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Use the following checklist to determine the best web site on which to advertise your job:

• Does this web site target the candidates you are seeking?
• If there is a searchable resume database, investigate whether there are any who would qualify for your position.
• Ask for statistics, but do not just ask for the number of candidates. Ask about the average length of time of membership, the average level of education, a representation of the kinds of professionals, degrees, certifications, etc. of the members. Ask for as many statistics as you can think of and, if possible, do not simply accept the canned statistic statements the sites give to all recruiters; some sites use tricks to "pump up" their statistics.
• Does this web site provide value added to its members? If it does not, you will not be reaching passive candidates. Since they are not looking for a job, they are more likely to visit web sites that provide information that is not related to looking for a job.
• Does this web site target a particular geography? If so, is it the right one?
• Does this web site offer the kinds of bells and whistles you will use? If you will not use banner ads, a searchable resume database, recruiting videos or online chat features, then you should consider whether a web site that either bundles these features in the price is the right one for you. Similarly, if the web site features video recruiting, and all the companies post their positions through a video posting, your text-based ad will pale in comparison.
• Does the web site provide flexibility in the length of time you can advertise a job or, if not, does the required minimum time to post match your desired time to post? If your job posting closes before the advertisement on a web site ends, your potential candidates are not going to be happy to know that their applications were received late.
• What is the reputation of the web site? Conduct an internet search on the web site, including the words "review", "effective", or other, similar words in the search criteria. You could also include words like "worst", "ineffective" and compare the results.
• How established is the web site? A recruiting web site can be too poorly established, but it can also be too well established if its time as the leading edge of recruiting trends has passed.
• Does the web site offer package deals for more than one job posting? Do you need a package deal? If so, what is the cost per job posting, even with the package deal?
• How easy is it to post the jobs?
• How easy is it to update jobs postings?
• Do you have to pay extra for a link to your organization's web site?
• What partnerships or affiliates does this web site have? Are any of them targeted? For example, if you post a science-oriented position on a site will it also be posted to affiliated, science-related sites?
• The decision to advertise online and then, where to do so, should incorporate an effective return on investment analysis. Keep data on the success of your online job posting efforts so you can determine which kinds of positions lend themselves to this form of recruiting, as well as which job posting web sites are effective. Track the:
• cost to advertise
• ease of posting
• number of applications received as a result of advertising
• quality of applicants received as a result of advertising