I echo your feedback on those resources.I have had some success using Facebook Jobs. I typically will post into a local jobs group then "Boost" the job for a specific duration with a daily budget. I can find some good candidates this way. My biggest complaint is that the Facebook resume is a shell and often contains limited candidate data.I would also make sure your company job board is getting picked up and aggregated by Google jobs.Happy hunting. I hope this helps.
Lot of GREAT advice below. Some thoughts from managing a number of campaigns for staffing agencies:1. Indeed is still #1 in terms of driving the most traffic. That's good and bad - a lot of candidates means a lot of candidates to sort through.2. We have heard a lot on how CareerBuilder isn't driving as many candidates as previously. Their Talent Network / Resume option can have value still.3. ZipRecruiter was on a really strong trajectory to reach #2 and challenge Indeed, but they have really seemed to struggle since COVID-19. Still in that #2 spot but something seems off. Their cost per application is higher.4. Facebook Jobs is a great option for the right industries (light industrial, clerical, lower-level staffing, healthcare.)Lastly, I would suggest trying different sources and tracking the source of candidates as much as you can. If you can know which source is bringing the highest quality of candidates (and the most revenue), that's where we want to double down. Stay agile with budgets and keep moving the money to where the best ROI is for your company!
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