Write the job ad so that it attracts the top performers. As mentioned before, don't be afraid to select some hoops for the candidates to jump through. As in teaching, the harder the assignment, the easier it is to see the more competent people shine. Everyone can do an easy assignment relatively well.
Be as specific as possible about the job. If your practice is a strong practice and sells itself, then you want the ad to be particularly detailed so that longshot candidates are discouraged from applying. Thriving, well-maintained practices will get a lot of submissions.
Monster.com and CareerBuilder.com were our biggest submissions--and we paid for them. The free advertising--LinkedIn and Constant Contact to our clients netted some--but the Constant Contact did net our most promising candidate. This in addition to allowing us another chance to touch base with our clients and let them share somewhat in our success.
As of yet, we haven't noticed much in the way of submissions from the local job boards at ASU and the Maricopa Community Colleges.
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