{"id":5037,"date":"2013-05-10T11:54:11","date_gmt":"2013-05-10T17:54:11","guid":{"rendered":"http:\/\/wordpress.reams.me\/?p=5037"},"modified":"2013-05-10T12:21:28","modified_gmt":"2013-05-10T18:21:28","slug":"where-do-you-post-your-job-listings","status":"publish","type":"post","link":"https:\/\/wordpress.reams.me\/?p=5037","title":{"rendered":"Where do you post your job listings?"},"content":{"rendered":"

I’ve been involved with hiring dozens of fine folks at Crowd Favorite<\/a> over the past few years and I (think I) know what has and has not worked for us. While our sample size isn’t large enough to draw definitive conclusions, and our industry (web design, development) is unique is some ways I’m curious what others have found to work well.<\/p>\n

I see at least three big approaches to finding a good candidate for a job.<\/p>\n

Personal Connections<\/h2>\n

I was hired by Alex<\/a> after reaching out to him through his blog<\/a> and after having met at a few local meet-ups (including the inaugural Startup Weekend<\/a>, where we also met our company counsel). One of our front-end developers was interviewed and hired after meeting Alex at a Refresh Denver meetup. I’ve seen plenty of startups and other companies bring on individuals (and merge with other companies<\/a>) only after long-time personal and professional relationships are fostered \u2014 and I’ve seen those work very well.<\/p>\n

People often tout “getting a job is all about who you know” which is fair, but doesn’t tell the whole story. It helps to have an “in” because the more opportunities and availability you have to get to know someone and how they work, the better off you both are at deciding if you’re a good fit for each other.<\/p>\n

Alex recently posted a position on his blog in lieu of placing it on the company website \u2014 ideally he can find that right fit through a more “personal” channel.<\/p>\n

Job Listings<\/h2>\n

I’d say this is the default mode of operation for most companies in our industry: write a job listing that describes the company, what you do, what the position needs to do, what experience is needed and so on. Applicants read dozens of these descriptions, but they’re much like a resume form the hirer’s perspective: they usually do no more than snag someone’s attention to get them to investigate further (visit your website, check out the team, etc.).<\/p>\n

While this approach certainly casts a wider net (for a small fee) beyond your social circle, existing industry, and so on, it also means a bit more work is needed to find the signal in the noise. We’ve had mixed results with all these job listing sites:<\/p>\n