Job Board & Recruiting News Round-Up
There have been lots of interesting reports, ideas, and insights swirling around the recruiting industry lately, so we’ve gathered up a few to keep you informed.
Learn about how the skills gap affects recruiting, the best ways to market to job seekers, recruitment marketing, job board partnerships, and an example of some truly creative recruiting below!
Skills Gap Hinders Recruiting & Employment
The RecruitingTimes reports on the gap between job vacancies and the skillsets of job seekers in the UK:
The study shows that some sectors had over 200,000 vacancies, while in others, such as the creative industry and animal car[e], far too many people were chasing jobs.
Jonathan Munk over at TechCrunch writes about the skills gap and why universities aren’t the solution:
The skills gap really exists in two dimensions; the gap in actual skills obtained by students relative to the job they want, and the gap in a person’s perceived skills relative to their actual skills.
It’s a good read, and one for recruiters and hiring managers to mull over as they write job posts and review candidates.
Joyce Russel of Addeco recommends sourcing and pipelining talent, and making use of referrals and online advertising when recruiting:
Digital advertising covers a myriad of techniques and strategies, but all of them allow you to tailor your messaging and target a very specific audience. For example, if you have an entry-level job opening in retail in New York City, rather than just having the posting sit on your website, you can show an ad to job seekers who live within a 30 mile radius of New York City. This will give you exposure to job seekers with a greater likelihood of actually applying for the position.
Go Where the Job Seekers Are
CareerSherpa analyzes SilkRoad’s report on the top sources of hire, noting that job boards are the source of 12% of hires, and job search engines (aggregators like Indeed) are the source for 19% of hires. But as you know from reading our guide to jobs distribution and backfill feeds, job search engines re-publish jobs from job boards and other sources, so there is likely overlap.
Either way, job boards remain a reliable source of hire, particularly for hiring externally. The beauty of job boards, especially when they are focused on a particular niche, region, or industry, is that employers and recruiters stand a good chance of reaching the type of candidate they’re looking for.
Dr Steven Linder of The Workplace Group writes for the NY Daily News about job seekers’ tendency to use multiple sources, often simultaneously, when searching for work:
It takes a village to attract great employees along with a multitude of sources to inform, influence and facilitate job applications. The truth is that there is rarely a singular “source” of hire, but rather multiple “sources” of hire.
Job ads, career fairs, social media, employee referral programs, recruiting firms, job boards and a company’s own career site are among the many ways employers attract job candidates.
It’s one of the reasons our customers love the Tracklet™ tool Careerleaf provides job seekers, which lets them save and apply for jobs anywhere online, all by using the white labelled tools on their Careerleaf-power site to manage those opportunities.
iCIMS calls 2016 “The Year of Recruitment Marketing”, reports HRDailyAdvisor, with 86% of HR professionals agreeing that recruiting is becoming more like marketing. It makes sense, given that so much recruiting happens online, and marketing today specializes in capturing attention and encouraging actions performed online.
Taking it a step further, on an episode of the Workology Podcast over on Blogging4Jobs, Jeff Dickey-Chasins (a.k.a. Job Board Doctor) refers to job boards as “recruitment marketing vehicles”. In his view, their customers (recruiters and employers) essentially outsource marketing their jobs to job boards, who exist to provide a platform for advertising, engaging, and connecting with candidates.
Job Boards & Partnerships
Lately people having been talking about job boards making use of partnerships to provide better services. Job Board Doctor cautions against those in our industry trying to be all things to all people:
Well…no company is good at everything. You may have a wonderful niche board with tight ties to your community, happy clients, and healthy revenue. But this does not necessarily qualify you to provide top-tier resume parsing, for example, or statistically valid salary information across multiple job titles and locations. Perhaps you could – but do you really want to? Or do you want to focus on what you do best?
Over on Job Boarders, Peter Weddle mulls over the question of partnerships and how to best pitch to clients when what you offer is a piece of a potentially much larger solution:
We implement the partnership as an up-sell arrangement. In other words, we sell the same old one-shot product or service as before and only once that’s done do we offer the customer our partner’s product or service. That’s a partnership to be sure, but it’s not one that brings a truly integrated portfolio of products and services to the market. […]
[…] All parties to the partnership must do the upfront work to fully integrate their products and services into a coherent package and then they must also brand, market and sell the package as a single solution. Yes, of course, the customer can select a subset of the whole, but the opening pitch is always the solution – the entire solution.
With the use of APIs in recruiting technology, more possibilities for partnerships present themselves to job board owners, recruiters, and technology providers.
(At Careerleaf, we focus on our core specialty, and rather than reinventing the wheel, choose to integrate with other tools and technology to further assist our customers.)
Recruiting? Get Creative
Recruiter.co.uk reports on some timely creativity when it comes to recruiting new hires for their company. Canadian design agency Critical Mass launched a website and campaign to capitalize on Americans contemplating a move to Canada in the face of the 2016 US presidential election.
No word yet on whether they’ve made any hires through the website, but it’s a fun example of how you can use a creative marketing campaign when recruiting!