From an executive recruiting standpoint, job boards impeding death is apparent. Job boards have always been a non-issue. The voluminous lists of pedestrian “McJobs” offered on job boards are targeted towards “active” job seekers. Largely all “C players” that make up 55% of the workforce. Who could easily be replaced by automation, software, Ai, or robotics. While they can actively show up and do a job, they add no real value. They are unlikely to contribute to or develop IP, fixing or resolving key issues or revenue rainmaking. In essence what stockholders call overhead.
To further our assumption, there is empirical evidence that job boards impending death is near. It is agreed they have lost value even for active job seekers, some of the primary reasons being:
- Companies using job boards rely on applicant tracking systems (ATS) or HRIS systems. These house, sort, and store applicants and employee records. This means that your resume must be fully optimized to get past the 3-5 second look to be noticed.
- Because of the sheer volume of responses most companies receive, many will only look at the top handful of qualified results. So active job seekers are competing with hundreds, or even thousands of other people for the same job.
- A job board submission rarely goes directly to the decision maker or Hiring Manager. You first must get through the Human Resources or corporate recruiter gauntlet. Many of these are simply not qualified to screen and assess for key roles.
- Quality positions are just not posted on job boards. In fact estimates are that as much as 80 % of new jobs are never listed. Instead filled internally or via networking. Referrals on the other hand, make up 40% of new hires.
Who or What Caused Job Boards Impending Death?
Suspect number one: Social Media
One of the key trends that is driving job-seeking is the rise of social media networking. With the right research and approach, a job-seeker can generally locate and connect directly with people and companies. LinkedIn, Twitter, or Facebook are the go to social networks. This will hasten Job boards impending death and probably a big bonus for job seekers everywhere. But in terms of executive recruitment, it’s a non-issue. The passive candidates we seek won’t be lurking about in either local in a job-hunting mode.
Suspect number two: the companies themselves
Of the thousands of job boards that are out there – from Monster, Indeed and Career Builder to LinkedIn and all the niche sites dedicated to specific industries – there is not one that successfully connects with passive candidates. These A-players, who make up approximately 14% of the workforce, are rarely, if ever, unemployed, and don’t ever use job boards or post their resume online, even if they are searching for opportunities. Of that 14%, only 15% don’t want to move at all, and almost half of them are open to dialogue with a recruiter.
There are a few boards that claim to target passive candidates, but they levy an additional cost on top of your paid recruitment campaign, and still the resulting applicants are (most often) not ideal: they are, in fact, active job seekers and not passive candidates. They now push the idea that new algorithms and predictive data based on utilizing artificial intelligence means they can attract and better match applicants to jobs, yet these are still targeted to those who overwhelmingly use job boards – active job seekers.
So basically, by buying into this thinly veiled cash-grab and stalling job boards impending death, you are wasting valuable time and money when you should be focusing on more traditional recruitment techniques such as networking and relationship building to get the results you need.
Where are all the A-players?
The top players, known as “A players” who exist at every level from CEO to janitor, are rarely, if ever, unemployed, they are never actively looking for a job, they don’t post their resume online and they don’t ever use job boards – and for good reason.
For the most part, the job boards don’t do a good job of attracting A-listers. Jobs posted on job boards focus solely on responsibilities, skills required and corporate culture selling points. This amounts to mostly boring descriptions of positions that mention nothing about the actual opportunity in terms of learning or career growth.
Further proof in the death of the job board is their postings also rarely mention “performance objectives.” They rarely, if ever, describe the “team culture,” preferring to use ambiguous terms like “corporate culture,” or “vision,” creating a huge disconnect between our A-players and any available positions.
Be Part of The Team
Team culture is also important, but you’ll never see anything about that on a job board. Individual work groups are unique and have their own “team culture.” A team culture is defined according to the personalities and behavioral patterns of each individual team member, as well as how they all work together.
The only way to determine whether a candidate will fit with a team culture is through personal connection – something you just won’t get with a job board. When recruiting A-players, you must present them with opportunities that are significant.
This could be reflected in title, objectives, location, an attractive company size, growth, and product/service market share, but at least one of these things must be present to assure that you are piquing their interest enough to even have a shot. As for how and where to find the A-players, if you take away the online and the bulk of social media, traditional recruitment methods always win the day.
Numbers never lie
If you’re looking for proof that job boards impending death is near, look no further than your own ROI. Numbers never lie. For every job board you invested in over the course of a year
- how many hires occurred?
- how much did each hire cost you?
- what was the level of the positions you placed from a job board candidate?
- were there any critical roles filled? What is the retention rate of those hired from a job board?
Most evident is just to take a at Indeed, a job aggregator service and you will find that the same jobs are not only posted by the actual employer / company, but also by numerous contingency search firms. and RPOs Its recycling the same “C players” – that 55% of the workforce that are bodies and will show up to work to be paid, but contribute nothing to the bottom line. Once you start crunching the numbers, the evidence will probably give you a clear picture of the unfortunate, unvarnished truth.
Personal connections always yield the best results
Retained executive search companies have always relied on interpersonal and industry relationships to bring about successful results. As anybody in this niche knows, the discovery of most A-players come from actual conversations that bring forth referrals. Technology has infiltrated our society and industry, changing the way the world around us turns. It is still the tried-and-true grass-roots efforts that win the day.
The verdict on Job Boards Impending Death
In closing, let’s consider the advantages that a niche, retained executive search consultant brings to the table. If using a retained executive search professional, the hiring manager doesn’t end up with an inbox full of “flypaper” resumes. They instead receive a shortlist of 2-3 “finalists” who can meet the performance objectives of the position. These people are truly A-players who will produce 8-10 times more value than B-players.
This proves that the result is well worth the placement fee and time investment. Leading us to conclude with confidence that this is a far more valuable. Not to mention a more viable and cost-effective solution over the waste in the death off the job board.