Even job boards require strategy.
Just because someone is actively searching doesn’t mean they’ll find – or choose – your role. The recruitment market is saturated, and good candidates are increasingly selective. If your listings are unclear, inconsistent or poorly structured, they’re unlikely to make the shortlist. Being visible is no longer enough. You need to show up well – with relevance, clarity, and credibility.
1. Optimise for the platforms your candidates use
Most job searches begin on Google. If your job listings aren’t structured to meet its schema, they’ll struggle to appear in search results – or look underwhelming if they do.
Venn’s platform ensures job postings meet best practice for Google for Jobs, Indeed, and LinkedIn, with structured metadata, clear titles, salary/location fields, and real-time editing functionality – so internal teams can manage and update listings easily.
2. Make your listings do more than list
Too many job ads read like policy documents. Bullet points, requirements, buzzwords – and no sense of what the role feels like. But the best candidates want more than a list; they want a picture.
Venn enables employers to embed listings within a wider brand-led careers environment, where listings are contextualised with culture content, team profiles, and purpose-led messaging. This content lives on a dedicated platform that reflects the business – not a templated job feed.
Fernly, Venn’s strategic communications partner, supports this work by advising on EVP, tone, and core messaging – helping internal teams shape job content that aligns with what the brand actually stands for.
3. Show up consistently, everywhere
From job boards to social platforms to your own website, candidates will often encounter your brand more than once – and inconsistency erodes trust.
Venn’s platform acts as a single source of truth: a central, structured hub where job content and employer brand messaging are curated, managed, and distributed. Whether listings appear on Google for Jobs, LinkedIn, or niche job boards, they all draw from the same system – ensuring clarity, consistency, and control at every candidate touchpoint.
At the same time, Fernly’s specialist communications advisors help shape the message itself – ensuring what you say is just as strong as where and how it’s seen.
Final thought
Active candidates may be looking – but that doesn’t mean they’re desperate. A scattered, inconsistent or lifeless recruitment presence will lose good people before you ever speak to them.
Venn gives you the structure to show up well. Fernly helps ensure what candidates find when they arrive is worth listening to.
This blog is part of a nine-part series designed to help employers attract, engage and convert better talent.
If you'd like support applying these ideas, you can enquire directly about our core package – and build from there. That might include strategy, content, or even video and photography through our creative partners.
