http://www.hrtechnews.com/75-of-recruiters-disappointed-with-job-boards/ HRMS, Internet Monitoring, Payroll Software, Time and Attendance, and more Thu, 04 Aug 2011 15:58:56 +0000 hourly 1 http://wordpress.org/?v=abc http://www.hrtechnews.com/75-of-recruiters-disappointed-with-job-boards/comment-page-1/#comment-4903 Shirley Wed, 04 Feb 2009 18:17:28 +0000 http://www.hrtechnews.com/?p=711#comment-4903 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. 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.

]]> http://www.hrtechnews.com/75-of-recruiters-disappointed-with-job-boards/comment-page-1/#comment-4871 Brian E Tue, 03 Feb 2009 21:51:04 +0000 http://www.hrtechnews.com/?p=711#comment-4871 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. 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.

]]> http://www.hrtechnews.com/75-of-recruiters-disappointed-with-job-boards/comment-page-1/#comment-4858 R. B. Tue, 03 Feb 2009 20:05:58 +0000 http://www.hrtechnews.com/?p=711#comment-4858 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. 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.

]]> http://www.hrtechnews.com/75-of-recruiters-disappointed-with-job-boards/comment-page-1/#comment-4851 Joe Rindfuss Tue, 03 Feb 2009 19:47:46 +0000 http://www.hrtechnews.com/?p=711#comment-4851 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. 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.

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