My Bold Prediction for 2013: Job Boards will LIVE

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WooHoo! Job Boards Live On!

Back in 2009, nearly four years ago, “guru” Dan Schwabel wrote about the demise of job boards.  I am happy to report that job boards are still here and every year, hundreds of entrepreneurs and techies launch their new version of the “job board”.  And while, Mr. Schwabel’s post provided valuable jobseeker advice, he did not predict correctly the demise of job boards.

There are those recruiters and hiring managers who refuse to use job boards.  If they are able to complete requisitions in a timely manner and with qualified candidates, more power to them.  My concern about this refusal is that online job sources are where jobseekers (active or passive) go first when they need to find employment or are considering a job change.

I have written before about the failure of the recruiter or hiring manager to write an effective job posting ad and then blaming the job board industry in A Job Description is not a Job Posting.  But I see the need to write again: the purpose of a job posting on a job board is to advertise a job opening – not recruit the perfect candidate.  That is a recruiter’s job.  The “problem with job boards” is not really the problem with the job board – it is a problem with recruiters, hiring managers, or HR professionals who assume that a job posting should produce perfectly qualified candidates.  Individuals who post jobs to job boards or their own career page need to actually compose a quality job advertisement/posting instead of simply copying and pasting a staid and poorly-written job description into the job summary section of the posting process, this improved practice might possibly produce better candidates in the recruiter’s inbox.


Here is a very important FACT: Job Boards still account for 20% of hires, second only to Employee referrals.  It is short-sighted to discount such a classic and, yes, still-standing source of hire.  Perhaps success has been limited because those who post jobs simply expect that to be all the work they have to do.

There is a BIG difference between corporate or in-house recruiting and 3rd party or agency recruiting. Corporations are not going to quit posting to job boards or pull down their own career pages. FACT: Aggressive hiring campaigns utilize job boards.  And with the implementation of social sharing, job postings are reaching more passive candidates than ever before.  And employment branding is very REAL.

Numbers don’t lie

35,000+ recruiters or hiring managers use Broadbean – a recruiting software that distributes job postings to multiple channels. Broadbean has partnerships with over 4,200 job boards.  Over 1.5 million job postings are distributed a month using Broadbean Technology.  These are FACTS.  This is math, people – objective math – NOT subjective conjecture.  And Broadbean is not alone, they are just one of many companies that compete in this particular market.  Science and technology are improving the job posting process. is a new job board launched on Nov 12, 2012.  Less than 2 months old, has close to 100,000 job postings on their site. The interesting thing about is that much of the success for the jobseeker relies on the jobseeker.  His qualifications, his resume, his profile are semantically-matched to the open jobs.  The technology of posting jobs is changing and with that, the art of finding a job is changing, as well.  Science and technology are improving the job search process.  

Innovative and intelligent candidate sourcing softwares like the new class of job boards, as well as the increasing savvy of jobseekers will have a great impact on the job posting and job search process. Improvements are here and more are coming.

Recruiting is not a mindless or throwaway job.  Job search is a necessary task that is quickly turning into a required skill set for today’s jobseeker.  Sadly, unemployment rates continue to bob and float at the same levels they have for quite some time now.

Job Boards are not going to die.  They are not going away.  But they will improve, with consistently evolving technology behind them.  Jobseekers will continue to use job boards, but at their own pace, in their own way – making job boards and social networks work for them, the jobseeker.

I look forward to the needed changes that will undoubtedly spring forth in the tedious hiring process.  In order for those changes to be successful though – they need to benefit the jobseeker.  Today’s jobseeker is weary and needs a break.  Technology and the people behind the hiring process should give it to them.


Job Boards are NOT Dead.



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  1. Great article, Rayanne. I also like a lot of what Dan writes but he was so far off the mark with that blog article that I actually felt bad for him. It was clear from reading his article that he didn’t understand the industry about which he was writing. Wasn’t the first time that a blogger (or even a journalist) failed to properly understand their subject matter before committing fingertips to keyboard and, unfortunately, it won’t be the last.

    • Thanks Steven– I appreciate you commenting here and know of your commitment to the industry. My commitment runs across job boards, recruiting technology, recruiters, and especially to the jobseekers.

      I think we all have a responsibility to call out issues, broken processes, and tech that doesn’t work. There are solutions – we need to be committed to finding them and implementing them…

      Happy New Year!

  2. While I agree that job boards are not dead…and probably never will be…they are hanging on by a string from the candidate’s perspective. Candidates use job boards because it’s too time consuming/difficult to think of every company in the area that might be hiring and then find the employment page on the company’s website. But does that mean that job boards are good? Nope. And it’s not the job board company’s fault (although the ridiculous amount of advertising on the main job board sites is nauseating). If you’ve been unemployed and tried applying for jobs lately, you know that 90% of the time you can’t apply directly from the job board. You get transferred to the company’s website/ATS and have to enter every detail of your life OVER and OVER and OVER again. My husband was unemployed this year and he found that on average he could apply for one job every 30 minutes. The issue may not seem so bad when you have a targeted career/skill set (i.e. fewer application opportunities), but for blue collar workers with a wide range of skills the process is exhausting. Quite frankly, companies are missing out on candidates because they experience job app fatigue. You can only enter every detail of your job/educational history so many times in one day without wanting to pull your hair out.

    • Hi Breanne-

      Thanks for commenting – I so appreciate you taking the time to comment.
      I agree with you regarding job boards and the need for them to consider the application process. The tech used by job boards will evolve – it has to. Job boards will not die, but they will change – they already have and new boards, like, will put BOTH end users first – the jobseeker and the recruiter.

      Necessity has always been the mother of invention.

      I too have endured the posting process, as a recruiter and the search process as a jobseeker. It is why I am so passionate about getting it right.

      If you are working on the problem, you are part of it.

      Happy New Year, Breanne!


      • Quick question: Did your husband find work and what sources proved the most worthy during his job search?
        Which job boards produced the best results for him?
        Did he, ultimately, get his job through a job board or by using information he found on a job board?

        I am just curious about what IS working…

  3. He actually did recently find a job (hallelujah)! He primarily used Monster and Careerbuilder. Even though I encouraged him to use some of the less well known job boards, he didn’t want advice from his former recruiter wife. 😉 He probably applied for 10-15 jobs per day with almost no responses to his application. In the end, a recruiter actually recruited him based on his resume on Monster. I actually don’t think the company even had the job posted publicly. I was really pleased to see recruiters still looking through resumes posted on Monster.
    Ironically, he almost took his resume down the week before the recruiting call because he was so tired of job board spam. He received 2-3 calls and emails per day from insurance companies trying to get him to open a branch. They were relentless. There were tons of other scammy companies that emailed him daily too. “Work from home and take surveys and make a million dollars a year…” Ugh!
    In the end, it was all worth it because he’s employed with a great company and really liking his job so far.

  4. THAT is great news. Part of what makes online job boards so great is the ability to store and update a profile, and keep a resume available to recruiters like this guy. Part of a job boards’ revenue stream is hosting resumes and profiles in searchable databases. This is how your husband got his job – he did benefit from a job board.

    Many individuals forget that once a resume has been purchased from a job board and then stored by a recruiter or in an ATS/CRM is then accessible and searchable – to be sourced again. That is as a result of a jobseeker using a job board. Though the potential candidate is not offered a job from his original response to a posting, there is opportunity to be contacted for another job later. That is STILL a job board as source of hire.

    So glad it worked out for your husband!

  5. Job boards are far from dead! We build classified advertising solutions for job boards, real estate, motors and general classifieds and by far our most popular products right now are related to job board software. Adicio has been building job board software for over 15 years and we feel that 2013 is going to be a very strong year for us and our clients. We have seen very solid growth in our unique niche job boards on our consumer-facing job board portal, We continue to add to our CareerCast Niche Networks and expect to have over 14 niche networks in the first half of 2013. That all sounds great for the job-board industry but for the job seeker out there it means they have more choices. That doesn’t always mean things are easier for job seekers but for those willing to dig and hunt a little more, there are more tools coming online every day, including job boards.

    We’re looking forward to a great 2013 and hope you are as well!
    Steve Dahl
    VP Marketing,

    • Thanks Steve!

      Appreciate the comment and love that the jobseeker has more choices now!

      With eyes of hope, I look to 2013 as a great year where we, despite a really crappy economy, were able to create brilliant destinies.


  6. Inyeresting article indeed. My thinking is that discusion here is about trend and facts are that job boards are around but less and less relevant. I am very sceptical when hearing that job boards deliver 20% placements – it is more 5-8% if measured properly. Now that almost every company of significance has career site and that scraping technologies of Indeed and likes are better and better I don’t see easier place for job seekers to start looking for jobs then on agregator sites. It would be an interesting experiment to try not to use job boards for few months and see if there is any impact on candidate flow or placement times. I seriously doubt it.

    Davor Miskulin |
    • Hi Davor-

      Hope you are well!
      I respectfully disagree – the facts prove that job boards are more relevant than ever before – to the JOBSEEKER. This maybe where failure and disconnect continues to take place. Jobseekers like job boards – they like being able to search for jobs online and have a bit more control over their job hunt. The fact that many job boards don’t have their act together or that many recruiters don’t follow up or respond to applicants is another issue all together. The candidate black hole is not technologies’ fault or the jobseeker’s responsibility to fix, this is an on-going HUMAN recruiter issue. Aggregator sites like Indeed or Jobrapido are making a difference and new job boards like are taking notice and creating a product that supplies the ultimate benefits to BOTH end users: recruiters/hiring companies and jobseekers.

      Thanks for your comment!


      • Hi Rayanne – indeed all good on my end and felling somehow rested over the past holidays. I understand the approach you are taking and trying to place light and importance on the job seeker. I could not agree more. Key failure in my opinion of the job board industry was not to try to engage and truly “know” who the jobseekers are – something in concept LinkedIn has done so well. For clarity my thinking is that LinkedIn is true example of Joboard 2.0 or 3.0 execution – many forget they started in 2003 and wrongly are placed into social bucket.

        Now in regards to job seekers I remember studies done back in 2003 where when presented with the task of job finding user groups would in majority of cases first start with Google or Jahoo or AskJevees in those days. The fact then was that job boards where best in SEO hence the next step in job search process was Monster et al.

        Aggregators in my opinion have uper hand at the moment – look at Nielson actual traffic data and also recent price paid for the Indeed as an exams and how difficult or impossible is to sell Monster for example. Still aggregators in my opinion are just intermediary step towards new paradigm if social media in true spence if the word. We just need to give it more time.

        Davor Miskulin |
  7. Great article! You hit on something that users of RealMatch have known for some time: job matching technology can enhance the user experience and radically change the way people interact with job boards, saving users both time and money. The future of job boards in our view should not require job seekers to manually search on multiple job sites, thereby forcing employers to post on multiple job sites, rather, users will develop loyalty to one, trusted site that helps them find jobs that they are interested in AND qualified for across thousands of sites and connect them with the right employers! Matching across a network of job sites makes the internet the job board! Job Boards that offer this kind of user experience rather than “search” on a single destination job site will develop that user loyalty, grow revenues and ultimately win.

  8. Great article indeed. I am based in Australia and unfortunately we have one dominant job board. I think job boards will always be part of the mix for jobseekers to find jobs. My thoughts are there are a couple of different jobseekers that need to be catered for 1. the active jobseeker – job boards are crucial for this group 2. the opportunistic jobseeker – job seeker who would move but only to very specific companies and roles, job boards are hood for this but probably more specifically the company’s job board becomes the focus. 3. the passive jobseeker – this jobseeker is not actively looking but will jump on something of presented at at the right time – like being presented latest jobs whilst reading articles of interest.
    JXT runs a network of over 200 niche job boards and also provides job board technology to recruitment agencies, media companies and corporate HR departments. With over 600 websites/job boards under its management JXT can only see ongoing growth in this sector even in a tight job market and economic uncertainty.

  9. Hello Rayanne,

    Great article! Actually, my reponse was too long to fit in a comment, so I’ve sent it to Jessica in an email. Hope you find it interesting.

  10. Hello Rayanee,

    As a job board software provider (, I am pleased to read an article by a person who truly understands the value of niche job boards. Our software offers recruiters the option of developing screening questions to capture candidates who meet their requirements to apply for jobs and thereby eliminate the bulk of unqualified jobseekers from their consideration. We also link to social media sites and will offer mobile in the near future. Job boards have come a long way since Dan Schwabel wrote his article in 2009. And I am happy to see you have brought recruiters into 2013 with the facts of how niche job boards can help job seekers invest their time wisely applying to jobs they qualify for and recruiters to streamline their inbaskets of resumes. Great article, Rayanne.

    • Hi Jean-

      Thanks so much for commenting here. Agree with each of your points. I have found that jobseekers and recruiters, alike, need as much information about each other to gain a full understanding of the hiring process today, as it is constantly changing or updating…

      I am so glad that Dan Schwabel’s prediction did not come true!



  11. I agree with you. Job boards are not dead. We share the same sentiment that the purpose of a job posting on a job board is to advertise a job opening – not recruit the perfect candidate. In a sense, this is more favorable for the jobseekers because they could search jobs online faster. But the decision now relies on the recruiter or HR. Most of the time, job boards are pretty helpful when you’re looking for easy-to-find candidates (general/active candidates) like call center staff, admin and cashier but will be much difficult to find passive candidates–those who are professionals/specialists (or people with tax skills) because these people, if not employed, are not actively looking for jobs. The rule with job board is simple–if a job seeker posts a lousy resume then most likely they’re going to receive lousy results no matter what the job board does. Same thing with the recruiter, if the employer posts a lousy ad, then they’re going to meet with lousy results no matter what the job board does. Balance is the key. Both sides must do a great job for them to benefit from each other.

  12. Nice article, Have tweeted it to our followers.
    Setting up a Niche Job Board is very easy and they will continue to grow as economy diversifies.
    We are a job board software developer and get job board requirements for diverse sectors from various countries.

  13. Great analysis! I’d say also that when you start a niche or a local job board you will have quickly many competitors around. Worse, if one of your competitors makes job posting free (if Ads revenue are fair and fine for him/her) than your business is officially dead.

    In the other hand, generalist and international job boards are well placed to live longer. Although they require more work and more money to invest but therer are few businesses in this industry and there is no reason that does not work. One other smart idea is to grow strong social media presences to attract candidates and potential customers to your job board (Groups in LinkedIn, Pages or Groups in Facebook…). That way, instead of having social media as a handicap or competitor to your business, you get benefit from them to grow yours!


    KAM –


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