Free Online Job Posting Websites and Resources

21 11 2012

I recently received a question about posting job advertisements on a tight budget. The question and my response are below.

Are there any free websites and online job boards where I can post vacant positions for free? I have been tasked with conducting a nationwide job search on a shoestring budget.

My Response:

With a budget of “cheap to free” you are not going to find a lot of sources with huge nationwide networks and audiences. Any business with a nationwide network or audience is not going to give away the milk when they can sell you the cow so to speak. That being said there are many ways around your issue.

There are many free job posting sites or networks, but most are locally or industry focused. For free sites you might checkout PDXMindshare, Joblab and Portland Creative List. However they many of these examples are for marketing, digital, design and interactive jobs in the Portland metro area. State employment departments will also post jobs for free. Sometimes applicant tracking systems (see below) and employment department postings will be picked up and syndicated by the big paid job sites. Veterans services and disability advocacy organizations will also often post jobs for free.

If you are willing to pay to post on Linked-In you can syndicate your posting onto all the groups you are a part of. You might be able to do this without paying by posting positions to groups, but it would be time intensive if even possible. Craigslist is super cheap and even free in some areas such as the Oregon Coast for example. Of course bigger population center postings will cost more.

Twitter and social media might be a really good option for you too. Just research which tags might work for your position and company. #PDXJobs, career(s)# and #jobs all would be good. Under the bigger tags you will need to repost to stay out there. Of course the biggest free network you have access to is your companies employees, friends and families using them for referrals and outreach will be your best sources of good candidates (think social media). Alternatively you could research potential candidates by looking up resumes on Indeed resume search and contact them for free.

Also the applicant tracking systems like the Resumator and Smart Recruiters both have free job boards they syndicate to, an example list is below and linked. You might check some of them out. Although I suspect many of them will charge employers for direct postings.

  • Careerjet
  • CBCJobs
  • Diversity Employment
  • Hound
  • JobInventory
  • JuJu
  • Oodle
  • Trovit
  • Vast
  • WowJobs
  • Glassdoor

Whatever you decide, read the Indeed White paper on job advertising sources and analysis. It is a must read for anybody deciding on job posting budgets and sources. If it helps I think the big job sites like Monster and Career Builder are overpriced anyways. Hope some of this helps.

Portland Technology Hiring Introduction

13 09 2012


I am new to recruitment in the technology or marketing field, do you have some basic resources to help?


I should preface this that I am not the most senior expert on this topic but I will share these tips. Most of this post concerns internal recruitment efforts. External recruiters or agencies are very helpful when you need  talent fast or are in a bind, but the good ones and their good candidates are always expensive.

My first suggestion is that you join the Jennifer Johnson HR Network Listserv and PHRMA/SHRM. The jobs posted in the listserv are for HR or recruiting positions but as a resource, the network is great. The emails you get are focused on HR but it is a priceless resource for random questions and connecting with other hiring folks in your industry. One great lecture I heard at a special interest group concerned connecting with other recruiters or hiring managers in your industry to share leads and best practices (this is how this post was born). I ask and respond to questions from another HR manager at a similar sized agency and that relationship is invaluable.

Fortunately, for hiring developers, Portland has a decent or at least growing software scene. Sometimes you can find out if one of the local larger software companies write similar code or applications to what you create. If so, you’ve got a great talent pipeline or source. Of course this does require a strong understanding of the technologies you work with.

Craigslist is great with its multiple categories and huge volume. It is also still very cheap even with multiple categories and cities. Monster and Simply Hired are never worth it in my opinion for the cost and results. There are usually free industry specific posting spots as well. There are a lot of free posting sites for creative, marketing and technology fields. I have not tried Indeed (cost per click) but their free resume search feature looks really promising ( You can also find other tech job boards like Dice, but I have not used them yet. I have not tried the Software Association of Oregon yet, but they have pretty good syndication and low prices for members. $25 for members ($50 for non-members) for a posting to their sites, their social media and Simply Hired syndication is worth way more than the price they charge. Linked-In of course is every professional recruiters best friend. If you are not already there I’d suggest you get a profile and start using it. Linked-In job postings cost a little more but are always worth it based on the quality of candidates and volume. Linked-In also has group features that makes it really easy to connect with talent. Plus you can post your Linked-In job posting to your groups for a wider audience. I’d suggest you look at some groups I joined (  They have some add-ons and premium recruiter features but they have not blown me away considering the cost.

Social media is another huge potential source. The Twitter tags of #PDXjobs and #jobs get  a lot of traffic for free at that. Just search the #PDXjobs tag to see how other companies are using it. Sometimes you can find great Meet-up Groups like PDX Web & Design. These types of groups are a great source for referrals, connections and applicants.

As far as what source or methods are most fruitful, it really depends. I highly recommend reading the Indeed white paper in recruitment advertising (linked below). You really can’t know how successful a given form of recruitment advertising is unless you track the numbers or the quality of hire. I also linked a relevant post from my blog that is somewhat related. Hiring sourcing  analysis can be done on the small scale with excel or empirical evidence, or with more complex statistical and data tools for larger organizations. Alas big data and hiring analytics is too grand a subject to dwell on this particular post, maybe another day.

Portland Free Sites

Hope some of this helps.

Workplace Bulletin Board Best Practices

18 06 2012

Some employers have a bulletin board that employees can post items of interest like vacation post cards, art and such. Often these are not policed and employers would only take down material if it was inflammatory or in violation of a policy. That being said, most employment attorneys would say that employers should prevent employees from posting personal items up there because once you start its hard to defend making editorial decisions of what is up there. For example if you let employee X post about their side business or school bake sale, its difficult (and maybe an unfair labor practice) to prevent an employee from posting about their own union organizing event.

The central point is that when you let employees post personal items on a bulletin board you need to be prepared to accept material you may not like. In other words be consistent and enforce the rules you establish equally.

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