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HR105 – Reviewing Grids of Job Advertisement Channels

Results Statement: To assure we are effective at finding good people. We do this by
keeping stats on the ad content and ad channels. We spend more time
and money on ads and channels that get results, less on ones that don’t.

Primary Responsible Position: VP of Recruiting

Where to Enter Numbers: See the stat log under the tab labeled “Recruiting and Hiring” for
entering weekly numbers on each channel for each position.

What Ads and When: Ads are kept current for all positions MINUS vets and executives. The
executives and vet ads are only placed when needed.

Indeed: “Close” all ads every Friday. The SAME DAY place new ads. This
allows the ad to be closer to the top with a more current date.
Applicants are not likely to apply if the ad is too old.

Facebook: These ads are ONLY to get the applicants contact info. We
then contact those applicants.

Facebook ads are basically stimulating an impulse response from people
who see the ad. If we ask Facebook applicants to click our website link
and fill out a complete application as the first step, we will likely lose
them. We have to make this first step VERY EASY and in less than 30
seconds for them. Once they see we are interested, they are more
likely to fill out an application.

When to Respond: Respond to applicants QUICKLY with the next step for them. Great
applicants will get jobs quickly. If you wait until the next day you will
likely lose them.

TWICE DAILY: check all ad channels (ATS and Facebook).

MONDAYS: Schedule time to respond to all weekend response Monday
between 11 AM and 1 PM

FACEBOOK RESPONSES: Twice Daily!
(1) Import all applicants into our CRM and
(2) Respond to all via email giving them the “careers” website link to
fill out an application. They need to do this in order to get an
invite or our hiring seminars (or long interview now if a great
applicant).

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