Second, make the initial contact simple and safe. Many job seekers prefer confidentiality to risky blind ads and resume posting. Third, establish interest in your company before addressing jobs. Fourth, show candidates available jobs, but also offer the opportunity of being matched with suitable jobs that arise in the future. And finally, when a match is found, speed up your organization's response so an offer can be made before the candidate loses interest or commits elsewhere.
Visibility is always a challenge, but a surmountable one.
We are designed to distinguish one red apple from a million green leaves, so be an apple, not a leaf. You could accomplish the same thing by putting an ad in the sports section, on radio or TV, or highlighting it in well-placed banners. All the traditional ad has to do is get candidates to your recruitment Web site. The Web site is the real ad. Simplicity and safety are critical, yet many Internet-based services still post applicant resumes, scaring off the most desirable job seekers.