Evaluating Recruitment Campaigns

Previously I'd posted on the best IT job sites and given some tips for getting the best value for your money. This post is an update to the method used to evaluate which site performed the best. Even though I'm looking at IT job boards here, it could work just as well for any other industry or if your using multiple recruitment agents.

How The Scoring Works
I've tweaked the scoring system slightly since the last post, to make it a bit fairer.
The formula is this:

How To Take Advantage of Recruitment Agencies

Trying to recruit IT staff directly can be a challenge. It's not helped by the constant calls from recruitment consultants telling you're wasting your time, and that they have the worlds most amazing candidates, and they all dying to apply for your vacancy, right now! for a big fat fee, of course.

Well here's one way of  using them to your advantage:

Best IT Job Sites

Recruiting IT staff can be difficult, especially if you're trying to avoid extortionate recruitment consultant fees. We've been trying the direct approach for a while now so I thought I'd share some tips and stats on how the some of the IT job sites perform.

There's quite a lot of job sites to choose from, you might want to consider local sites, non-IT specific sites, european sites, global sites, social media, etc, etc. One thing that's garuanteed is that as soon as you raise your head above the parapet, by posting and advert, you'll be bombarded by recruitment consultants. You'll likely also get call from the sales guys at various job sites too. but which to choose.

Here's a couple of tips to help you choose and the table of statistics for a position we are currently advertising.

How To Interview A Web Programmer

So you've got a vacant Web Developer position, you've advertised on the best IT job sites, (you didn't use a recruitment agency did you?) you've got an interviewee. But how do you know if he can actually do the job? You need to test him. But how do you write a good test that is fair? Here's how...

Communicate
No one likes a surprise test. Least of all when at an interview. So let him know there'll be a test. Even let him know the topics that will be covered in the test.
For example you might say the test will cover: