Why post at GoodWork
— first and always?

In short — posting with GoodWork is good for your organization, good for the community, and good for the environment.

GoodWork's quality of results, the ethic, the sustainability – all are unparalleled in any other place to post.

Yet it's easy to feel unsure, especially if you haven't posted before.

We invite you to go ahead and post: GoodWork.ca/Post – our dedicated team will take it from there. Or, if you have any questions or concerns, please contact us. Or read on...

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Don’t wait until your position becomes hard to fill.

We've noticed that some employers are trying the “free” route first, but end up wasting time, money — and missing the best applicants.

They post on:

• social media
• and anywhere else that appears to cost little or nothing.

Later, they come
to GoodWork, frustrated. By then, valuable time has already been lost.

The problem isn’t numbers

Many employers assume hiring is a numbers game (more exposure = more applicants = better hiring). But that often isn’t how it works. The real question: Who is seeing your posting? A generic audience often produces generic results. A mission-driven audience produces much better odds.

“Free” can be expensive

Posting in free or broad channels may seem economical.

But hidden costs can include:

• time spent sorting unsuitable applications
• repeated reposting
• algorithmically limited visibility
• rushed hiring decisions
• prolonged vacancies
• staff burnout

• lost productivity
• missed opportunities

This can cost far more than the modest cost of targeted recruiting.

1. Social media is not a hiring strategy

Social media can help, but it has major limitations. Your post may:

• disappear within hours
• be seen by only a small fraction of your followers
• be buried by algorithms
• attract casual clicks instead of committed applicants

And platforms like LinkedIn increasingly prioritize more expensive, paid ads. “Free exposure” is often less free — and less effective — than it appears.

2. General job boards create volume, not fit.

Mass-market platforms can generate plenty of clicks. But quantity is not quality. Broad platforms often attract:

• indiscriminate applications
• one-click applicants
• people applying to dozens or hundreds of jobs
• candidates with little connection to your mission or sector

If you’re hiring for meaningful, specialized, or values-driven work, this creates noise—not clarity.

Why GoodWork works differently

For over 25 years, GoodWork has helped connect employers with people seeking meaningful work.

Our audience comes specifically looking for opportunities in:

• environment
• sustainability
• climate
• conservation
• nonprofits
• social purpose
• ecological farming
• food systems
• outdoor work
• community-based initiatives

These are not random browsers.

They are motivated people actively seeking purposeful work.

Better audience = better applicants

A targeted posting often means:

✔ fewer irrelevant applications
✔ stronger alignment with your mission
✔ more thoughtful applicants
✔ faster hiring
✔ less wasted staff time

One excellent applicant is worth far more than 100 random clicks.

Start where the right people already are

A smarter hiring sequence:

1. Post with GoodWork first
Reach a targeted, values-aligned audience.

2. Share through your own networks
Newsletters, your website, word of mouth, social media. Using the link for your posting at GoodWork can add positive impact.

3. Add broader channels if needed
Only if the role genuinely requires wider reach.

Don’t make GoodWork your emergency option

If GoodWork reaches the right audience, why wait until your search becomes difficult?

Start with the strongest fit first.

Your best candidate may already be here.

When you post with GoodWork, it's a win-win for you, the environment, the greater community.

Post with GoodWork now:

Post: GoodWork.ca/Post

Rates: Sliding scale ($0 to $300)

Our modest fee covers our costs in providing this service and attracting great candidates. We are mission driven — neither for-profit nor freebie.