74% of recruiters believe that hiring will become more competitive.

As if getting quality candidates isn’t already a challenge enough, the global pandemic has made it increasingly difficult to recruit top talents for some (if not most) industries.

This prompts recruiters to continually revisit their strategy and identify the most effective solution to combat such hurdles. One of them is to pinpoint the best source of hire.

While this major recruitment metric’s impact cannot be gauged quickly (as compared to the quality of hire), it is still equally important to know because it can lead you in the right direction so that you can find the perfect fit better and faster next time around.

“With more open jobs than people to fill them and the market at near full employment, recruiters are finding new ways to reach prospective employee[s] where they are—whether that’s on Instagram or via text.” Matt Singerm, vice president of a known software company, said.

To that end, if you want to maximize your chances of getting the candidate you’re eyeing for, you would need to know the best platforms to post your job ads.

Best Platforms to Post Job Ads

Company Career Page

First and foremost, it would be advisable to create your career page. Arguably one of the most effective ways, this method drives interests and provides multiple benefits than you can imagine.

First, it provides organic traffic to your website. Second, it greatly improves your employer branding because you can fully control what they see on there. Be it your brand story or company values through words, photos, or even videos. Lastly, it gives you better insights into who visits your website, how long they stay on the page, and more.

Job Boards

Aside from your company career page, there are plenty of job boards where you can post your listing/s, too.

Google for Jobs

Google developed Google for Jobs among its wide array of services. Undoubtedly, this search engine is the most used in the world with over 70% of the search market share. That makes it powerful to reach candidates no matter where they are.

What’s nice about this job board is that SEO is properly observed. With the right keyword and searches, you find top talents and vice versa.


As of March 2020, Indeed has become the biggest job site in the world with over 250 million unique visitors. Akin to LinkedIn, Indeed is gaining more popularity because of its higher regard to details instead of design. The website itself is visually plain, but many job applicants like it because they get to focus more on everything you need to know about the position you’re applying for.

From company reviews by real users to average base salary based on actual figures, Indeed placed it there so that professionals can make the right decision in choosing where to work.


Although the process can be tedious as you need to be logged in first before you can actually view anything, Glassdoor also provides complete details for job applicants down to the nitty-gritty.

For example, there is a section there that displays the company rating in terms of the following:

  • – Compensation & Benefits
  • – Company Culture & Values
  • – Career Opportunities
  • – Work-Life Balance

Around 67 million active users appreciate this and use Glassdoor as their go-to job board portal.

Specialized Job Boards

Having a niche helps companies source candidates faster and lets candidates find the appropriate industry or company that they want. Take these specialized job boards, for instance:

1. Behance – for creatives

2. AllRetailJobs – for retail employees

3. Poached – for F&B positions

4. Medzilla – for medical-related jobs

5. SalesGravy – for sales talent

6. HigherEdJobs – for education-related fields

7. EngineerJobs – for all types of engineers

8. Contena – for writers

There are several more, but the bottom line is that it makes it easy to filter out companies and candidates. Finding the best of the best would be more manageable this way.

Social Media

With the majority of the people on social media right now (3.8 billion according to Oberlo), you should use this to your advantage.

It’s not all fun and games for social media users. Some of them may be actively looking for a job or are waiting for the perfect opportunity when the right offer comes. You just have to understand these applications well and their different market personas.


  • Used by 95% of companies for recruitment

LinkedIn is a very powerful social media platform primarily because of its focus on connecting professionals. There are currently 740 million users worldwide across 200+ countries.

These people use LinkedIn mostly for business purposes like hiring, applying for jobs, etc. LinkedIn is a direct way of recruiting. You simply have to post a job ad and the waiting game begins!


  • Used by 58% of companies for recruitment

From what started as a social platform, Facebook conquered the world by branching out to various fields: marketplace, gaming, and even job hunting. They integrated a Facebook Jobs that’s so simple to use and can be filtered out by geographical proximity– quite handy especially for local recruitment.

There are 2.7 billion people on Facebook; that’s almost 35% of the world population! For sure, you’re bound to find the right candidate there.


  • Used by 42% of companies for recruitment

Twitter users rely on the application for fast and real-time information. With a 280 character count cap, tweets are (and must be) concise and straightforward. It’s easily digested; making it good for reading the latest happenings– including job openings.

A short statement can go a long way and pique the interest of a good portion of its estimated 450 million+ users.


  • Used by 7% of companies for recruitment

Instagram is not commonly used by recruiters being a relatively new platform. Its initial purpose was to give people the freedom to showcase their life through photos and videos. As time passed by, companies got creative and started to create an account for their brands, as well.

It worked. With the right visuals, a post can reach a multitude of people and are more likely to raise employer branding at the same time. It’s also beneficial to know that nearly 70% of these users are millennials and Gen Zs- a consideration every recruiter must take into account in terms of sustainability and retention rate.

Tips to Hire Better

Now that you know the best platforms to source candidates, here are some things to remember to successfully hire.

Reports and Analytics

Check your recruitment software’s reports and analytics to compare and benchmark all your sourcing channels. Modify strategy based on that to bolster your progress.

It’s crucial to look at these data-driven facts because reports can vary from company to company. Now that you know what concretely yields results and what doesn’t.

Career Page Customization

Make your career page as attractive as possible while providing the best candidate experience. By that, we mean giving complete information to applicants so they can understand the company better. You can do this through images or even videos to gain higher tractions! Did we mention this improves employer branding?

Furthermore, make it simple. Nobody wants a complicated or tedious one! With a good parser, you should be able to gather all the info and make the entire process easy without, let’s say, having to fill out 20 boxes of job experiences.

Be clear with the job description

As much as the company story is essential, so is the relevance of the role. You wouldn’t want to read a generic description. Make it appealing enough that they would want to work with you, but also realistic that they know what they’re getting into.

There is a fine line between the two, but exhaust all job role details to the best of your abilities– hopefully, this can be enough to entice the people you want to hire.

In conclusion, knowing where to source candidates effectively will get you closer to the right candidates better and faster. There are various channels where you can do so, but don’t forget to plan well first before anything else.

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