The guide to multi-posting job offers

This comprehensive guide aims to explain how to distribute your job postings across multiple platforms to maximize their visibility and reach a wide pool of candidates. You will discover the strategies, tools, and methods for successfully aggregating and syndicating job postings while remaining compliant with legal requirements.

Presentation of the multi-posting of job offers

Definition

Multi-posting a job offer refers to the practice of simultaneously publishing an advertisement on several channels—job boards, employment portals, professional social networks, etc.—in order to maximize its visibility and reach a large pool of qualified candidates. This method relies on the automation, centralization, and synchronization of publications using specialized tools. These tools allow, for example, the creation and customization of an advertisement with a single click, control of its distribution, and analysis of its performance via an ad distribution analytics dashboard.

In summary, multi-channel distribution of a job offer is a digital marketing strategy for recruitment that optimizes the multi-channel distribution process of job advertisements while ensuring centralized management of applications.

Why post a job advertisement across multiple platforms?

Posting a job advertisement across multiple platforms offers numerous advantages for optimizing your recruitment:

• Reaching a wider audience: Thanks to multi-channel distribution of job postings on job boards, professional social networks and various portals, you reach a large pool of candidates.
• Increase your chances of recruitment: By publishing the offer on various media, you maximize visibility and increase the opportunities to find the ideal candidate.
• Save time and centralize management: Automating the publication of job offers via a multi-channel publishing platform allows you to create and personalize your ads in a single click, while ensuring centralized management of applications via multi-channel distribution.
• Optimize visibility and analysis: Synchronizing ads across multiple platforms and using an ad delivery analytics dashboard facilitates visibility optimization and allows you to quickly adjust your strategy with accurate data.
• Strengthening brand image: By ensuring simultaneous sharing of offers on portals and social networks, you contribute to the visibility of your brand and strengthen your online presence as an innovative and digitally active company.

In summary, opting for multi-posting job offers is a powerful strategy to optimize the recruitment process and ensure centralized and efficient management of your applications.

How to distribute a job offer to multiple users?

Choosing the right platforms

To successfully distribute job offers across multiple platforms, choosing the right ones is crucial. Currently, four types of job boards stand out: generalist, institutional, specialized, and aggregators.

General job sites like Monster or Cadremploi are very numerous and host all types of job postings. This is their biggest drawback: it's difficult for a recruiter to see how their ad can stand out from the crowd.

Institutional job sites like France Travail and Apec remain essential, in addition to being free.

Specialized job boards are websites dedicated to specific professional sectors: WeLoveDevs for developers, Fashion Jobs for fashion jobs, Welcome to the Jungle for startups…

Finally, there are job aggregators, which gather job postings from all over the internet. This offers considerable time savings because everything is concentrated in one place. Besides the ubiquitous Indeed, there are Jobijoba and Google for Jobs.

Posting on job boards should be accompanied by publishing the offer on professional social networks such as LinkedIn, in order to reach a large pool of candidates.

Write a relevant advertisement

The quality of the job posting is paramount to optimizing the recruitment process. A job offer must be clear, attractive, and optimized for search engines. Highlight the responsibilities, required skills, and benefits of joining your company. Remember to adapt the content for each platform to respect their formats and maximize its impact on your target audience.

Use specialized software

Choose a job posting management tool that centralizes the publication of your job postings across multiple sites with a single click. This type of software saves you time, synchronizes your job postings on your careers site, and tracks the origin of applications in real time. Integration with an Applicant Tracking System (ATS) is a definite advantage.

Monitor and manage applications

Once your job postings are published, it's essential to implement a tracking system to monitor the distribution of job offers and ensure centralized online job postings. Analytics tools allow you to measure the performance of each channel and identify areas for improvement. If you don't have software like an Applicant Tracking System (ATS), you can use Google Analytics or Matomo to track your performance.

What is the best tool for distributing job offers across multiple platforms?

How to choose your job posting software?

To choose the right multi-posting software, start by clearly defining your needs: ad volume, distribution channels, and essential features (ATS integration, personalization, reporting). Ensure the solution allows you to centralize the management of your job postings and automate their publication with a single click. The tool should also be able to track the source of applications to optimize your investments. This first step is crucial for aligning the tool with your recruitment objectives.

Next, compare the different solutions on the market, focusing on their user-friendliness and customer support. Opt for intuitive software that is easy to learn and compatible with your existing systems, such as your CRM or ATS. Responsive support and high-quality updates ensure long-term, effective use. By choosing wisely, you optimize your recruitment process and maximize the impact of your job postings.

Marvin Recruiter, an innovative multi-posting tool

Marvin Recruiter stands out with its multi-posting solution that allows you to publish your job postings on the most popular job boards with a single click. This tool ensures optimal visibility for your job ads and simplifies your digital recruitment. Key features include:

• Job and ad creation: Create your ad once and put it online in one click on your career site and the job boards you use.
• Job board library: From Marvin, choose for each ad the job board(s) where you want to post the offer.
• Application processing: Optimize application processing and tracking with a centralized, intuitive interface. This allows you to stop posting job ads on job boards without receiving applications and maximize your ROI.
• Talent Plug: Manage your job postings on Talent Plug directly from Marvin, where everything is synchronized.
• Centralized communication: Optimize your communication with candidates by synchronizing your inbox with Marvin. This saves you time in processing and tracking applications.

Discover Marvin Recruiter

FAQ - Frequently Asked Questions

What are the channels for disseminating a job offer?

A few months ago, France Travail conducted a study on recruitment channels. Here are the main channels preferred by recruiters:

• Job posting websites (87%)
• France Work (77%)
• Unsolicited applications (75%)
• Professional social networks (53%)
• Co-optation (51%)

What is external recruitment?

External recruitment refers to all the steps taken to attract candidates from outside the company. It relies on posting job offers through various channels such as job boards, social media, and recruitment agencies. This approach allows companies to enrich their teams with new skills and perspectives by diversifying the profiles of those recruited. It is an essential strategy for filling vacancies and fostering innovation within the organization.

What is internal recruitment?

Internal recruitment involves filling a vacant position by drawing on the talent already present within the company. This approach promotes internal mobility, values ​​employee skills, and strengthens their engagement. It also reduces recruitment time and costs while leveraging in-depth knowledge of the company culture.