Summer Recruiting & Job Board News
Lots of interesting things are happening this summer in the world of recruiting and job boards! Here are some highlights:
Is Facebook Jobs Turning into an Aggregator?
Joel Cheesman writes on ERE about the potential increase in visibility of Facebook Jobs-jobs. Facebook’s Marketplace will now link to Facebook Jobs, whereas before it was only really being found by those who knew to go to it directly. The speculation is that Facebook will soon start to pull in (or aggregate, if you will) advertisements from non-Facebook sources into Marketplace. So what does that mean for Facebook Jobs?
“If Facebook starts aggregating classified listings from car dealers and apartment listings, it’s not unreasonable to think job postings from sources outside of Facebook would follow.”
When I wrote about Facebook Jobs before, I wondered how useful it would be to corporate recruiters and to job boards. A dedicated “Jobs” section on a Facebook company page is a no-brainer for employers and job boards. However, corporate recruiters are likely to find the applicant tracking (via Facebook messages) too restrictive and inefficient for managing high volumes of applicants, and would probably prefer to use regular ads to target Facebook users and direct them back to an ATS. Job boards, on the other hand, could benefit if they too could direct traffic back to their website – otherwise, it’s tough to take advantage of the Jobs feature more directly.
If Facebook starts to pull in job ads from external sources to its Jobs or Marketplace, Facebook could become a more powerful tool for distributing and promoting jobs for the benefit of independent job boards and large employers.
Elevated Careers Finds a Buyer
The Miami Herald reports that eHarmony’s Elevated Careers, which went up for sale back in February, has now found a buyer in Candidate.Guru, a pre-hiring tool that claims to predict employee-employer compatibility without surveys or assessments. Elevated Careers launched with a rather lengthy assessment designed to match job seekers to employers, taking inspiration from eHarmony’s dating and matchmaking technology.
Assessing job candidates with accuracy and without bias is a problem that continues to challenge and inspire the recruiting industry, so it will be interesting to see how Candidate.Guru and Elevated Careers may work together. Perhaps they’ll find a balance between overburdening candidates with detailed assessments and predicting a good fit based solely on resume data?
New & Old Ideas for Talent Acquisition Platforms
Tim Sackett ponders the evolution of recruiting and talent acquisition software to modern tech stacks which work together:
“Traditionally, our ATS was just this big dumb database of applicants who applied to our jobs that were listed on our career site. We needed our ATS to post jobs to the career site, allow applicants to apply for the job, allow us to see those applicants and then make a decision on if we wanted to pass them on to a hiring manager or not, and that was really about it. Most ATSs today are still built on the basic process framework.”
He goes on to talk about how the talent acquisition platform of the future likely can’t be a single solution but instead is comprised of multiple solutions or platforms that work together to manage job advertising and distribution, sourcing candidates, contingent workforce hiring, assessments and screening, CRM, etc.
Writing about the new content-driven strategy of an older job board (The Ladders), Cheesman notes the value for job boards in producing non-job content:
“However, there’s a lesson here for job sites who are looking for ways to generate traffic that Google for Jobs has taken, or will potentially take, which is, create good content, and people will come. In a weird way, Ladders is turning the tables on the traditional job board strategy. Instead of thinking jobs first, it’s putting content first. That’s refreshing.
Its competition would be wise to pay attention. And they’d be even wiser to copy Ladders’ content strategy.”
I’ve written before about how non-job content can increase a job board’s value, help generate organic traffic, and engage both passive and active job seekers. While not every job board will be able to match Ladders high-volume content output, original and interesting content can help niche job boards can really make their mark.
Image credit: Vicko Mozara