Most recruiters disappointed with job boards
January 29, 2009 by Sam NarisiPosted in: In this week's e-newsletter, Latest News & Views, Online recruiting
Sure, most recruiters use online job boards. But how helpful are they?
Recruiter Jim Stroud recently conducted a survey about the use of online job boards among recruiting and HR pros. No surprise, most of them use these boards.
But satisfaction with the tools is low. When asked if the “pay to post” model most sites use was valuable, 33.9% disagreed and 32.2% strongly disagreed.
And when asked if most boards give employers and job seekers a quality resource, 42.7% disagreed and 32.4% strongly disagreed.
If satisfaction is so low, what are recruiters doing instead? Many have started focusing on niche job boards or posting to free classified sites.
View all the Latest StoriesTags: Jim Stroud, job boards, survey
February 3rd, 2009 at 2:47 pm
Who is he surveying the multi-level marketers and identity thieves using free job boards?
The “pay to post” model eliminates a lot of garbage postings, you get what you pay for – and this goes for job applicants too. Quality applicants are not going to waste their time reviewing 4 bogus job postings to find 1 legitimate one posted on free job boards.
February 3rd, 2009 at 3:05 pm
We use CareerBuilder.com and, though we do receive a ton of unqualified applicants, the use of qualifying questions has helped us to weed through them more efficiently. And we have found some excellent individuals by paying to post on their site. It’s not cheap, but it’s not outrageous either and you can reach a very large candidate base by using a site like this. It’s not perfect, but I certainly wouldn’t throw it out as a good resource.
February 3rd, 2009 at 4:51 pm
I also agree that the posting sites drive traffic and Branding to our company website – Monster and Career Builder both advertised on Super Bowl Sunday – if you are a job seeker mostly likely you are on Monster or Career Builder.
February 4th, 2009 at 1:17 pm
Some company resume management software screen out otherwise qualified candidates who have more experience than the 3-5 years specified in the posting. This has the potential to exclude older candidates with more experience. Especially in today’s economy, this is short-sighted. And it frustrates well-qualified candidates who for reasons beyond their control find themselves in the job market.