In my last article in this series I made the case for the mindset that you need when creating and filling your hiring funnel. In this article I'll discuss five places we often use here at MaidThis Franchise, to great success.
Indeed is the 800 pound gorilla in the job board room. Founded in 2004, it's home to hundreds of millions of resumes; ten jobs are posted every second. If you're not looking on here, you're missing out on an enormous labor pool.
There are free ads and paid boosted ads. See how you do with the free listings first before you pop for the paid ones. Don't let them con you either: the first time you list a job it may look like you can only move forward on a paid plan, but look at the fine print/click through and you'll still be able to post a free ad.
ZipRecruiter was founded 2010 and while it can't claim the numbers of Indeed, it still has a very respectable 25M monthly active users with 40M job alert email subscribers.
ZipRecruiter can post your job to over a hundred different job boards, giving you width of reach that Indeed can't match. It isn't cheap, however, with monthly plans starting around $300.
Don't roll your eyes! Craigslist has worked well for many people for many years, but YMMV based on the market. Speaking as an LA resident, the quality has dramatically decreased in recent years, but there are still some pickings to be had for the patient.
Facebook ads offer targeting on a level that is difficult to match on almost any platform in the world. Even better, you are targeting people even in their off hours, after they may have missed one of your postings on a traditional job board. There's a very steep learning curve to learning how to use ads well, so if, like me, you don't have that time, there are many Facebook ads managers out there to walk you through that learning curve (or take it away entirely, managing the campaigns for you).
Another very important sector on Facebook is Groups. There are so many different groups, not just for service sector jobs in general, but perhaps even for your industry (florist, locksmith, etc) and locality. Join, get to know the people in there, add some value, and post some job listings.
With Your Team Members
Considering how much effort you are putting into external sources and sites, it would be silly to miss the opportunity to give money to your staff directly for helping you find other team members. If they are already working in the industry, chances are high that they know others in the industry or who are looking to get into the industry. Incentivize them!
Now this should not be a bonus payable just for their getting someone to apply. Not only must someone make it all the way through the hiring process to their first job, you should set either a jobs or time metric (e.g. after five jobs or 60 days, whichever comes first). Some businesses even offer an additional smaller bonus to the person who was recruited by the friend, so there's a dual incentive for this person to stay with you, and hey, they might enjoy it too!
Don't skimp on the bonus you are offering, either. A minimum of $200 will really motivate your team members to serve as your unofficial recruiters.
Finally, remember that no one of these places is a silver bullet. In fact, the whole point of going after multiple job listing locations is knowing that all sites rise and fall in popularity over time, but by maintaining solid presences in more than one place, you raise the possibility that potential employees see you multiple times, which can help you rise just a little bit higher in profile in their mind, leading to that application, and maybe, that hire.
This article was written by Neel from MaidThis Franchise, a remote-local franchise opportunity for people looking to escape the rate race and reach financial freedom. Learn more here.