One of the UK’s largest employment websites, CV Library is a treasure trove for any recruiting business. With over 14 million CVs on file, it’s vital for companies to make sure they make the most of the resource when scouting for new talent. Below you’ll find our list of top tips to make sure you get maximum benefit from posting your adverts there.
Tip 1: Understand the best method
CV Library makes it possible to post job adverts manually & individually, or via automated multiposting. It’s important to make sure you know which method best suits your business.
Manual posting involves going to the job board and posting directly. For a single advert, the process is self-explanatory and therefore quick and easy. This suits one-off job adverts and works really well for SMEs and individuals looking to recruit on a small scale.
If you have a larger recruitment requirement, or multiple employment opportunities on your hands, that method could be time-consuming. For more ambitious recruitment projects, you may want to consider a multiposter. One advert can be exported and then posted across multiple job boards using the multiposter – making it fast and efficient. Your adverts can be contained in one centralised area for easy access. TalentTrack, Logic Melon and Broadbean all provide a multiposter service.
It is of course less detailed than a manual post. Historically, multiposters were somewhat simplistic and offered a more constrained set of functions. However, the technology has become more advanced in recent years, with a wider range of functionality available. The costs may make them unsuitable for businesses under a certain size, but if you’re in the middle of a large recruiting drive the multiposter may well be for you. Understand the scale of your recruitment and pick the method that best suits you.
Tip 2: Track your applicants from first click to hire
It’s important to understand the journey your applicants are going through, so that you can make sure you’re not putting the best applicants off. Candidates on CV Library often use advanced search, which allows them to specify things like salary, contract type and job type. You need to make sure these are all filled in to make sure the largest and most relevant pool of candidates are finding your opportunity.
In addition, you’ll also need to have a solution in place to track the behaviour of your applicants after applying. Pay attention to how many drop out or withdraw after being offered a next stage. It’s actually helpful to automate this process, which brings us onto tip 3…
Tip 3: Automate your analytics
Automated recruitment analytics programs like TalentTrack allow you to track the status of all your applicants from application to hire. The data you can access allows you to see your advert’s exposure to organic and paid traffic, check where your applicants are in the funnel, and getting a quality score for your traffic. TalentTrack will also provide you with a dedicated account management service to help you get the best out of the platform.
All of the analytics provided by TalentTrack are automated, requiring minimal manual work from the recruiter when tracking the applications. Automated vetting will also help streamline your apply-to-hire process and reduce the lead time for getting your candidates in. This is particularly useful for large scale recruiting drives that involve big data.
With over 200,000 jobs available on the platform as of August 2021, there’s no limit to the opportunities available from CV Library – provided you can mine it correctly. Recruitment analytics platforms will keep you ahead of the curve and give you first dibs on the perfect candidates for your business.
