If you are like most schools and have difficult positions to fill, many of which are managed by faculty search committees and take a while, this statistic is quite important.
Job Advertising is about eyeball viewership, as well as click-through rates; if the job isn't seen, it can't be clicked on. Applicant Tracking Systems (ATS) can track who actually gets to their jobs quite well, and advertising organizations can often track click-throughs of many types of ads. Did you know that unless a job-board actually delivers the applicant directly to the URL of your job, upwards of 40% of the applicants will abandon the search, further hampering statistical tracking?
Unfortunately, direct-to-URL is often out of the control of the job-board,unless they have the technology to reverse-engineer the link.
What is in the job-board’s control is how many prospective applicants (hopefully good ones) see your job? If you have an appealing job you will get the clicks to your site. Some higher volume job-boards get lots of applicants fast, but your job may be published for only 2-4 weeks. Other job-boards have longer posting times and can provide much more volume over time; they actually are better values if you are not in a time-crunch.
To answer why Views/Job/Month matters, consider the following three scenarios:
Which is the best? The answer lies in how fast you are looking to fill the role; on average:
Job-board 1 can get 180 views and 27 applicants in 3 weeks, or about $8.52 per applicant
Job-board 2 can get 60 views and 6 applicants in 6 weeks, or about $41.67 per applicant.
Job-board 3 can get 490 views and 25 applicants in 14 weeks, or about $4.00 per applicant.
Do you need a tortoise or a hare, or a combination of both? Generally speaking, a combination works best when the opportunity presents itself. Applicants aren't always there when you post the job opening.
Rick Friedman is President of ScholarlyHires.com.
This post was updated on 2-11-2015
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