The Help Wanted sign in the window isn’t bringing in the number of applicants that it used to for the seasonal hiring you do every spring. You learned that one of your competitors is placing online job ads to ramp up seasonal hiring. Worried that you may be missing out on some of the seasonal talent in the area, you’ve decided that it’s time to get into online ad placement. Like any new venture in your business, you don’t want to spend a lot of money to try it out—and you want to make sure you do it right the first time.
To set up basic introductory job ads on local and industry-based services that are low-cost or free.
To be effective in attracting candidates through online ad placements, it is best to utilize as many communication channels as possible, including your company website and social media. Also check with your local media to see if an area newspaper, radio station or TV website allows for free or low-cost job postings. A lot of local media have allowed for this as a way to gain visitors to their websites.
Be sure to check any local and regional industry associations that have job posting boards available to members. For example, The Northeastern Retail Lumber Association (NRLA) offers a Career Center page on its website that allows its members to place one free 30-day job posting. Another option, LBMJobs.com (a service of LBM Journal), offers dealers, distributors and manufacturers free basic listings. Sites like these can be an excellent place to find candidates with industry-specific experience.
Once you have an idea of the job you want filled, draft a job description. It can be as simple as a list of expected daily activities that the job entails as well as the hours the person would be asked to work. Post this description on your own store’s website and share it on your company’s Facebook page, Twitter account, or other social media channels that your business uses. You never know when the post may be shared with just the right person and your job posting might end up in the social media feed of a candidate who may not have seen the job elsewhere.
It is a common tactic on Facebook in particular for people who know of others who are looking for jobs to “tag” them in the comments on the post so that the person looking for the job is then notified that there is a post that is potentially of interest to them.
If you find that you want to boost the reach of your online advertising for seasonal jobs, there are a number of paid services that you can use that typically cost less than taking out an ad in a local newspaper.
LinkedIn charges a fee to post a listing in its job section, but there is no cost to post your company’s openings on your company page. Overall, LinkedIn is mostly used as a job search and professional network for permanent, higher-level positions, but as in the Facebook example, you never know when a post might show up in the feed of just the right person.
Craigslist charges range from $0-$75 to post a job ad, depending on your location. Hotter job markets can cost a bit more. You can find at craigslist.com the listings area that aligns with your closest major city. Craigslist is often used for all types of job postings, from seasonal help to long-term professional jobs.
Indeed.com also charges a click-based fee to “sponsor” an ad to get it in front of more people. You can spend between $0.25 and $1.50 per click that your job posting receives.
Jobsites like careerbuilder.com, Monster.com and others are an option. However, as sites that are used primarily for long-term professional job placements—and with higher fees to match—these sites are often out of the range of hiring seasonal employees.
While the Internet age has certainly led to a number of new opportunities to find seasonal help, the old fashioned Help Wanted sign in the window isn’t yet a thing of the past. As with any temporary, seasonal employment, the amount of investment you spend on recruiting likely needs to be minimal. But with online job searches, the chances can increase that you’re able to—for little or no cost—reach a number of people to interview.