UK Job Board Performance Report 2026

Job Board Direct reviewed candidate response across UK recruitment advertising campaigns to better understand which job boards and advertising channels generated the strongest applicant response.

This report is designed to help employers make more informed decisions when choosing a flat fee recruitment advertising package.

Overview

Choosing the right job board mix can make a significant difference to recruitment results.

Some job boards may generate high application volume, while others may be more suitable for specific roles, sectors or locations. The best recruitment advertising campaign often combines reach, relevance, advert quality and good candidate management.

Candidate response by source

The following candidate source data is based on Job Board Direct campaign analysis across 112 vacancies starting January 2026.

Source: Indeed
Candidate volume: 5,290

Source: Totaljobs
Candidate volume: 5,250

Source: Reed
Candidate volume: 4,343

Source: Job Board Direct
Candidate volume: 2,616

Source: CV-Library
Candidate volume: 1,921

Source: Partner Network
Candidate volume: 98

Source: LinkedIn
Candidate volume: 13

What the data suggests

The data shows that Indeed, Totaljobs and Reed generated the highest candidate volumes in this sample.

However, candidate volume should not be the only measure of success. Employers should also consider candidate quality, relevance, location, salary expectations, role type and cost per suitable applicant.

Cost per candidate

Cost per candidate helps employers understand the value of each recruitment advertising channel.

A simple formula is:

Advertising cost divided by number of candidates received equals cost per candidate.

For example:

£350 advertising cost divided by 100 candidates equals £3.50 per candidate.

Best job board combinations

The strongest campaigns often use more than one candidate source.

For lower-budget campaigns, employers may focus on high-response channels and strong advert optimisation.

For higher-impact campaigns, employers may combine sponsored visibility, candidate invites, ATS management and screening support.

What this means for employers

Employers should avoid relying on one job board alone.

A better approach is to use a package that combines job board reach, advert optimisation, social sharing, ATS access and candidate management support.

How Job Board Direct uses this data

Job Board Direct uses candidate response data to help employers choose the most suitable recruitment advertising package.

This helps improve job advert visibility, manage candidate response and support employers in making better hiring decisions.

Summary

The data suggests that no single job board should be relied on in isolation.

The strongest recruitment advertising campaigns often combine high-volume job boards with targeted distribution, candidate management and clear advert optimisation.

Job Board Direct uses this type of performance data to help employers choose the most suitable package and advertising mix.

Next steps

View Job Board Direct packages
https://jobboarddirect.co.uk/how-it-works/

Post a job

https://jobboarddirect.co.uk/post-a-job/

Contact Job Board Direct
https://jobboarddirect.co.uk/contact-us/