JOB BOARDS AND ADVERTS NONO TION TTION T ALENT AALENT A SS SESSES SMENTSMENT It’s not always true that the best people aren’t looking. This bias has led to firms sometimes missing out on great candidates who have actively tried to join their companies. Job adverts are a great way to advertise your company across multiple audiences and media. Try to A/B test different job titles, descriptions of the role and the call to action. Only change 1 thing against your control advert. Remember that the the metric you are assessing is not just number of clicks, but number of qualified applicants that come through. You should not decide the winner of the test on clicks (because it’s simply too high up the funnel) and not on # of candidates accepting offers (because it’s too far down and not enough data points). You can find a list of places to advertise in the appendices. Use a distilled, though still emotive version of the job description you have already created. Georgiana Barbanta, Talent Acquisition Manager at Paddle, who doubled their team between November 2017 and July 2018, uses a specific strategy here: “We bought one LinkedIn recruiter account (£6,000 a year) and we used that mostly for reaching out to candidates. We also bought two annual job ad spots for £1,000 each. We used these like parking lots, rotating job ads depending on our needs.” 3939