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.