Recruitment channels: which mix fits your vacancy?

No recruitment channel works best for every vacancy. The right mix depends on the role, location, conditions, existing audience and your capacity to follow up.

I would start with a clear vacancy on one stable page. Each channel can then point to the same current information, making comparisons more useful.

What does each channel do?

• Careers site: a place to explain tasks, conditions and working environment fully. You still need to bring visitors to it.
• Job platform or mobile vacancy channel: additional reach among people exploring work. Check audience, costs and how responses arrive.
• Social media: a way to show a specific role or work situation. Organic and paid reach need different planning.
• Networks and employees: can share a vacancy with people you have not reached. Keep participation voluntary and use the same job-related selection criteria.
• External recruitment service: may support a defined assignment. Compare responsibilities, services and costs with direct hiring.

Choose around the bottleneck

Few visits? Examine reach and the opening message. Many visits but few responses? Review conditions and the mobile page. Many responses but few relevant interviews? Clarify core tasks and necessary requirements. Interviews without hires? Ask where expectations diverge.

Keep a simple channel record

Track period, costs, visits, completed responses, relevant interviews and hires for each channel. Use the same definition of “relevant” and compare sufficiently similar vacancies. One chance hire does not prove a channel always wins.

Werkvolk is an additional mobile vacancy channel alongside your careers site and existing recruitment. You retain selection and hiring. Check current conditions and pricing before comparing channel costs.

For social media, use these post examples and measurement steps.