As a representative of a key player in the market, I’d like to add a few comments. And my Bold Prediction for 2013 will underline, highlight and write a few notes around what Thorn explicitly states in her article: job boards will change.
Of course job boards are not going to die out. They never were, for the simple reason that, as one commentator on Thorn’s article puts it: “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.” Time consuming, difficult, and nigh-on impossible, we’d wager. After all, who is going to spend all day researching lists of local companies, only to find that none of them are hiring? And which recruiter, when posting adverts on job boards is often free, is going to put all their eggs in the basket of their company pages?
One thing is clear, however. The internet is constantly changing, and job boards must change with it in order to survive. Once the prestige of few, internet access is now the norm, and this explosion of quantity of users has brought with it a distinct lack of quality of information. So 2013, when it comes to job boards and other internet phenomenon, will be all about filtering, and we boldly predict that we’ll see this taking two forms.
Here in the world of job finders, we have our own technologies and search systems to distill the quality of the offers that are posted and help them attract the right sort of applicants. These technologies are constantly and now more than ever, being refined. As Thorn states, “necessity is the mother of invention”: first and foremost, we’ll see demand dragging innovation forwards in the job search technology used by websites.
Second, trends for social recruiting are giving us a new filter; one that job websites will have to take on board and adapt to their own needs in order to survive competition from networks such as LinkedIn and Facebook. We predict that social options will increasingly feature on job websites, allowing candidates and recruiters to find a suitable match by exploring their contacts’ networks. In an ideal recruitment world, we’re looking at a scenario in which the few degrees of separation which stand between the perfect job and the perfect applicant can be crossed via job boards and aggregators.
If we can make this be the case, then job boards are not dead. They are, however, in need of some clever resuscitation. With a certain amount of reformation, then, I'm putting my bets on a full recovery.