Top 3 Places to Post Jobs For High Volume Recruiting

When it comes to which job boards to try for your company, I recommend trying all of them, just make sure you do a free trial or month to month to see if it works for you, before signing a contract. Not all will work for you, but since job board effectiveness will vary by region, job and industry, you need to test to see what gives you the best results.

Top 3 Places to Post Jobs For High Volume Recruiting

  1. Indeed – Indeed remains our best source of candidates (not counting referrals), both organic (free) posts that are scraped from our website and sponsored ads, give us a regular flow of candidates. In larger cities, we don’t need to sponsor ads, free ads bring in plenty of candidates, in smaller cities and towns, setting our ads at $5-10/day + free posts, gets us the volume we need.
    • Candidate experience: Indeed hides contact info on candidate resumes, so recruiters have to select view contact info and use one of their monthly views to do so. This is annoying for recruiters, but saves candidates from a lot of spam! Since candidates receive less spam when sharing their resume on Indeed than other job boards, Indeed has a more up to date, higher quality resume database.
    • Watch out for: after creating a job post, there will be a big bold blue button to press to sponsor the job, in very small font, you can continue without sponsoring. Several recruiters I’ve worked with initially thought they could not post for free, since they missed the small font. You can post for free, unless you’re a staffing firm.
  2. Facebook Jobs – Facebook Jobs is quickly becoming an essential source of candidates and in some regions, Facebook Jobs is competitive with Indeed for the number of entry-level candidates we receive. With Facebook, you can target keywords, for example, CNA, caregiver, direct support professional, nursing, etc. and control the radius, to make sure your ad is highly targeted. Also, use Facebook for creating a hiring events for at your office or offsite, then boost the event through Facebook ads.
    • Candidate experience: very easy to apply or message the company page and start chatting with a recruiter so both can see if the job is a fit.
    • Watch out for: when candidates apply, often it is without an incomplete resume, under current job, you’ll often see “none of your business”. This is not the candidate being lazy, but rather, Facebook is pulling this from their Facebook profile, without the candidate realizing it. Don’t dismiss applicants through Facebook who don’t have a completed profile/resume.
  3. ZipRecruiter – ZipRecruiter, I’m continually impressed by ZipRecruiter and their year over year growth, with their omnipresent marketing, they are quickly gaining market share. ZipRecruiter’s heavy investment into marketing is helping bring in more candidates and grow their resume database (which is included in a monthly subscription). Very user-friendly and intuitive dashboard.
    • Candidate experience: very easy to apply to many jobs very quickly and candidates receive email alerts about jobs that match previous searches.
    • Watch out for: with how easy ZipRecruiter has made it for candidates to apply to jobs – dozens in a few short minutes, this can be frustrating for recruiters, since many applicants don’t bother to read the description, but this issue isn’t limited to ZipRecruiter.

Job Board to Avoid:

CareerBuilder – Very few applicants, high price, poor quality resume database and they won’t let you out of their contract for non-performance. When I posted with CareerBuilder in 2018, at first I received no candidates in some smaller towns and low single digits in mid-sized cities. I emailed CareerBuilder and CC’d the CEO (since she had previously told me on a call that CareerBuilder would outperform other job boards that we’re using) and then they connected my jobs to Facebook jobs. Now I’m getting more candidates, due to the Facebook jobs traffic, but it is still fewer candidates and at a higher cost than Indeed, Facebook and ZipRecruiter. It’s better just to go directly to Facebook jobs. 

  • Candidate experience: Awful. Since candidate info is visible, candidates regularly report that they receive spam emails, robo-calls and fake job offers soon after putting their resume on CareerBuilder. If you check out the comments at CareerBuilder’s website and consumer comments at the better business bureau, you will see how common this experience is. As a result of the poor candidate experience, people are becoming wary of posting their resume on CareerBuilder, causing the value of their database to drop.
  • Watch out for: Over-promising and under-delivering account managers and long contracts.

I didn’t include Monster in the above, since I don’t have any personal experience with Monster. Please share in the comments your top place to post jobs for high volume recruiting!

Top 10 Recruiting Books to Read in 2019

1.      Recruiting in the Age of Googlization by Ira Wolfe

If you are a recruiter and you’re not paying attention to how google is changing recruiting, you are being irresponsible. If you only read one recruiting book this year, read this one.

 “Scary and astute” – Charles Coy, Global Head of Analyst and Community Relations

“Everything you thought you knew about recruiting has changed” – Jeff Hoffman, Serial Entrepreneur

2.      The Talent Delusion by Tomas Chamorro-Premuzic

Using a combination of psychology and data driven solutions to measure, predict and manage talent.

“This is the book I want to hand every manager I’ve ever worked with who mistakenly assumes “give me 5 minutes with a candidate and I’ll tell ya if they are a good hire.” Every chapter is filled with quotes, findings, and ideas that I want to post on Twitter and share with the world”―Dr. Todd Carlisle, VP of HR, Twitter

3.      Recruit Rockstars by Jeff Hyman

“I read this book in one weekend, and I loved it. Everybody claims they want to hire A-Players, but Jeff and his book help you understand why B-Players are more damaging to your company than you expect. You can’t build a world-changing company without world-class talent. Ignore Jeff’s wisdom at your own peril.” – Dick Costolo, Former CEO of Twitter, and CEO of Chorus

4.      Revolutionary Recruiting by Mary Ann Faremouth

The Faremouth method focuses on matching the whole individual to the job by highlighting why candidates are looking, taking a deeper look at what both the candidate and employer truly want and focusing on relationships. Filled with personal experiences, yet a succinct and practical guide to recruiting.

5.      The Talent Fix by Tim Sackett

Using a step by step approach, The Talent Approach, shows how to simple fixes, organizational designs, and technology can help your organization create a scalable ability to recruit. A recruiting book with a sense of humor and little fluff.

6.      The Talent Magnet by Mark Miller

Mark takes a storytelling approach to this engaging and accessible guide to attracting the best talent. This book provides timeless insights on what motivates people who can work anywhere and how to get them to work for you.

7.      Creative Hiring by Ozan Dagdeviren

Creativity, curiosity, collaboration and genuineness. These are the central concepts the pinnacle model is built upon. The author takes a refreshing and revolutionary look at the hiring process and dismisses old ideas about recruiting. Personalities and belief systems are emphasized.

8.      Culture Driven Recruiting by Lee-Anne Edwards

This well written, relatable, humorous and entertaining book starts with urging the reader to start with your company culture. Don’t expect just a passive read! You will be prompted with charts and exercises to complete.

9.      What Every Body Is Saying by Joe Navarro

One of two non-recruiting books, but one I definitely recommend for recruiters. This book will teach you nonverbal intelligence, how to read body language and look for deceptive behaviors. Beware, after reading this book, you won’t be able to un-see a lot of the deception going on among those around you!

10.  Caro’s Book of Poker Tells

During college, poker helped me pay my bills, shortly after reading Caro’s Book of Poker Tells, I entered my first large poker tournament and took first place. Although I rarely play anymore, I still put the skills learned from this book to use every time I interview someone. This is a great primer on reading people. Many times while interviewing, I notice a “bluff”, triggering me to ask follow up questions.

The recruiting goldmine you’ve been searching for, free!

You have a new job request, or twenty, the hiring managers are blowing up your phone and email, your job postings aren’t bringing in the right candidates. Your interviews are no showing on you.

What if there was an easy to use source, filled with candidates who want to work for your company, just a few clicks away? A source that would make you look like a recruiting Rockstar?

The best source of candidates that recruiters regularly overlook is their own applicant tracking system. The ATS is a goldmine of candidates. Don’t leave, hear me out!

Ok, I know you hate your ATS, I’ve yet to meet a recruiter who raves about their ATS. It’s not intuitive, the search function is clunky, it doesn’t provide accurate data, etc. I get it, but because you are not in love with your ATS, that’s partly why you are not using it as your first source. Also, you figure, if I didn’t hire them the first time, why should you take a 2nd look?

A few reasons to take a 2nd look at candidates in your ATS:

  • These candidates want to work for your company!
  • Many, if not most of the candidates in your ATS, you never looked at carefully, if at all. Maybe you already had an offer out, so you didn’t bother reviewing additional resumes. Or you stopped calling candidates once you had enough interviews set up.
  • Candidates may have gained additional experience since you interviewed them.
  • Your 2nd and 3rd choice candidates may have been hired, if not for that Rockstar you hired.
  • We aren’t perfect, us recruiters don’t always make the right call, perhaps the above mentioned 2nd or 3rd choice candidate really was the best candidate.

Things to try – your ATS as a recruiting tool

  • When you receive a new job request, search your ATS first.
  • Send out a mass email to all past applicants who are not current employees, with a list of current openings, using a service such as Constant Contact.
  • Consider sending a recruiting text to applicants using ZipWhip
  • Have candidates opt in to emails and texts as part of your application process

How AI is Changing the Way We Find Talent

We are living in one of the most exciting times in history. Who would have thought that artificial intelligence would one day lead the way for one of the most people-centered professions? As you read this, AI is making recruiting and talent management more effective than ever before.

Imagine all your routine and mundane tasks easily being automated.

AI has solved this through innovative tools like chatbots and algorithms that identify keywords. It has also made things even more personalized, allowing tools for training existing employees or fulfilling any needs they might have.

We know that AI allows us to do the same work (or more) in half the time. That’s why it’s so important to know the ways AI is changing recruiting and talent management today.

AI Is Saving Us Time

Artificial intelligence software allows us to curate information from resumes. It can identify keywords that relate to the exact role and skills required for the job. Through boundaries set by you, AI can find quality and relevant candidates.

Time is crucial for recruiters and talent management. We are focused on finding and taking care of people. Anything that takes us away from that makes the job more difficult. AI is paving the way for a more effective strategy.

You Can Dedicate More Time with High-profile Candidates

By saving hundreds of hours a year, you are able to dedicate that time with the people who have the best qualifications for your job opening. This gives you the opportunity to interview them with more energy and resources. You’ll get to know the candidate even better, something so crucial when trying to find the right fit for your company.

With more time, you have the chance to develop new tools and strategies relevant to your company and search. Imagine not having your desk full of a list of things to do, but being in a more strategic position that allows you to make effective choices for the best results. Having an AI doing the grunt work for you gives you the chance to focus your resources on more productive areas.

AI Produces Better Data

With advanced software, big data, and the right tools, AI has made it even more possible to have relevant information when finding the right candidates. Algorithms now allow you to make decisions based on what it finds in resumes like experience, education, awards, and more. You are able to predict someone’s career path with AI and make the right decisions.

Current tools also allow you to meet goals with your data. For example, if you want a more diversified staff, you can curate skills and other attributes with data sets. Having a database with a vast amount of information helps you identify the needs and goals of your company.

AI Creates a Pipeline for Your Business

One of the greatest needs for a company today is finding the right people at the right time. It’s hard to find someone who is experienced, ready and available to join the team. In fact, that’s why so many companies need recruiters. It’s essential to find the right people when it’s needed. That’s why AI has become so important.

Software like Smashfly allows recruiters to build a database of candidates, creating a pipeline for whenever they need them. It’s unique in the way it uses modern and advanced AI tools to filter out exactly what you want. It documents the journey of your candidates from the landing page, all the way to the moment they apply for your company. LinkedIn is also doing this with their new Talent Hub, using the largest professional network online. Having something with accurate and relevant data as a pipeline is a huge advantage.

AI Makes HR Essentials Even Better

It’s one thing to find the right people, it’s another to take care of them. It takes a lot of time, patience, and future-thinking. AI gives talent management an advantage by providing them with the right tools.

The key is personalization. Now with AI, employees can use software or bots to discuss vacation requests, find information for benefits or programs and more. AI also helps considerably with training and other resources needed.

A unique advantage is also found through companies and AI like Veriato. It’s a software that analyzes emails, keystrokes, browsing and more, to identify normal patterns and behaviors. If those patterns change in a negative way, the AI is able to pinpoint any low-performing or “on the way out” employees.

AI is becoming more efficient every day. It’s saving an incredible amount of time for recruiters and talent management. It’s worth adopting and using these tools in order to become more effective and getting better at taking care of the people in your company.

At Scrum Recruiter, we believe in applying agile principles and Scrum methodology to recruiting. AI is one step to maximizing your skills and effort in finding the best people for your company and taking care of them for the long-term.

LinkedIn Reinvents the ATS

LinkedIn’s new applicant tracking system (ATS), Talent Hub, is set to launch in the middle of 2019 and is positioned to be a game changer. Talent Hub will be built around search, whereas most existing ATS’s are not. For those who migrate over to Talent Hub, the largest professional network of candidates will come with your sleek new ATS, over 500 million users (Darrow, 2017).

Imagine uploading your newest job requisition and immediately having a pipeline of qualified candidates? It gets better.

When starting a new recruiting project, you will first enter the job title, location, and skill level. After entering these fields, your pipeline will immediately start to populate, you will see how many people match those initial parameters. Next, as you add additional details, job description, qualifications and education, you can see your results narrow in on the best fit candidates. Additionally, you can add team members and recruiters to the project. Once the information is entered, you will have the option of posting the job to LinkedIn for free or using a job slot for extra visibility.

The days of posting and waiting for candidates to apply is over, you will begin with a full pipeline of qualified candidates. Talent Hub will rank candidates who previously applied to your company, who are currently in process and those who have selected “open to new opportunities” higher in your results.

Talent Hub won’t be restricted to LinkedIn, you will also be able to upload candidates from outside of LinkedIn. Like other applicant tracking systems, you’ll be able to assign candidates certain statuses, to track as they move through your hiring funnel, schedule interviews, email candidates, run reports, link to your calendar, send a job offer, send other on-boarding paperwork (Talent Connect Conference 2018), and even integrate with Skype, so you can work remotely from an island in the Maldives. You may want to do a voice only call while working on the beach.

To see Sarah-Beth Anders announce the that LinkedIn is building an Applicant Tracking System at this year’s Talent Connect Conference, follow this link and skip to 1:38:30


Talent Connect Conference Day 2 (2018) Anaheim, CA, viewable online at:

Darrow, B. (2017). LinkedIn Claims Half a Billion Users.

LinkedIn Talent Solutions:

4 Steps to Implement Scrum in Recruiting

4 Steps to Implement Scrum in Recruiting by Casey Drengler

Within 6 months of implementing Scrum principals into a mid-size healthcare company, my team and I reduced job openings by 41%.

This was despite unemployment continuing to decline and after several consecutive months of increasing job openings and a daily barrage of complaints and pleads for help from supervisors, department managers, directors and executives. I had only been on the job for 6 months prior to the Scrum implementation and was already fearing for my job, then I read Scrum – The Art of Doing Twice the Work in Half the Time by Jeff and J.J. Sutherland. The best price I could find for this book is here: Scrum by Jeff Sutherland.

Below is the basic framework of how we implemented Scrum for recruitment. It’s been just over half a year and we are continuously improving our process, bookmark this blog and check back for updates as we learn and take deeper dives into how Agile and Scrum methodologies can be used in recruiting.

  1. Scrum Chart

Monday – decide on main objectives for the week.

For the Scrum Chart, we use a dry erase board, with “To Do”, “In Process”, “In Review” and “Done” written in 4 columns across the top. On Monday morning or Friday, before leaving for the weekend, each recruiter writes their tasks for the week on sticky notes and places these in the “To Do” column. Throughout the week, the recruiter will move sticky notes from left to right, hopefully getting all the tasks in the done column by Friday.

To Do In Process In Review Done

Scrum Chart

  1. Daily Stand Up – 15 minutes

If this takes more than 15 minutes, you’re doing it wrong, meet daily, same time, preferably first thing in the morning and ask these questions:

  1. What did you do yesterday to move the sprint forward?
  2. What will you do today to move the sprint forward?
  3. What obstacles are getting in your way?

Each recruiter answers all three, to keep the call concise, we limited recruiters to only give their main objective for that day, rather than just reading a list of tasks

  1. Weekly Retrospective – Friday

On Friday we use the daily stand up time for a weekly retrospective, we ask two questions:

  1. What went well this week?
  2. What didn’t go so well this week and what can we learn from it?

Friday’s call can be a bit more casual and we don’t follow the 15 minute rule. We will often discuss weekend plans, the Brewers or the Packers (We’re based in Wisconsin), let the recruiters vent any frustrations they may be having, help each other find solutions and encourage each other, this helps build rapport and camaraderie.

  1. Sprints

We’ve found that 3 weeks is a good duration for our Sprints, 1 month doesn’t seem to inspire the sense of urgency that a 3-week sprint does and 2 weeks or less really isn’t enough time to accomplish our desired objectives.

Each 3-week sprint has a goal or goals that are set by the recruiters, this can include, but not limited to: number of new hires, number of interviews, below a certain percent of no shows to interviews, number of positive social media reviews by new hires, etc.

Often, we will turn the sprint into a competition with either individual or group prizes if we hit our goal(s).

Have you applied Agile or Scrum principals to recruiting? How did you do so and what have been your results? Please leave a comment below!

Get your copy of ‘Scrum – The Art of Doing Twice the Work in Half the Time’ enough, get your copy by clicking here.


5 Sales Techniques for Recruiting

Sales people make excellent recruiters. Sales people have an ability to connect with people, are excellent problem solvers, think outside the box and are not afraid of picking up the phone and cold calling candidates. Below are a few principals that I picked up while working in sales that I now apply to recruiting and coach recruiters to use:

  1. Feel, Felt, Found Method
    • Principals: This method uses both empathy and social proof.
    • The feel, felt, found method gives a sales person or a recruiter a memorable framework to overcome objections. It begins by showing empathy at the feel stage, proceeds to relate the potential customer or recruit to other people who have come from a similar background and had to make a similar decision. Next, showing how the group changed their mind after making the desired choice and then ending with the recruit, now attached with the group, hopefully changing their mind in the same way as the group.
    • Example: “I understand how you feel, several of our recruiters who came from sales felt the same way. What they found is, helping people find new jobs is much more rewarding than sales and their sales backgrounds helped them to become top performing recruiters.
  2. Either Or
    • Principal: Offering two and only two options creates a false dichotomy.
    • As a recruiter, you should know the best one or two requisitions for the person you just interviewed, offer the top two job matches, rather than overwhelm them with options.
    • This works wonderfully with my toddler, I struggled for months to get her to brush her teeth. Finally, I bought her a second toothbrush, now when it’s time to brush teeth, I ask her, do you want to use the yellow or green toothbrush? She almost always chooses green. She’s not considering 3rd and 4th options (i.e. not brushing her teeth, asking for ice cream).
    • Recruiting Example: “I’m very impressed with your background and think you’d be a great fit here, would you like the 1st or 2nd shift?”
  3. Sell Benefits Not Features
    • Principal: People don’t always recognize how features will benefit them, so sell the benefits instead of the features.
    • Example: instead of “we offer part-time, full-time and casual positions” try, we can create a schedule around your classes/childcare/other job, etc.
  4. Scarcity
    • Principal: The more scarce something is, the higher the perceived value of the object is.
    • Example: This is my last full-time 1st shift position.
  5. Take Away Gambit
    • Principal: Loss Aversion. This sales technique takes advantage of the universal human reluctance to having something taken away. People are more upset about losing $10 than they are happy about finding $10. Studies show that losses generally hurt about twice as much as gains make people feel good (Khaneman, 2011).
    • This is a tough technique that recruiters and sales people are not always comfortable using, when you are trying to close a deal, it requires a complete change from the direction you are trying to take the prospective customer or recruit. For the right situation, such as a candidate who is taking too long to make a decision, it is a great tool to have.
    • Example: “If you are still unsure, then we need to consider other candidates for this role”

What other sales techniques have you used? Do you have an example of using any of the above? Please leave a comment with your experiences!


Kahneman, D. (2011). Thinking, fast and slow. New York: Farrar, Straus and Giroux.

Text Recruiting – Get More Interviews

Texting is a game changer for recruiting, especially for high volume, entry level recruiting.

In a world where candidates quick apply at job boards to 20, 30+ job posts in a matter of minutes and unemployment is at 3.9% (BLS, 2018), being able to contact candidates quickly, is critical, texting allows you to get a speed advantage over the competition.

At one company where I helped implement text recruiting, prior to texting, for every 100 applicants, we would complete between 10-20 phone screens, after we implemented text recruiting, this jumped to 60-65 phone screens for every 100 applicants. The key is speed and open rate. Prior to text we would leave a voicemail and send a follow up email. Often, it would take days, sometimes weeks for candidates to check their voicemail and then call us back (I’ve received replies sometimes months later, asking if a position is still open). Emails are worse, emails only have about an 18% open rate (Constant Contact, 2018), when they are finally read. Texts have a nearly 100% open rate and are often opened instantly.

There are many services that offer texting that can connect with your landline, after trying out several, analyzing features and factoring in cost, I went with ZipWhip and you can get a free 1 month trial by clicking here, ZipWhip has a number of very cool features to save time and effort, such as:

  • Group Texting with dynamic fields, so I can customize texts – include each person’s first name when mass texting
  • Create Templates – saves me from having to rewrite the same messages over and over again
  • Schedule texts – set reminder to be sent out at future times, i.e. morning or evening before an interview
  • Search texts by keywords
  • Import contacts with name & phone via a .csv file


Databases, Tables & Calculators by Subject” Bureau of Labor Statistics, Sept. 24, 2018,

Average Industry Rates for Email as of April 2018Constant Contact, June 21 2018,