using our knowledge of the industry to provide staffing firms with the best possible coverage. For more information about Staffing Professional Liability Insurance or any other coverage, we have available to protect your staffing business, give us a call at (877) 256-0468 to speak with one of our representatives.