RPO or job boards

Posting a vacancy is not the same as recruiting. Here you'll see honestly what job boards do well, where they stop and when you need more than reach alone.

Compare with your current recruitment model
The SocialFind team at work

Are job boards enough to find staff?

For common roles with many active job seekers, often yes. But job boards only reach people who are already searching, on average a small share of your target audience. For scarce or hard-to-fill roles you also need content, campaigns, sourcing and fast follow-up to get passive talent moving.

How to reach passive talent

The difference in one sentence

Active job seekers find you, passive talent you have to go get

Job boards catch people who are searching today. The rest of the labor market, often the best candidates, is meanwhile scrolling through social media or simply at work. You reach them with targeted campaigns, content and a personal approach, not with a vacancy text.

See how we determine what works
The SocialFind team at work

The comparison

Job boards and RPO side by side

Job boardsSocialFind RPO
Pricing modelPay per posting, credit or click, even without resultsFixed monthly fee for the complete approach including media budget
ReachActive job seekers who check the board themselvesActive and passive talent through media, content and sourcing
Applicant follow-upNot included, that remains your jobScreening and fast follow-up are part of the funnel
Employer brandingA standard vacancy page in the board's house styleCampaigns and content under your own name
DifferentiationYou sit among all your competitors in the same layoutYour own story and proposition per audience
Data and optimizationStatistics per job postingFunnel data per step, continuously optimized
Suitable forCommon roles with many active job seekersStructural and hard-to-fill hiring needs

Job boards can be a perfectly good channel within a broader approach. The question is whether they can carry your entire hiring.

When are job boards a perfectly good choice?

Do you have a recognizable role, a market-rate offer and an audience that's actively searching? Then a good vacancy text on the right board may be enough. For many administrative, logistics and entry-level roles, that simply works. Fair is fair: you don't need us for that.

Why vacancies on job boards stay open anyway

Things go wrong as soon as the audience becomes scarce. Then too few applicants respond, or lots of people who don't fit. A job board does nothing for your visibility among people who aren't searching, and it doesn't fix slow follow-up or a stuttering application flow. You end up paying for reach that doesn't convert.

What does RPO do that a job board doesn't?

In our way of working, a job board is at most one of the channels. For each role we determine where your audience is, build the proposition and content, deploy media and sourcing and follow up with every candidate fast. The difference isn't the channel but the system around it: from first impression to signed contract.

How do you combine both smartly?

For some vacancies, job boards stay in the mix, but with your own story, fully measured funnels and follow-up within a day. That's how you get demonstrably more hires out of the same channel. Curious which mix your vacancies need? Start with the recruitment diagnosis.

Frequently asked questions about job boards and RPO

Compare further

RPO or a recruitment marketing agencyCampaigns are step one. Who's steering toward hires?RPO or recruitment and selectionTransaction versus system, including the cost logic.Too few applicants?The most common causes and what to do about them.All recruitment solutions comparedThe neutral overview of every model per challenge.

Need more than reach ?

Tell us which vacancies are open. You'll hear which channels fit your audience and what else it takes to get them filled.

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