There is no shortage of jobs out there…in fact, It is estimated that there are more than 40,000 job boards currently in operation. So, if you happen to be looking to hire someone, then today’s show is all about the things you need to pay attention to. You see, getting the right talent in your shop involves a lot more than just posting an ad on Monster and hoping for the best. Today’s top talent are also top consumers and they’re shopping around to see if you’re worthy of their attention.

With me today to talk job recruitment and how to effectively find top talent is Peter Weddle. A few weeks ago Peter joined me to talk about how to find a job on the Net. Today, we’re hitting it from the perspective of the recruiter – an area that is Peter’s specialty. He is nationally recognized as the go-to guy for recruiting advice and writes a bi-weekly newsletter that is distributed worldwide. He’s also published an array of career books, guides and directories.

It was good to have Peter on the show again. He is a wealth of knowledge and practical advice. To set the stage, I had Peter remind us all again just how important the Web has become in online recruiting. According to research, one half of all employers are filling one quarter of their jobs from teh Web. To put this in perspective, ten years ago the number was zero. Today, the Web is the single largest source of talent recruitment for employers.

So, what should recruiters be doing to get top talent? Here are some interesting highlights from the show, but you have to listen to get all of them.

Use the 7:1 Method
Use seven Web sites for every one job. Two general purpose sites (think Monster), three niche sites (one for career, one for industry, one for location), and two diversity sites.

Vett Sites for Quality
Use Weddles Guide as a resource to find good job boards to advertise on. Look for the IAEWS logo (they're the trade or for quality job boards). Peter suggested some criteria to look for as well.

Break Habits
Currently, nearly half of every dollar spent in online recruiting goes to the three biggest sites (again, think Monster). Break out of this and be better recruiters -- go find people.

Write Better Postings
Make sure you have a good title in the online ad -- it doesn't always have to be the position title. Organize your content in headlines and bullets, and treat the first five lines as the most important. Remember, you're recruiting, selling, persuading top talent...have your marketing copywriter write the job ad for you!

And the list could go on.... Basically, listen to the show. It doesn't matter if you're an HR person or a marketer needing to fill a position in your department, Peter's advice is rock solid. Just keep in mind that the research has show that top talent is looking for a career opportunity, not another job.