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The job boards are dead. Long live the job boards!
In 2009, Dan Schwabel wrote about the demise of job boards. And December 2012 saw a strong comeback to this in
Rayanne Thorn’s “My Bold Prediction for 2013: Job Boards will Live”.
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.
Views: 673
Tags: Human Resources, Job Board Aggregator, Job Seekers, Recruiting Tools / Sourcing, careerbuilder, job boards, monster.com
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Comment by bill josephson on February 6, 2013 at 12:26pm -
My clients don't miss the board candidates.
Candidates I find who swear they're not on Boards, companies tell me they already have them from the Boards.
Again, I need to find more inept companies
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Comment by Sandra McCartt on February 6, 2013 at 5:12pm -
I write better job ads than a lot of my clients do. I don't waste a lot of time digging through the boards but i do get some stellar candidates who respond to my ads when they do not to a company ad that is a laundry list of job requiremments. Some of the top qualified candidates do not want to sail their resume direct to a company or put their resume on the net.
Maybe you need to develop your ad writing skills Bill. My clients are far from inept and they can do a google search or a linked in search just as i do but they don't have the same ability i do to entice a candidate. It's all in the presentation my friend.
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Comment by bill josephson on February 6, 2013 at 5:25pm
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Sandra, I'm sure my writing skills could be improved.
The companies shoot themselves in the foot with their laundry lists of "must haves." I love all the subjective soft skills they throw in as though someone doing the function for a competitor somehow wouldn't have "good presentation skills" and the beauty's in the eye of the beholder.
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Comment by Steve N Odell on February 6, 2013 at 5:25pm -
I am with Sandra on this. We don't mine resume database. When we connect with one of those you are the 10th one. Too much competition and if someone else has a good job, they could turn yours down. We do get response to some of our postings.
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Comment by Penelope on February 7, 2013 at 3:36am -
Many thanks to all for your comments! Fascinating to hear all your different perspectives. I've got an article which will feature a linguistic analysis of our most successful job adverts in the pipeline and would be more than happy to share it with you all when it's out if you'd be interested.
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Comment by Steve N Odell on February 7, 2013 at 11:20am
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Penelope - I would be interested
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Comment by Sandra McCartt on February 8, 2013 at 9:04am
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Very interested in seeing your article. My opinion, the weakest area of recruiters is knowing how to advertise.
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