Why Job Boards Don't Work
A (not so) long time ago in an online galaxy far, far away….
Job seekers armed with drive, skills, and hope would turn to job boards to apply for jobs and post their resume for recruiters and employers to view.They would scroll through a vast number of jobs, read incomprehensible job descriptions and in the end apply for positions that most likely were not suited for. The results were just as discouraging for the candidates as they were for the recruiters.
Today, in our increasingly tech-driven world where social media networks have taken over the way we communicate, share information and receive news, candidates focus their job search on online social networks. The accessibility and shareability of jobs through the social media has prompted a shift away from the ‘career fair’ quality of job boards were candidates send out impersonal cover letters accompanied by generic resumes to a name and an email. And, the reason why job boards are not as potent as they used to be, is that they are not accessible and mobile-friendly.
In a fast-changing world where people are constantly on the go and heavily rely on their smartphones to connect with the world around them, job boards, along with the recruiter websites and agencies using them, are simply too outdated. In fact, the numbers speak for themselves. According to www.workitdaily.com:
“”Job boards have a 2-4% effectiveness rate, whereas networking has over a 50% effectiveness rate.”
The real problem is that job boards don’t provide measurable data regarding how many people get hired, or how many applications a person has to send before receiving an invitation for an interview, and it’s not just the HR professionals and recruiters who are noticing the fast decline of job boards. Candidates want to bypass computerized application systems that automatically screen applications because at the end of the day, their skills get overlooked and in most cases, no feedback to job applications is ever made.
The death of the board-centric approach only comes to fuel what everyone in HR is noticing. Referrals are the currency of recruiting and they are shaping the future of HR into a well-oiled talent generating engine. Think about it this way, when you’re visiting a City you’ve never been to before, will you have lunch at some random restaurant you happen to come across and risk spending your hard-earned money on a bad meal, or would you rather ask your network for recommendations? The same concept applies to referral recruiting. More and more people are turning to their network to recommend a position or to look for one, and it works! Here are some facts compiled by iCIMS, a provider of talent acquisition solutions:
This is where referral platforms, such as Firstbird come in. It’s a streamlined digital platform that helps save time and money invested by recruiters by allowing them to activate their network to find high-quality candidates. Find out more about Firstbird here and enjoy the Jedi force of referrals!