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I will first say that I do see value in job boards, and believe it is a critical tool to become successful as a sourcer/recruiter.  It’s like building a house.  You can not and would not build a house with just one tool.  It takes many tools to build a home that will stand the test of time.  As a recruiter/sourcer, you need to take the same approach when finding the perfect candidate.  Not only will you be successful, but you will be able to find candidates no one else is working with.  Doesn’t it feel good when you get asked how you found a candidate, and you have some great story about the sourcing technique? I believe you can find a lot of value in your internal ATS, while taking advantage of work done by others.

 

What would you need to start your own staffing company? Answer: Telephone and a subscription to a job board.  However, you will soon realize almost every candidate you speak with has 5 other better opportunities he/she is exploring.  I have always been a believer in if you live by the jobs boards you will die by the job boards…

 

Let me explain a little for those of you who do spend a lot of time on these boards.  What is the first thing you do when you find a good candidate on the job board?  If you are doing your job you most likely put this candidate into your ATS.  As time goes on, this candidate more than likely has either found another job, or decided to stick it out with his/her current employer thus making him/her a non-active candidate.  Many times these candidates realize they have made a bad choice, and would be interested in listening to potential better job opportunities.  BAM! This passive candidate is like gold, and where you want to be spending your time.  Chances are they have not been kept in touch with by other agencies, and at times you are the only one they are speaking to about a new position.  You will need to be cautious about working with these candidates.  This can be a double edged sword, and you will need to dig into why they would want to make a switch so soon, or why they have again decided to leave their employer.  Last thing you want or need is a candidate who will again leave your position for another better opportunity. 

 

I know what you are saying at this point….”I dig through the database, and NO ONE is interested” or “I dig through the database and feel like I leave 1000 voice mails.”  You will have days like these when working through an internal ATS, but I guarantee if you put into the work you will yield great results. Stick with what you are doing, and the numbers will owe you (I always thought this phrase was a bunch of crock, but for some reason it always rang true).

 

It is no secret, passive candidates are the candidates we all want to be working with.  Working with passive candidates gives us a better opportunity to sell them on the position we have, and gives us a better chance to reduce fall off after an offer has been accepted.  Those who succeed in this business, are the ones who can find and sell to these candidates.

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Comment by Randall Scasny on December 29, 2012 at 6:42pm

By staying away from "job boards" you are saying they have no value to you. I can accept that.

But to suggest they have no value and are a waste of time, that's a different story.

I have customers who get hired by applying through a job board. It happens more often than with social recruiting sites. So, I guess it depends on what kind of talent you are seeking to fill your reqs. I would never use a job board for an executive. But for a web designer or an engineer, well, they will get tons of calls! What I don't like about job boards is the crap they put on them. Too much advertising and too much garbage about online education. I also hate the fact that when ever anyone posts a resume to Monster or CareerBuilder, they get an email from Aflac, Prudential, Primerica, Waddell & Reed (scam), et al that says to call for an interview. It's BS and just turns people off. My suggestion to job boards is keep it simple and do a better job at not only helping recruiters, but helping individuals. The behavior of job boards (as I have watched their interfaces and software change over the years) is that they believe they are helping individuals by making it easier to post a resume or giving the same regurgitated information on how to write a resume that's in every resource section of the WWW. No, that's not making it easier for people. What people need is to understand why they are not getting a response or why they are getting the wrong kind of response. This means more information about how their resume is being searched and viewed in the job board database. That would be very helpful.

Comment by Ryan Harding on December 30, 2012 at 10:08am
As stated above "I do see value in job boards." Very first sentence in the blog. Thanks for reading.
Comment by Randall Scasny on December 30, 2012 at 12:25pm

Ryan, you may find value in job boards as you stated, but I'd suggest you re3ad between the lines. Look at the rhetorical drift of these posts. Clearly, some of the posters don't find value in them.

Comment by Sandra McCartt on January 3, 2013 at 12:05pm
I have gotten more so called "passive candidates" from job board postings than I ever got from direct recruiting. Spending your days digging through job board databases is in my opinion an exercise in time wasting. Half, at least of the candidates I have placed did not have their resume posted but they watch the major boards or specific industry boards just to see what comes up and many times they were not looking but someone they knew emailed them the job.

A curious person is always easier to work with than someone who is busy and happy. And most people are curious as to what is going on in their industry.

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