• Indeed: Best for general talent needs and those who want their openings seen on the most used job board for job seekers.
• ZipRecruiter: Best for industry-specific talent and sourcing multiple positions at once.

ZipRecruiter vs Indeed: Which platform is right for you?

Pricing

Subscription-based

Sponsored ad-based

Candidate sourcing

Job post distributor

Job post aggregator

Candidate management

Employer dashboard and built-in ATS

Employer dashboard and ATS hybrid

Applicant experience

Apply in ZipRecruiter

Occasionally have to apply on other sources

Reporting

Job posting insights

Job market trends and job posting insights

Visit ZipRecruiter

Visit Indeed

ZipRecruiter

ZipRecruiter has a wide job posting distribution network of over 100 job boards. This means you can post your open positions and ZipRecruiter automatically syndicates them to all of the job boards in its network.

ZipRecruiter also has an intuitive artificial intelligence (AI) algorithm that parses applicant résumés, determines if they may be a match for the open role, and invites candidates to apply. If you have massive hiring quotas and need to fill positions quickly, these features can amass a qualified candidate pool with little effort.

Despite this, the large volume of applications that ZipRecruiter sources for an open job position can be overwhelming. This may be a turn-off if you need more time or resources to screen candidates closely. However, larger employers may appreciate the number of applications, as it allows them to be choosier in their selection without worrying about a lack of qualified applicants.

Indeed

Indeed is perfect if you’re sourcing talent on a budget because it is free. You can post as many open positions as needed without buying into a subscription-based plan.

In addition, you have access to Indeed’s free job hiring insights tool, where you can view trends in job-specific roles. This allows you to strategically pinpoint marketplaces without posting your open position on multiple job boards.

There is one major drawback: Because Indeed is a free tool for both recruiters and job seekers, it is easy for job openings to get lost in the mix of competing job posts. Unless you pay to get your job posting sponsored, Indeed may not be the right fit for sourcing talent for urgently needed positions.

ZipRecruiter vs Indeed: A detailed comparison

Pricing

ZipRecruiter and Indeed follow different pricing ideologies. ZipRecruiter has a subscription-based tier model, whereas Indeed’s pricing requires the purchase of ad space to reach a wider audience. Which model works better depends on several factors, such as hiring needs, budgetary constraints, and the nature of the open role itself.

Pricing

$16 – $24 per post per day; Monthly packages (starting at $299)

Free to post; Sponsored job postings (starting at $5 per day)

Free Plan

No

Yes

Free Trial

Yes

N/A

Budget Control

No

Yes

Candidate sourcing

Although ZipRecruiter and Indeed are job boards in name, how they source candidates differs significantly. As a job distributor, ZipRecruiter focuses on getting job posts to appear in as many places as possible. Meanwhile, as a job aggregator, Indeed collects as many job posts from around the web as possible to appear in one place. Determining the best method ultimately depends on how you plan to interact with each solution during the recruitment process.

ZipRecruiter

ZipRecruiter automatically distributes your job posts to over 100 job boards across the web, except for competitors like Indeed, Monster, and CareerBuilder. ZipRecruiter’s primary goal is to get as many relevant job seekers to see the job post as possible. To aid in this effort, ZipRecruiter uses AI to scan résumés from other job boards and invite qualified candidates to apply.

Depending on the subscription tier, you can leverage additional tools, such as TrafficBoost to promote your position further to subscribers of ZipRecruiter emails. If you have significant hiring needs and are searching for a candidate in highly specialized roles, there is a greater likelihood of a qualified candidate seeing your job post.

However, because ZipRecruiter casts such a wide net when searching for candidates and does not regulate the number of applications received, there is a potential for human resources (HR) teams to be flooded with applicants.

While ZipRecruiter offers screening capabilities to whittle down candidates, small businesses may need more than one person to evaluate incoming candidate applications. On the other hand, larger companies with the resources to effectively manage candidates may appreciate the steady stream of applicants to choose from if a new hire does not work out.

Indeed

Unlike ZipRecruiter, Indeed does not distribute job postings but aggregates them from across the web. In other words, Indeed functions similarly to a job search engine. Job seekers can instantly see job openings from hundreds of online job boards, including specific industries such as engineering, medicine, education, or nonprofits.

This approach can be either a benefit or a drawback for recruiting teams. On the one hand, job aggregator sites like Indeed are attractive to candidates—it functions as one-stop-shopping for open job opportunities. On the other hand, you are at risk of getting your job postings lost in the mix because Indeed does not distribute their postings elsewhere.

Unless you sponsor your job posting and use extra features like Instant Match to increase visibility, you are limited to search result pages in either Indeed or Google. If you are looking to source candidates quickly, you may need to post your open positions to both a career aggregator site like Indeed and a job distributor like ZipRecruiter to increase qualified applicant counts.

Which to choose for candidate sourcing?

ZipRecruiter. Here’s why: By posting to multiple other job search sites, ZipRecruiter garners more traffic to a job post, so you can receive potential candidates quickly. In contrast, as a job aggregator, Indeed’s approach is more job seeker-friendly, but this can hurt your chances of sticking out among competing postings.

Visit ZipRecruiter

Candidate management

Neither ZipRecruiter nor Indeed are complete applicant tracking systems; the tools for managing candidates once sourced are limited.

Both solutions utilize an employer dashboard that collects job applicants in one location to be filtered and screened. Although both ZipRecruiter and Indeed leverage screening questions to assist in ranking qualified candidates, Indeed includes additional features, like skills assessments and interview scheduling, to streamline the hiring process.

Employer Dashboard

Yes

Yes

Screening Questions

Yes

Yes

Skills Assessments

No

Yes

Interview Scheduling

No

Yes

Candidate management software can help you during the hiring process. Read more: Top Candidate Relationship Management Software

ZipRecruiter

ZipRecruiter provides two ways to screen candidates: through screening questions developed by the employer or through ZipRecruiter’s AI. You can use screening questions to reduce the number of applicants for manual screening. These questions can range from simple yes-or-no questions to free-form questions to understand a candidate’s experience better. You can even mark “deal breaker” to hide applicants who did not answer the question satisfactorily.

ZipRecruiter’s AI parses résumés and places potentially great matches higher up in the dashboard over others. After reviewing the résumés and applications, you can then rate the pre-sorted candidates to train the AI to select candidates to fit your criteria more accurately.

Unless integrated with an ATS solution, you will have to look through each candidate’s application manually and reach out directly to candidates to arrange an interview, conduct background checks or reference checks, or collect additional assessments. Because of this, ZipRecruiter may not be cost-effective for small businesses that use it as their only hiring tool.

Indeed

Compared to ZipRecruiter, Indeed bridges the gap between a regular job board and an ATS. Employers can create “screener” questions, similar to ZipRecruiter, to narrow down qualified candidates. Indeed also allows you to select deal-breaker questions to deprioritize candidates who do not answer satisfactorily.

However, qualified candidates can be further filtered using skills assessment, giving you access to over 200 skills tests ranging from data entry to automotive maintenance and even a phone interview for applicants to record responses. You can then compare candidate applications, résumés, and assessments and advance the candidates that best satisfy your requirements.

Indeed includes native interview scheduling for candidates. This, along with Indeed’s skill assessments, screener questions, and filtering functions, helps to quickly develop a shortlist of top candidates. Additional capabilities like messaging candidates, email templates, and note sharing allow you to collaborate with internal stakeholders to streamline hiring without integrating third-party services.

Indeed has the feel of a large-scale ATS without the associated cost. With features to manage candidates from application to job acceptance, Indeed makes the hiring process more efficient, even for businesses with limited hiring needs.

Which to choose for candidate management?

Indeed. Here’s why: Indeed includes ATS functions, such as skills assessments and interview scheduling, to quickly pinpoint qualified candidates to move to the next hiring stage. Moreover, because these features are all native to Indeed, you don’t have to spend time or money bouncing from one solution to another.

Visit Indeed

Applicant experience

To reach suitable candidates, consider what aspects are most important to job seekers when interacting with job listing sites. The best sites allow job seekers to quickly identify positions that fit their skill set, assist in making their applications stand out, and provide opportunities for engagement with hiring employers.

ZipRecruiter and Indeed are free for job seekers and include mobile applications to easily apply to positions from any device. Beyond this, ZipRecruiter and Indeed offer different functions to attract job seekers.

Mobile App

Yes

Yes

Company Pages

No

Yes

AI Assistant

Yes

No

ZipRecruiter

Because it is a job distribution platform, when job seekers use ZipRecruiter, they are applying to positions initially posted to the site and not drawn from other job boards. This means job seekers can apply to open positions with the information uploaded in their ZipRecruiter profile, including any résumés and CVs, without having to repeatedly fill out the same information. For some job posts, job seekers also have the option to apply with one click, further speeding up the application process.

Job seekers can also take advantage of ZipRecruiter’s personal recruitment assistant, “Phil.” A personification of ZipRecruiter’s AI technology, Phil assists job seekers during the hiring process by automatically emailing candidates job alerts, optimizing profiles by adding skills based on their résumés, and even pitching top job seekers directly to employers.

ZipRecruiter’s main appeal to job seekers is its time-saving capabilities, allowing candidates to apply for several jobs with minimal effort. ZipRecruiter’s AI also provides job seekers with a steady supply of open opportunities fitting their skill sets, so they do not have to search for opportunities themselves. As a result, job seekers needing to find a new position fast have a better chance using ZipRecruiter, as it is actively working to find roles, even when they are not using the platform.

Indeed

In contrast to ZipRecruiter, Indeed’s approach to the applicant experience is slightly more nuanced. For example, Indeed does not have an AI pitching job seeker profiles to employers. Moreover, as a job aggregator website, the application process on Indeed can be lengthy for job seekers, as Indeed may direct them to apply on company websites. Instead, because Indeed has been a staple online job board since 2004, it relies on its brand recognition to pull in job seekers and recruiters alike.

Since it is harder for job seekers to apply to many jobs simultaneously, Indeed focuses on providing insights to candidates, so their applications are more intentional. For example, unlike ZipRecruiter, job seekers can see how many days since employers posted a job on each quick summary they see of a job on their homepage, without having to click and scroll through the entire ad. Job seekers can then quickly screen out stale job posts and focus on applying to jobs where there is a greater chance that employers will see their applications.

Like its sister company, Glassdoor, Indeed provides job seekers access to company pages to read company reviews, view open positions, and compare salaries and benefits. Therefore, even if job seekers have to spend more time searching for opportunities on Indeed, the platform allows them to make informed decisions during their job search instead of blindly applying to as many positions as possible.

Which to choose for applicant experience?

It’s a tie. Here’s why: Because both platforms are free for job seekers, they are likely to use both during their search. Moreover, each offers beneficial services to job seekers—from ZipRecruiter’s AI to improve efficiency to Indeed’s company database for insight into a business’s culture. If you can, you should consider utilizing both platforms to source the most complete candidate pool.

Visit Indeed

Visit ZipRecruiter

Reporting

Unless integrated with an ATS, both ZipRecruiter and Indeed offer little in the way of reporting analytics. However, through each platform’s respective recruiting pages, you can gain fundamental insights into the performance of your job postings, such as how long a job post has been active and the number of candidates who applied.

Here’s a quick overview of the metrics available in each platform:

Job Market Trends

No

Yes

Job Performance Pages

Yes

Yes

Job Post Impressions

No

Yes

Click-Through Rate (CTR)

No

Yes

Number of Applicants

Yes

Yes

Spending per Job

N/A

Yes

ZipRecruiter

Despite its price, ZipRecruiter’s reporting capabilities are sparse. Unless investing in a market analysis with specialists in ZipRecruiter’s enterprise solution, smaller businesses can access a basic report showing job location, date posted, TrafficBoost credits used, number of applicants, and conversion percentage.

ZipRecruiter provides a glimpse of salary ranges for similar positions based on the job and location when initially posting a job ad. Beyond that, you may need to integrate with an ATS solution to produce more meaningful metrics on talent acquisition, such as average time to fill, time to hire, or cost per hire.

Smaller companies without an ATS needing actionable insight into their recruitment efforts may have to resort to manual performance tracking methods. ZipRecruiter may not be the answer for companies requiring specific metrics to outperform their competition through a strategic hiring campaign without a large-scale budget.

Indeed

You can access Indeed’s Hiring Insights as long as you have a free account with Indeed. Hiring Insights gives you a macro-view of how a particular job is doing across the U.S. to stay ahead of the competition. For example, you can review data such as an insights map to compare talent pools, trendlines, competition scores, average salaries, and top search terms.

For more granular insights, you can use Indeed Analytics to gauge the performance of posted job ads. Compared to ZipRecruiter’s job performance page, Indeed’s analytics are considerably more thorough. In addition to location and number of candidates, you can see data such as impressions, click-through rates, and cost per click. You can then easily weigh the cost of your hiring efforts against the value of the applicants collected and adjust hiring tactics accordingly.

Which to choose for reporting?

Indeed. Here’s why: With free access to job market trend reports, Indeed makes it easy for you to research and create targeted hiring campaigns before posting a job ad. Unlike ZipRecruiter, Indeed posts job ads in areas that will make the most impact without spending time and money promoting them elsewhere.

Visit Indeed

Indeed vs ZipRecruiter: Ready to choose?

Is ZipRecruiter better than Indeed? That depends. Indeed and ZipRecruiter are two of the most prominent online job board players. Because both platforms are free to use by job seekers, they attract substantial talent pools. As a result, you can use both sites to collect the most diverse candidate pool. Of course, whichever platform you start with depends on what is most valuable to your recruitment efforts: ZipRecruiter for efficiency or Indeed for value.

While ZipRecruiter and Indeed are great ways to advertise your open job positions, their candidate management and reporting capabilities are rather simplistic. For more advanced features, check out our Applicant Tracking System Software Guide to browse solutions to enhance your hiring processes.

The post Indeed vs ZipRecruiter Comparison (2024) appeared first on TechnologyAdvice.

In-house payroll: best for companies with strong HR teams

In-house payroll is best suited for companies with strong human resources teams who have the expertise and knowledge to handle the complex task of processing payroll. HR can effectively manage all aspects of payroll, from calculating salaries to ensuring compliance with payroll tax regulations.

Additionally, by managing payroll in-house and eliminating the need to outsource, you can reduce overhead costs and allocate resources more efficiently.

Pros & cons of in-house payroll

Who is responsible for in-house payroll? Accounting vs HR

Payroll processes don’t look the same across all companies — it depends on its size, location, and the composition of its workforce. For instance, companies with mostly freelance and contract workers will have different payroll processes and needs than an organization with mostly full-time, salaried employees.

While it is recommended that you assign payroll to in-house HR staff, smaller businesses may benefit from allowing accounting teams to support payroll. Each approach comes with its own benefits and drawbacks.

However, payroll connects to both accounting and HR, as the two departments will need to communicate with each other to ensure accuracy and efficiency. This means both departments need to be privy to the same payroll data.

Choosing the right software for in-house payroll

Due to their size and complexity, many medium and large businesses utilize an HRIS system that includes automated payroll tools. Standalone payroll software tools are an alternative for companies that start with accounting software but need to integrate it with payroll software, or those looking specifically for payroll solutions. In either case, software that can manage payroll in-house is essential to maintain accuracy and compliance.

Rippling: Best overall HRIS and payroll software

Our top recommendation is Rippling because of its ability to process payroll in more than 50 countries, and the option to switch to a professional employer organization (PEO) service if your business has specialized HR and payroll needs.

One of Rippling’s standout features is its ability to offer automated payroll runs for both employees and contractors. Its HR Cloud allows you to manage your entire workforce, from onboarding to employee changes to offboarding. These are some of Ripplings top features:

• Global payroll.
• Hiring and recruiting.
• Performance management.
• Time and attendance tracking.
• Learning management.
• PEO services.

Pricing starts at $8 per employee monthly, but can quickly add up depending on the services you need. For example, payroll is an add-on to its core pricing.

Gusto: Best payroll software for beginners

For businesses operating in only one state, Gusto’s Simple plan offers a wide range of HR features at just $40 plus $6 per employee monthly. This includes full support payroll with W2 and 1099 processing, basic hiring and onboarding tools, Gusto-brokered health insurance administration, and integrations with accounting and time tracking software.

If you are a larger company or are operating in multiple states, you can upgrade to Gusto’s Plus plan for $60 plus $9 per employee monthly. You will get everything in the Simple plan, plus full-service multi-state payroll, next-day direct deposit, advanced hiring and onboarding tools, built-in time tracking, and more.

BambooHR: Best HRIS for employee experience

BambooHR offers two HRIS plans, Core and Pro. Each comes with HR data and reporting, hiring and onboarding tools, time off and benefits tracking capabilities, and pre-built integrations. With Pro, you will also get performance management tools, employee recognition and rewards, and an internal employee community dashboard.

If you want payroll, it is an add-on solution that offers different ways to pay employees, like direct deposit, flexible pay schedules, federal and state tax filing, and a specialized payroll support team. However, payroll is limited to the US only, so it may not be suitable for businesses with an international workforce.

While pricing is not transparent, BambooHR does state that businesses with fewer than 25 employees pay a flat monthly rate. And, businesses with more than 25 employees pay a per-employee-per-month rate. This also includes a one-time implementation fee. According to our research, pricing ranges from $100–$180 per month or $5–$9 per employee monthly, depending on the size of your business. Ultimately, you will be required to contact BambooHR for pricing specific to your business needs.

Outsourcing payroll: best for smaller companies that need full HR and payroll services

Enterprise businesses are likely to have in-house staff that take care of payroll, but small businesses often lack the resources to dedicate full-time staff to the function of payroll.

Small businesses therefore often turn to standalone tools like the ones mentioned above or to payroll services offered by a third party. However, large organizations operating in multiple locations and with different currencies may also opt for payroll services for complicated payroll needs.

Pros & cons of outsourcing payroll

Who handles outsourced payroll? PEO vs Bookkeeping services

How you outsource your payroll depends on the type of service you need. A simple bookkeeping provider may be right for your business for payroll-only services. However, if you need someone who handles all HR and payroll functions — replacing the need for internal HR staff — a professional employer organization (PEO) may be the way to go.

Choosing the right provider for outsourcing payroll

Accuracy is key for payroll because employees’ livelihoods and your company’s reputation depend on it. For companies that need to outsource their payroll, finding a provider that offers the needed solutions is key. On top of that, most businesses consider costs when choosing between a professional employer organization (PEO) and a bookkeeper.

Justworks: Best PEO for small businesses

Justworks is focused on providing affordable HR and payroll services to small businesses. As a PEO, it provides all the necessary compliance and tax processes you need to successfully run payroll. As an employer of record (EOR), all payroll compliance and taxes are handled through its FEIN number. However, you still maintain ownership of your business and your employees.

With Justworks PEO, you get the following features:

• Access to large employer benefits.
• Compliance support — workers’ compensation, tax filing, liability insurance, and unemployment insurance filings.
• Automatic direct deposit payroll.
• Ability to pay employees, vendors, and contractors.
• Integration with accounting software, like QuickBooks.
• Time tracking and integration with payroll.
• HR tools to help you manage paid time off, onboard new employees, and track key business metrics.

Justworks PEO’s Basic plan is affordable at $59 per month per employee and includes payroll, benefits, HR tools, and compliance. Or, you can upgrade to its Plus plan for $99 per month per employee, which includes everything in the Basic plan, plus access to healthcare benefits: medical, dental, and vision.

QuickBooks Payroll: Best payroll software with accounting integration

With QuickBooks Payroll, you get both bookkeeping services and payroll processing. It’s the best of both worlds for accountants that are responsible for managing payroll.

QuickBooks Payroll offers the following features:

• Automated payroll processing
• Same-day direct deposit
• Calculated, filed, and paid payroll taxes
• Tax penalty protection (up to $25,000)
• Integration with payroll, time tracking, and accounting 
• 24/7 expert support

QuickBooks payroll has three plans depending on your needs, ranging from $75 to $170 a month, plus a monthly per-employee fee ($6-$8). These plans all include both bookkeeping services and payroll. Plus, you get a 30-day free trial.  If you need payroll-only services, prices range from $50 to $130 a month, plus a monthly per-employee fee ($6-$11). If you want to go ahead and start right away, without the free trial, you will receive a 50% discount on pricing for the first three months.

In-house payroll vs outsourcing: Which payroll process is right for you?

Ultimately, choosing between in-house payroll vs outsourcing comes down to your company’s specific payroll and HR needs. For businesses without an internal HR department and those heavily growing, outsourcing may be your best option. For those with a strong HR team, keeping payroll in-house can be a cost saver.

The post In-House Payroll vs Outsourcing: Which is Best? appeared first on TechnologyAdvice.

Free job posting template download

How to write a job posting

Your job posting should reflect not only the role requirements but also what makes your company unique. Inject some personality into the post that makes it stand out. The ideal post is between 400 and 800 words long, so you should also prioritize brevity.

The following steps will help you create a job posting template that reduces your workload and brings in more qualified candidates.

1. Research your job keywords

Before building your job posting template, carefully research relevant keywords for each position. By adding key terms and phrases, you can attract qualified candidates who have the necessary skills and experience. Additionally, using specific language related to the job role can help filter out unqualified applicants and save time in the hiring process.

Some tips for job keyword research:

• Use data-driven analytics tools to identify trending keywords.
• Learn what words or phrases are currently resonating with job seekers to increase the visibility of your position on job boards.
• Stay up to date with keyword trends and optimize your job posting for search engines.

Once you know what’s ranking well, you’ll know what keywords to include throughout your post and how to write the post title. Mold the title for the job posting based on keywords rather than what your company calls the title. If your organization uses an uncommon title and uses it as the headline, then your post may not rank well, and it may be more difficult for candidates to understand what it means.

Example:

2. Summarize the most important job details

At the top of your job posting, highlight key details like title, compensation, job location, and start date. This information grabs the attention of potential applicants and helps them determine whether your open role meets their job search criteria.

For example, the compensation range can weed out candidates who are looking for a higher salary or may feel their qualifications do not line up with the salary expectations. Alternatively, those looking for remote-only work opportunities can easily see if your company offers this work style.

Example:

3. Define the job qualifications

Straightforward job requirements help applicants assess their fit for the role. Outline specific qualifications — education level, years of experience, certifications, technical skills, and soft skills — that are necessary for success, and differentiate which ones are required versus preferred.

For example, a marketing role might require a college degree and experience in a particular field of marketing to establish a baseline for candidate screening. Applicants who don’t meet these criteria will likely have a hard time succeeding in this role, but not always: candidates who have significant real-world experience often bring just as much to the table as those who received a formal education.

Preferred qualifications separate candidates who have relevant skills or experience that go beyond the minimum requirements. These criteria should be strategic; indicate the “nice-to-have” qualifications, but avoid being too idealistic. The candidate who ultimately gets hired will most likely check some of these boxes, but probably not all of them.

Example:

4. Illustrate your company culture and benefits

The job listing is an opportunity to showcase the culture of your organization, so add some personality to your copy. In addition to information about your company, include the perks and benefits your company offers employees. Along with a welcoming company culture, a strong benefits package can be just as persuasive as a high salary.

5. Provide a clear call to action

Your job posting template should end with a clear call to action. This is where you notify potential candidates where to go to apply for your job. Without an obvious CTA, candidates won’t know what to do after they’ve read the job posting and decided to apply.

A good example:

To apply: visit our career site at www.companyname.com/careers or apply directly by clicking the link below. You can also submit your resume to hr@companyname.com. We will review your application and respond if we feel your qualifications match our requirements.

The call to action can be a simple link to your careers page or direct the applicant to email their resume to your human resources department. Either way, be sure you make this area legible with a clearly defined method of contacting your company to further their application.

Once on your careers page your call to action can be an apply now button, an email address to deliver resumes, or a fillable form, like what TechnologyAdvice uses:

6. Optimize your job post template

Don’t just consider your job posting complete once you have finished writing it and posting it to a job board. It is important to be sure the post is formatted correctly so you don’t accidentally exclude candidates who are qualified for the role.

To provide the best experience for applicants who use screen readers, use sub-headers for easy page navigation and avoid emojis or special characters that might have a double-meaning. Additionally, make sure your careers site is optimized with adequate contrast, simple font choices, and straightforward image descriptions.

Read more tips: The Complete Guide to Diversity Hiring

Recruiting metrics like time-to-hire and candidate quality score will also help you optimize your job posting template. For example, you may need to tweak the CTA to increase the volume of applicants or refine the list of job qualifications to narrow the candidate pool based on how the job post performs.

Even with a detailed process, it takes time to perfect your template. Stay patient, and look for areas to improve based on your data. The return is well worth the investment.

Job posting FAQs

The post How to Write a Job Posting Template in 5 Steps appeared first on TechnologyAdvice.

What are the best job posting sites?

LinkedIn: Best for professional-level job postings

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Pros

• Best platform for finding managerial and executive-level candidates.
• Extensive talent pool of professionals.
• More than 40 advanced search filters.
• Analytics tools to manage candidates.
• Pinpoints candidates based on specific skills.
• Opportunity to network with professionals in your industry.

Cons

• Limited access to passive candidates.
• Does not offer advanced job-matching.
• Full recruitment options can be costly.
• Can only post one free job at a time.
• Not a good fit for manual labor jobs.
• Potential for unconscious bias.

Visit Linkedin

About LinkedIn

While LinkedIn is more of a social networking platform to connect with professionals, it still belongs in our best job listing sites for employers. Recruiters love LinkedIn because it’s easy to gather information on candidates, and job postings can be shared by peers in a similar role or industry.

We chose LinkedIn because it offers both a job board and the ability to post on your company page, making it the go-to place for recruiters to publicly post jobs.

Learn how to post your first job on LinkedIn: LinkedIn Job Posting & Cost

Pricing

LinkedIn offers several pricing plans, depending on your needs. It is free for both employers and individuals to create a LinkedIn profile and begin connecting with others. It is also free for employers to post their open positions directly on their business page.

Employers can upgrade to the Business plan ($59.99 per month), which is used to promote businesses via a profile page for highlighting your company culture and providing About Us information. Or, employers can upgrade to the Recruiter plan ($140+ per month), which allows searching for candidates and resume reviews. Plus, the Recruiter plan allows employers to contact potential candidates through InMail.

What recruiters like about LinkedIn

Users like that you can create a company profile and advertise your company brand and culture directly on LinkedIn. Additionally, users like how easy it is to narrow down a search for candidates with its advanced filtering capabilities, allowing them to reach a very specific target audience.

G2 rating: 4.5 out of 5 stars
Capterra rating: 4.6 out of 5 stars

ZipRecruiter: Best for posting to multiple job boards

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Pros

• Job listing distribution to more than 100 niche job sites.
• Daily pricing option.
• AI candidate matching.
• Smart dashboard for managing candidates.
• Built-in ATS.

Cons

• Not a good fit for executive-level positions.
• No free plan; only a 4-day free trial.
• Can get pricey for companies with larger hiring needs.
• Sometimes unfinished applications make it through to review.
• No way to pause listings; must fully close the position in order to post another one.

Visit ziprecruiter

About ZipRecruiter

In addition to hosting your job posting on its own job board,  ZipRecruiter also sends it to more than 100 other job listing sites to help you reach candidates wherever they’re searching. By sending out the job posting to other sites, you’re more likely to reach niche sites that your ideal candidates are searching through but you may not know about.

We recommend ZipRecruiter because it actively finds candidates that match your qualifications and invites them to apply. There are even screening questions to help you ensure the candidates are qualified.

Pricing

ZipRecruiter charges a flat monthly fee (starting at $299 per month) and has several plans where you can post from one to more than 50 jobs per day. You can take advantage of a free trial to see how their service works for your business. Or, you can choose from their usage plans (starting at $16 per job post per day) allowing you to post one job opening at a time.

What recruiters like about ZipRecruiter

Users like that once you post your job opening, ZipRecruiter handles the rest with its built-in applicant tracking system. They also like the ease of learning the user interface and the ability to customize alerts. 

G2 rating: 4.8 out of 5 stars
Capterra rating: 4.2 out of 5 stars

Compare two of the top job listing sites: ZipRecruiter vs Indeed

Indeed: Best for free job postings

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Pros

• Unlimited job postings for free.
• Affordable for small businesses that are in a growth pattern.
• Can search candidates by skills, job title, or education.
• Offers screening questions and skills assessments.
• Is mobile-friendly for both employers and job seekers.

Cons

• Free job postings don’t get as much attention from job seekers.
• Does not focus on diversity in its recruitment.
• Because of its large pool of candidates, they may not always be qualified.
• If you do not include a salary range, Indeed will estimate one that may not be in your range.
• May be difficult to find quality executive-level candidates.

Visit indeed

About Indeed

Indeed isn’t just a job board. Unlike ZipRecruiter, which syndicates posts across multiple job boards, Indeed acts as a search engine that aggregates job listings from all over the web — a one-stop shop for job seekers and employers alike. Additionally, applicant tracking systems like Workable integrate with Indeed, allowing you to track candidates from application to hire.

We chose Indeed because of its popularity and affordability. With more than 250 million users, Indeed is one of the top-ranked job boards for job seekers, meaning your job post may get in front of a larger audience.

Pricing

Indeed allows you to post an unlimited amount of jobs for free, but you’ll have better luck if you “sponsor” the job posting. This sponsorship works similarly to LinkedIn’s pricing structure — you set a daily budget and only pay when someone clicks on your job post.

Because Indeed is so well known, the number of posted jobs in most categories is quite large. You’ll need to target specific job seekers and make your postings stand out if you want to get noticed.

What recruiters like about Indeed

Users like that Indeed has a large database of more than 350 million monthly active job seekers. They also favor the ability to add screening questions to help streamline the hiring process.

G2 rating: 4.3 out of 5 stars
Capterra rating: 4.5 out of 5 stars

Monster: Best for businesses with smaller hiring needs

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Pros

• Allows hiring in the US, Canada, and 12 other countries.
• Has more than 2,000 job templates to help you create your job ad.
• Offers a pay-as-you-go option.
• Good for promoting remote work.
• Employer branding and marketing tools.

Cons

• No free plan.
• Mobile app is for job seekers only.
• Offers fewer filters than larger job boards.
• Job listing slots are highly competitive and can get pricey.
• Employer review may not be legitimate.

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About Monster

Monster’s pay-as-you-go pricing is ideal for companies that need a cost-effective solution to fill a small number of roles. Like ZipRecruiter, Monster lets you post directly to its listing site as well as other job boards, such as Military.com. It’s perfect if you’re hiring locally as it lets you post your job to local newspapers.

Additionally, for international hiring, you can reach potential candidates in 14 countries. Like many others on our list, we recommend Monster for its ability to search for potential candidates through its database of resumes and track and evaluate candidates.

Pricing

Monster offers a pay-as-you-go plan where you can choose your daily budget, starting at $12. If you need to post more than one job at a time, you can upgrade to its Pro ($299/month) or Premium ($649/month) plans, which also include additional resume views and performance boost through its affiliate sites.

You can sign up for Monster’s pay-per-click pricing scheme if you need to run more than 100 ads at a time.

What recruiters like about Monster

Users like that Monster shows a match percentage on profiles, making it easier to search for qualified candidates. Most agree it is easy to use and has excellent communication features, such as the ability to contact multiple candidates at once. 

G2 rating: 4.1 out of 5 stars
Capterra rating: 4.1 out of 5 stars

Also read: Creative Ways to Find Employees

MightyRecruiter: Best for applicant tracking and large hiring volumes

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Pros

• Dedicated account manager.
• Free plan.
• Unlimited job postings.
• Full-service applicant tracking software.

Cons

• Can only post one job ad with free version.
• Job postings are delayed for approval by 24–48 hours.
• Candidate resumes are limited to 10 free views.
• Lacks transparent pricing.
• Unable to contact candidates without paying extra.

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recruiter

About MightyRecruiter

MightyRecruiter is not a job board, but rather an end-to-end applicant tracking software that offers unlimited posts to its network of 29 job boards, including Indeed and Monster. Plus, although it doesn’t automatically post for you, you can share your postings to LinkedIn and create schedules to automate your posts.

You can search MightyRecruiter’s entire database of candidate resumes, create a custom-branded career site, find and screen applicants who match your required skills, and track and rate candidates throughout the hiring process.

We chose MightyRecruiter for its tracking capabilities and, like ZipRecruiter, its ability to post to multiple job boards. What makes it stand out is that MightyRecruiter is free to use, making it affordable for both large and small businesses.

Pricing

Although MightyRecruiter is listed as free to use, it isn’t completely free. Free users can only post one job at a time, and many features are limited or fully inaccessible without paying a fee. Paid features include unlimited job postings, candidate contact information, and ATS features like candidate scoring.

What recruiters like about MightyRecruiter

Users praise MightyRecruiter for its ability to provide leads within minutes of posting their job ads. Additionally, although it takes time for your job ad to post, customer service representatives are very responsive. Users also like the database of customizable job templates and its extensive knowledge base. 

G2 rating: 4.1 out of 5 stars
Capterra rating: 4.1 out of 5 stars

CareerBuilder: Best for AI recruiting

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Pros

• AI job posting tools that improve job ads.
• Can run candidate searches for specific industries.
• Easily integrates with ATS software.
• Candidate screening and assessment tools.

Cons

• Lacks a job description template library.
• No free plan.
• Monthly plans are extremely expensive compared to others on the list.
• Candidate pool is limited.
• Search algorithms can produce unqualified candidates.

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builder

About CareerBuilder

CareerBuilder is more than just a job board—it allows you to screen candidates, view resumes, and other recruiting functions. Additionally, it’s sourced by Indeed, so when you post on CareerBuilder, your listing will show up in the results for anyone using the Indeed job search engine.

We recommend CareerBuilder for companies that can benefit from AI tools for creating job ads and matching applicants. CareerBuilder’s AI will help you write job duties and offer recommendations for how you can improve your job ad. Additionally, its AI-powered candidate matching tool will deliver up to 40 matched profiles per day.

Learn more: AI Recruiting: Uses, Advantages, and Disadvantages

Pricing

With CareerBuilder, you can post one job per 12 months for a one-time fee of $425 — limited to one job per 12 months. Because this is so restrictive, it may be more practical to opt for one of the monthly plans (starting at $349) that allow you to post between one and five jobs per month, depending on your plan level.

Plus, monthly plans come with a five-day free trial, so you can try the program before committing. As a general job board, CareerBuilder hosts jobs at any level of experience across most industries.

What recruiters like about CareerBuilder

Users like the ability to filter through candidates based on specific location, skills, and experiences. They also like that CareerBuilder provides access to a wide range of candidates from entry to senior levels.

G2 rating: 3.9 out of 5 stars
Capterra rating: 4.3 out of 5 stars

How to choose the best job listing site

While you could post on every job board available, the better approach is to focus on a few of the most relevant and market your job listing to your ideal candidate. If you are looking to fill a position that requires a higher education, you may want to consider posting on LinkedIn and ZipRecruiter. Both of these listing sites cater to professionals and those with specific skill sets.

Price is another factor to consider when deciding which job listing sites are best for your company. If you have a limited budget and minimal hiring needs, sites like Indeed and LinkedIn offer free or low-cost posting options for a small number of jobs. If your business is growing and your hiring needs are large, MightyRecruiter’s unlimited job postings or CareerBuilder’s AI-powered candidate matching could help you find multiple top-quality candidates quickly.

If your business needs a specific skill set or industry-specific qualifications, a site like ZipRecruiter or Monster may work best for you. Both sites allow you to find candidates in your niche industry. Additionally, if you want to hire a specific demographic (such as veterans) or locally, Monster is your go-to job listing site.

To make your candidate search even easier, use an applicant tracking system that integrates with job boards to manage your postings, filter through applications, and find the candidates that best match your requirements.

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