
- Advertise on Major Content Sites – Target the largest content sites in your industry and place an inviting ad announcing that you’re hiring. For example, Bodis has advertised on the largest domain community for some of their past hires.
- Social Media – Reach out on your platforms with the most followers. Getting one of your industry’s social media thought leaders to repost your message can work wonders. Remember that social media platforms should act as a delivery method to relay your content to draw applicants in. The medium where the actual content is hosted should be on your company website. If you have a listing on a job board you could also forward leads there, but why send your applicants to a source you have no control over or you may have to pay a commission on?
- Company Blog and Site – People often forget how integral this one is. It’s the first place any potential hire is going to visit if they’re worth their salt, so give them a clear avenue by which to apply, and what they should expect in the process.
- Job Boards – The sheer number and variety of job boards can be daunting. Look into a job board manager that helps you simultaneously post and manage your listings, like ziprecruiter, or religiously track them in a Google doc. Hone the process over time by conducting A/B tests to see what works best and why. Just remember to post the identical ad on each site during the same time frame so you don’t receive confusing mixed results. Here’s a list of the major employment sites to get you started:
- Indeed.com
- SimplyHired.com
- Monster.com
- Job.com
- Search Firms – Headhunters can be an asset in delivering results, however, don’t solely rely on outsourcing your hiring process to a 3rd party or take everything they say for granted. Keep in mind that they work on commission.
- Local Newspapers and Trade Publications – This could be a possibility depending on which industry you’re reaching out to. If you’re advertising for a startup based around a suite of domain tools, you’re probably not going to advertise in the neighborhood gazette.
- Networking Events and Other Opportunities – Attending events and keeping in touch with old colleagues improves your chances in the hiring process and lets everyone know your company is growing. Here are some of the most common places to start:
- Meetups – Make sure the meetups have more than 80 people in attendance from your industry or it may not be worth your time. By far one of the best ways to find a potential hire is talking to them in an inconspicuous setting. People often drop their guard a bit more in this environment. You’ll get more natural responses to your questions and the initial interaction won’t seem as “life or death.” Just remember that you’re at a social event, not a speed-dating contest.
- Conferences – Look for a minimum of 500 attendees or more.
- Alma Mater Groups – What better way is there to look for talent than at your old stomping grounds? Forge deeper connections with potential hires and mull over what’s changed since you’ve been away.
- Friends, Family, and Professional Network – Personal referrals are often the “bread and butter” of pre-qualified applicants. Anyone in your personal or professional circle will often know someone to forward to you. Try reaching out to your accountant or lawyer and tap into their large networks.
