An Overview of Jobcentre Advertising for Employers

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<h2>Key Takeaways</h2>
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<li>The Jobcentre is a cost-effective solution for advertising jobs, particularly for blue-collar and high-turnover roles.</li>
<li>While it offers free advertising, it can be a balancing act managing candidate quality and general hassle.</li>
<li>Use the Jobcentre at the beginning of the recruitment process and manage applications proactively to avoid common pitfalls.</li>
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The Jobcentre, also known as Jobcentre Plus, is part of the Department for Work and Pensions (DWP) and helps employers advertise jobs for free. It connects employers with jobseekers, particularly those who are long-term unemployed and seeking blue-collar jobs. Indeed, some businesses use the Jobcentre to support long-term unemployed individuals, aligning with corporate social responsibility goals.

In the past, every town had a Jobcentre where the unemployed would look for work and “sign on” for benefits. With recent changes, many Jobcentres have moved online, making the Jobcentre a digital platform for job advertising.

The free job advertising service is attractive for employers with tight recruitment budgets. Employers with high staff turnover often use the Jobcentre as a quick fix for ongoing staffing needs. 

While the Jobcentre is a cost-effective solution, it has its own set of challenges and considerations.

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Advantages of Advertising with the Jobcentre

• Free advertising.
• Ease of use: Once registered, the system for posting jobs and managing applications is generally straightforward.
• Supports social responsibility: Hiring through the Jobcentre can help  long-term unemployed.

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Disadvantages of Advertising with the Jobcentre

• Limited for specific roles: The applicants are more suited for blue-collar positions.
• Poor quality of candidates: Employers often find that the quality of candidates from the Jobcentre can be variable. The pool predominantly consists of long-term unemployed people, potentially leading to hires who do not meet the Minimum Acceptable Standards.
• High volume of inappropriate applications: Significant time may be spent sifting through applications, some of which may be irrelevant or from applicants only seeking to fulfil benefits requirements.
• Applicant apathy: I generally find jobseekers less engaged and reliable. A higher proportion of applicants aren’t as easy to contact, fail to attend interviews, or accept job offers but not start. Dealing with this all adds unnecessary time to the process.
• Employee turnover and retention issues: I don’t know if it is a characteristic of the jobseekers or the employers using the Jobcentre; however, I often find a higher staff turnover.
• No guarantees: Because the Jobcentre doesn’t charge and is just advertising, it doesn’t offer any guarantees of successfully filling a job.
• Lower return on investment: We recruit employees to add value. While exceptions exist, fewer Great Performers are available to add the desired value. Many Poor Performers don’t seem as interested in turning up for work (some exhibit a sense of entitlement), knowing they can be dismissed and go back to claiming benefits.

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Types of Jobs Suitable for the Jobcentre

• Blue-collar jobs: Manual labour or skilled trades, warehouse workers, construction workers, tradespeople, mechanics, and factory workers.
• Driving and delivery jobs: Delivery drivers, truck drivers, and courier services.
• Retail and customer service jobs: Retail roles, call centres, and customer service environments.
• Hospitality and catering jobs: Chefs, kitchen assistants, waitstaff, catering services, baristas in restaurants and bars.
• Temporary or seasonal jobs: Holiday retail staff or agricultural workers during harvest seasons.

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How to Advertise with the Jobcentre

Employers should consider advertising jobs with the Jobcentre at the beginning of their recruitment process.

The Jobcentre functions similarly to online job sites:

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Step 1: Register as an employer

Register online through the Jobcentre Employer Direct service or a similar platform managed by the DWP.

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Step 2: Create a job advert

Provide detailed information about the job, including job title, description, location, salary, contract type (full-time, part-time, temporary, etc.), and any specific requirements or qualifications.

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Step 3: Submit for review

The Jobcentre may review the job listing to ensure it meets guidelines and standards, such as legitimacy and compliance with legal employment standards.

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Step 4: Approval and posting

Once approved, the job advert will be posted on the Jobcentre’s online job board. (Often, this is a formality for new employers, and subsequent job adverts are immediately approved.)

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Step 5: Communicate with applicants

Use the Jobcentre’s online system to receive applications, shortlist, and communicate directly with applicants.

When you’ve successfully contacted a potential applicant, use Telephone Interviews to avoid time-wasters and ensure applicants are serious.

Be clear and assertive when arranging interviews, not tolerating lateness or excuses.

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Step 6: Ongoing management of adverts

Manage job listings by updating or removing them when positions are filled, all through the online system.

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Additional Resources

• Recruiting Book; The Secrets of Great Recruitment: How to Recruit Great Employees.
• Downloadable PDF guide; The Reality of JobCentre Advertising: More Hassle than it's Worth?
• Article; JobCentrePlus for Employers: A Strategic Guide
• Article; Advantages & Disadvantages of Using JobCentre Plus for Recruiting Staff.
• Article; Cost to Advertise with the JobCentre Plus - It Isn't Free.