Multiple posting is becoming an essential tool to have as a recruiter. It is common knowledge that no single job board can consistently produce results and quite often some vacancies need to be placed on up to 5 job boards (niche and generic) to return the required candidates to fill the position within a reasonable amount of time. An effective multipost service enables a significant reduction in the time to post adverts to job boards and manage the response from one place, which in turn gives recruiters extra time and resources to concentrate on generating more business or searching for candidates.
Due to the relatively low cost of advertising on job boards as appose to print media there has been an explosion of avenues to use to get the job ‘out there'. More and more recruitment companies are baiting their hooks with multi-posting to fish a bigger pond, quicker. That said if you're not aware of these methods then you're not going to benefit.
More importantly (correct me if I'm wrong)I'd go as far to say if you're not using multi-posting methods you are wasting important time, manually jumping from job board to job board logging in and starting the posting process again with the added chore of managing the response from different locations.
‘Multi-posting is an added expense'
Remembering the fundamentals in most businesses where time is money, getting ‘the job done' in the shortest time available without cutting corners can only be a good thing. Job posting online within the recruitment industry is not going to diminish and getting a cost effective way to reduce the amount of time spent doing this important but timely task will pay a certain way to the cost that can be attributed to this service. That said I would discourage anyone from entering into lengthy contracts with a multipost service before considering alternatives as from experience peaks and troughs aren't factored into this type of agreement.
‘Why would I go to the trouble if I only post the odd vacancy'?
Multiple posting is no longer exclusive to big companies that post 1000's of jobs to numerous job boards every month. By exploring what's out there you can save the unwanted headache of overburdening yourself with the extra fixed cost that comes with certain multipost providers and still benefit from the important bits multiposting can offer.
‘I don't need the whistles and bells that multi-posters include in the cost'
I do tend to agree that some of the technology used on certain multiposters such as ‘sector analysis' or RMS is quite simply not needed for the low usage SME recruiter. However a simple applicant tracking method that tells which job board is performing can give an idea of cost per hire (if you're interested in that kind of thing)
Like all resources the multipost service is here to stay and will become more widely used and (whether we like it or not) more technology focused. Multipost type services have been used by big companies for well over a decade and it won't be long before the choice of service providers multiplies the more SME recruiters understand the importance of this type of service. That said the more services that are available the more inventive providers will be to get recruiters to use their product, which will undoubtedly bring down costs and costing structures. (At long last).