The strategy behind where and how job postings are shared is crucial in attracting the ideal candidates. This discussion sheds light on the various avenues for job postings and their impact on the recruitment process, offering insights into crafting ads that resonate with potential hires.

Types of Job Postings

When a company opening arises, filling it involves choosing between internal and external job postings. Each method serves a unique purpose and has its own set of benefits.

Internal job postings are exclusive to current employees. Offering a job to the people already working within the organization encourages growth and development from within. Staff appreciate the chance to advance or change roles without leaving the company. This in-house approach saves time and resources in onboarding while utilizing the talent already familiar with the organization’s culture and processes.

External job postings are open to the entire job-seeking public. This approach broadens the horizon, attracting fresh talent with unique skillsets and new perspectives. Posting jobs externally allows the company to fill a gap in expertise or introduce innovative approaches from outside the organization. Using widely accessible job boards and social media platforms, external postings cast a wide net, increasing the diversity and volume of applicants.

Choosing between internal and external hiring depends on the organization’s immediate needs and long-term strategy. How crucial is the role? Is a fresh perspective needed, or can the gap be filled by someone already in-house with the right development opportunities?

An external hire might bring the necessary change for strategic roles that can dictate a company’s direction. Yet, an internal posting can be more advantageous for roles that require a deep understanding of the company or that encourage loyalty and retention.

Mixing both internal and external hiring strategies can help maintain a balance. Encouraging internal mobility while remaining open to the diversity of thought and experience that external candidates contribute strengthens a company’s workforce.

Employers often turn to internal postings first for immediate or specific skill-set needs within a lean timeframe, offering existing employees a shot at growth. However, external postings are indispensable for fresh ideas and to fill skill gaps. The choice sheds light on a company’s priorities, whether it leans towards nurturing and progressing its workforce internally or aims to enrich its talent pool with new perspectives.

Crafting Effective Job Ads

Creating a job ad that catches the right eye and brings in qualified applicants isn’t just about listing what you want in a candidate. A well-crafted job ad serves as a guide for the perfect candidate, leading them to your company’s doors.

The Job Title

The job title is the first interaction between your company and potential candidates. It should be clear and inviting. You want creativity in your job title, but not so much that it confuses job seekers. Skip “Wizard of Sales” and opt for “Sales Manager” with a twist, like “Sales Manager: Lead a Winning Team.” This keeps it recognizable but adds a little flavor that separates your ad.


Keywords help your job ad get seen. Think like a job seeker: what words would they use in a job search? These are your keywords. Include them naturally in your ad to boost its visibility on job boards and search engines. However, balance is key. Overusing keywords can make your ad hard to read.

Job Description

The job description outlines the role’s entailments, required skills, and expected achievements. Use clear, simple language. You want candidates to understand the role as they read. Break down responsibilities into bullet points for easy reading. While being detailed about the role is good, avoid turning the description into an overwhelming list.

Company Branding

Your job ad is also a chance to market your company to potential hires. Highlight what makes your company unique and a great place to work. Maybe it’s your commitment to innovation, friendly team atmosphere, or benefits package. Make sure it shines through in your ad. This will attract candidates who align with your company culture.

Crafting a job ad is about finding the balance between informative and engaging. Focusing on a clear job title, using the right keywords, providing a detailed job description, and positively branding your company attract suitable applicants—those eager to join and help drive your company forward.

Leveraging Job Boards

Tapping into the power of job boards can streamline the recruitment process and increase your visibility across various candidate pools. Job boards are virtual marketplaces for employment opportunities, where employers can post vacancies and job seekers can apply for positions. Using free and paid job boards strategically can amplify an employer’s reach and enhance recruitment.

Free and Paid Job Boards

Free job boards are a cost-effective way to post your job ads. Platforms like Indeed offer free postings with promotion options. While these can attract a broad audience, the volume of listings can sometimes mean your job ad gets lost if not promoted. That’s where paid job boards come in. Paid job boards or premium postings on free boards ensure your job ad stands out by giving it prime visibility. Platforms specialize in certain industries or career types, such as Dice for tech jobs or Medzilla for healthcare, directing your posting to a more targeted audience.

Industry-Specific Boards

Industry-specific job boards cater to niche markets. These can provide access to candidates with specialized skills pertinent to your field, offering quality over quantity. When jobs are posted on a platform dedicated to a specific profession, the candidates also likely bring a passion and deeper understanding specific to the industry—not just a broad skill set.

Utilizing these specialized boards underscores an employer’s commitment to investing in industry-specific talent, amplifying the employer’s brand among potential candidates who prioritize companies focused on industry nuances.

Demographic-Specific Platforms

Demographic-specific job boards aim to construct more inclusive workforces. Platforms that cater to women, veterans, minority groups, or the LGBTQ+ community can help employers build a more diverse team. These boards assist in tapping into diverse talent pools and demonstrate an employer’s dedication to creating inclusive and supportive work environments.

Strategic Posting

A strategic mix of both broad reach and niche job boards is essential for maximum exposure across diverse candidate demographics. Your strategy should include:

  1. Identifying primary industry boards for targeted job postings.
  2. Using general job boards for roles that appeal to a broader audience.
  3. Employing demographic-specific platforms to support diversity in recruitment.
  4. Considering paid promotions for critical or hard-to-fill roles to elevate their visibility.

By leveraging a combination of job boards, employers can broaden their horizons, accessing an expansive pool of potential candidates ranging from general applicants to highly specialized professionals and diverse groups, thereby improving recruitment outreach and process efficiency.

The strategic use of job boards, both free and paid, along with industry and demographic-specific platforms, can supercharge an employer’s ability to find the right talent. Through careful selection and balancing of platforms, employers can harness the full potential of job boards, turning the tides of recruitment in their favor.

The decision between internal and external job postings, crafting compelling job ads and strategically utilizing job boards, significantly influences an employer’s ability to attract suitable candidates. The essence of this approach lies in striking a balance—leveraging both internal growth opportunities and external talent pools—to foster a dynamic and robust workforce that propels an organization forward.

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