Autumn Recruiting and Job Board News
It’s time again to look around and what’s going on in the recruiting and job board industry. We’ve got stats on how job boards perform as a source of hire and moves from the big names in global tech, and we’ll look at what it all means for you and your job board.
Job Boards as Source of Hire
You probably know by now to take proclamations that job boards are dead with a big grain of salt, and the numbers support you in that.
- Jobvite’s Recruiter Funnel Benchmarking report ranks job boards as second after career sites as source of hire at 18.76%
- Jobvite also notes that job boards overwhelmingly delivered the most applications at 52.17%.
- Social Talent’s 2017 Global Recruiting Survey reports that 43% of recruiters use paid job boards, up from 37% in 2016
- SocialTalent says 12% recruiters filled more than half their positions through job boards
What can job boards learn from these numbers?
- Think About Attribution: Is your job board not getting full credit for delivering candidates? How many applicants discovered a job opening or company through a job board, only to apply directly on the company’s website later? If your customers prefer candidates to apply directly on their website, consider checking in with them to make sure they can access reports or statistics on how many views and clicks their job is getting through your job board.
- Delivering Quality Candidates: The stats suggest that while job boards may deliver in terms of volume of applicants, the number of qualified candidates is lower. Delving deeper into these numbers may reveal that there are plenty of qualified candidates applying, but they are harder to find in a sea of less-qualified candidates. Niche job boards typically tend to attract more qualified and relevant candidates, but one thing job board owners can do is make sure they are engaging and coaching candidates to keep their profiles/resumes up to date. It’s also important to continue your efforts in attracting more of the quality candidates your customers are seeking.
- Optimizing Job Posts: Sometimes the reason why employers and recruiters don’t get good results from advertising their jobs is that the job posts themselves kinda suck. Offering employers and recruiters help with writing and optimizing their job posts to make them more appealing to the right candidates and easier to find (nobody searches for “guru” or “wizard”) can drastically improve outcomes. It can also help with deterring the wrong kind of candidate from applying. SocialTalent reports less than half of the recruiters surveyed spend time optimizing their job posts, so this is definitely a problem people need help solving!
Facebook, LinkedIn, and Google – Oh my!
- Facebook – Jobs Aggregator: As we speculated this summer, Facebook has begun to open itself up to external job board content, starting with aggregating jobs from a handful of large aggregators and job board distribution networks like ZipRecruiter.
- Connecting Microsoft Office 365 to LinkedIn: Microsoft has started creating deeper integrations with LinkedIn since acquiring the company, including embedding LinkedIn profiles into Microsoft Office 365.
- Google Cloud Discovery Beta: Rebranding “Google Jobs API” to “Google Cloud Discovery”, the tech giant has moved the Google Cloud tool into beta, meaning the product has opened itself up to more users and is continuing to develop it before presumably making it more widely available.
Like LinkedIn, Indeed, and Glassdoor, Facebook, and Google are using the things that made them what they are today to generate revenue from job postings. Each of those companies started out with their own gimmick: LinkedIn is for professional networking, Indeed collects ALL the jobs, Glassdoor has employer reviews, Facebook is your social network, and Google is where you go to find stuff. Offering job advertising as a service or product as a way to monetize is part of what’s behind what they’re doing today.
The other element is the way they are differentiating themselves from each other. Facebook may be well-placed to edge Craigslist out of the recruitment advertising marketplace, and while Google on its way to replacing Indeed as the most comprehensive source of jobs, Indeed is now selling recruiting services. They all have their own particular spin on the conventional job board that sets them apart.
While it’s important for job board owners to keep track of these events for opportunities and potential threats to their business models, I think the key takeaway here is that they are all modelling what niche and regional job boards go through, albeit on a massive scale.
Most job boards aren’t just job boards these days. They have added value as online communities, service providers, and as credible voices in their industries. Some job boards didn’t even start out as job boards, but evolved from blogs and news sites, recruiting companies, and professional associations, and discovered that a job board was a rewarding source of revenue.
Niche and regional job boards should think about what makes their offering different or special apart from their job content, and continue to experiment with marketing and engagement strategies to further establish themselves in a competitive market.
Image credit: Chris Lawton