Comment by Jüri Kaljundi on February 17, 2010 at 9:42am

One thing many forget is that modern multi-posting also includes not just job boards, but search engines (Simply Hired, Indeed, Google Base etc), social networks (Facebook, Twitter, LinkedIn, Google Buzz etc) and e-mail (both personal as well as to mailing lists, like for sharing and forwarding by employees). You need to be able to do it all from one place, to be able also to track statistics and analyze. And when 10 years back we could just throw out the ads from the pipe to multiple job boards, it needs much more customization for each channel and use case. Then again the results can be better nowadays as well.

Comment by Saleem Qureshi on February 18, 2010 at 1:45am

How could you be ensure that multiple-posting will help you out to find great talent? A recruiter must be careful while posting a job and have a great sense of knowledge that where he can hit his target audience Multiple posting on less expensive job boards, will bombarded you with huge amount of respondents, and also waste your time in posting jobs at so many places.

Comment by Mark Jones FIRP on February 18, 2010 at 4:36am

Hi saleem,
The fact is every job board, has good and bad days depending on who is looking at any given time. By carefully selecting the job boards by performance and strength, then covering the industry focus by posting on quality niche boards, you are giving yourself the best possible chance of success. We post our vacancies to the generalist, niche and regional boards and to top it off reverse publish into the regional paper for the jobseeker that still likes print press. I think if an advert is well written and makes very clear what type of person is required along with some KILLER questions the unsuitable applicants can be kept at a minimum. This problem is something that is not going to go away, but many software providers to the industry are tackiling this issue with parsing technologies.
To answer your final question about wasting time, this is why multiposting is a must as you post it once.
I hope this answers your question,
all the best Scott Taylor (Recruitment Media Director @ Recruitersite.co.uk)

Comment by Jüri Kaljundi on February 18, 2010 at 4:52am

Also let's not forget, that there is a huge amount of (mostly SME) companies who do their own recruitment and have no specialized HR or recruitment staff. Besides, they do it only rarely, in many cases just a few times per year. Third thing is, they often are willing to spend their time instead of money. Let's keep a broad view on this. Too many times recruitment is looked at only from large company, HR department or specialized recruiter point of view, but that's just part of the puzzle.

That means there have to be easy to use, automated, intelligent solutions everyone can use that have machine learning, make decisions for the end user and educate him/her at the same time.

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