The myth that job boards are dead or dinosaurs has long since been debunked. Despite the arrival of seemingly endless variations of “the next big thing,” job boards remain among the most effective sources of new hires for small and mid-sized as well as transnational employers. How have they been able to achieve such resiliency? By evolving with the times and technology.
There are at least 150,000 job boards currently in operation around the world. They are operated by commercial enterprises, print and digital publishers, social media sites, job search engines, aggregators, governments, professional societies, even fraternities, sororities and other affinity groups. Their only common denominator is the use of technology to give employers access to talent and job seekers access to employment opportunities. Other than that, they are more dissimilar than they are alike.
It’s that single commonality, however, that has given job boards their staying power. They are prime examples of how to leverage technology for results that are actually useful to their customers. Whether they develop it inhouse or partner with other organizations, today’s job boards offer an array of tech-powered capabilities that enable employers to tailor both their message and reach into the talent pool.
Here are just a few examples:
Nexxt.com (formerly known as Beyond.com) offers a product called Text2Hire, which sends your job posting or branding message to candidates’ cell phones and other mobile devices. Since more than 70% of job seekers use their mobile device to look for employment, a text message is an especially effective tool for sourcing. No less important, such messages get a 99% open rate compared to just 20% for traditional email, so they typically generate more applications more quickly than other forms of outreach.
HealthJobs.com, a subsidiary of the job board HealthJobsNationwide.com, is a job aggregator – similar to Indeed, CareerJet, JobSafari and JobRobot – with one important difference. It focuses on a specific niche of the economy. It doesn’t collect every kind of job and force job seekers to search the entire pile to find the opportunity they’re interested in, but instead aggregates only healthcare jobs, making it easier for each individual opening to stand out and for job seekers to find the right ones for them.
Snagajob.com, a job board that serves hourly workers, and The New York Times Job Market – among many others – offer programmatic ad buying to provide employers with much more precise targeting of candidates and much greater control over their ad spending. The technology uses advanced software and analytics to automate the buying and placement of ads – typically through an online auction and an ad network – so that they appear on the right sites and for the right length of time to generate just the right number of candidates required to fill an opening.
Association CareerHQ, a job board operated by the American Society of Association Executives, offers a video job posting product that can achieve a 20-60% higher candidate apply rate than the 2-7% rate employers typically see. The digital technology gives ads a 53x greater likelihood of appearing on the first page of candidate search results on Google and other search engines and gives employers a much more engaging presentation of their value proposition.
Monster.com is offering a product called Monster Twitter Cards, which reduces the socialization workload of recruiters by automating the distribution of advertising and branding messages to their Twitter followers. The tweets appear on the employer’s Twitter page and include their logo or other image as wll as the job title, company name and a link to its ad on Monster.
Olivia, launched by Recruiting.ai, a sister company of the job board Jobbing, is an artificial intelligence-based recruiting assistant. Similar to the chatbots that are now found everywhere in online commerce, it takes on the much more complicated business of “selling” a candidate on a particular opening and employer, by offering 24/7 chat capability that can pre-screen candidates, answer their questions and schedule them for interviews. The result is a much better candidate experience and a much more effective use of recruiter time and skills.
The simplistic notions that all job boards are the same and that all use outdated technology just don’t measure up to the facts. In most cases, the reality is exactly the opposite. Job baords provide advanced technology-based products and services that give employers more flexibility, greater reach and better ROI than ever before in their talent acquisition. Said another way, today’s sites are definitely not your grandmother’s job board.
Thanks for reading,
TAtech® Insights and Peter Weddle’s Technacious Recruiter are brought to you by TAtech: The Association for Talent Acquisition Solutions.
Mark Your Calendars! TAtech’s 2017 events are open to corporate, staffing firm and RPO recruiters and include:
• September 27-29, 2017 Denver: The TAtech Fall Congress & Deal Center, with The World Job Board Forum and the 2017 ReSI Awards Gala.
• March, 2018 in Dublin TAtechEurope, The TAtech Industry Congress in Europe – the premier event for recruitment technology thought & business leaders worldwide.
• April, 2018 in Las Vegas: The TAtech Spring Congress & Deal Center. See the 2017 conference details here.
• June, 2018: The TAtech Leadership Summit on Programmatic Ad Buying. See the 2017 conference details here