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.
1. Making Candidates Apply by Email ONLY
How many emails do you get? How many do you read? I’m not one of those people who will tell you to forget about using email altogether – it’s still a useful and reliable tool for a great many things – but recruiters’ inboxes are usually pretty stuffed. I think it’s safe to say most recruiters have had a few candidates get lost or forgotten in the shuffle of email.
The beauty of having a system that somehow registers candidates with you is that data and information are then housed and organized in ways that are specific to candidates. When you have candidate pools grouped to your job requisitions, you’re more likely to disposition your candidates – which is where most recruiters and employers fall short in the candidate experience. Which brings me to…
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?
The recruiting industry is fascinating in how its use of technology varies from company to company.
Some recruiters are always following the latest trends to try and keep a competitive edge, while others are just fine with the tried and tested – they know relationships are at the heart of what they do and don’t mind missing out on new technology. In many ways the latter group has the most to gain by modernizing some parts of their recruiting business but can be hampered by the process of changing.
This is one scenario we’ve heard from recruiters:
I have a legacy ATS that we’ve used for well over a decade. It’s worked well for the most part, but our outdated website reduces our credibility for candidates and sales leads. We also feel we could be attracting candidates and sales leads passively with the right tools, in addition to our outbound work.
We want to change, but we’re entrenched in our current system, so it will be difficult. (We have a checklist of things we know we need: mobile-friendly, social media connections, etc. But we don’t want to throw away what we like about our current process.)
Their concerns are valid, and it’s important to address them head-on. Below, we’ll discuss the four main problems and how recruiters can tackle them.
Niche job boards can solve a lot of problems for recruiters, and there are many different types of recruiters. Most of them have to really hustle and work hard to do their jobs, and while new technologies are opening up all kinds of doors and possibilities for the future, it can be overwhelming. Some people who need to hire employees aren’t recruiters at all – they’re primarily business owners and office managers who are also responsible for recruiting and hiring.
Hiring feels like an aberration of some kind. It’s a disruption to an employer because it means that somebody has quit, retired, or been fired. Or it means their business is growing and they need more hands on deck to get the work done or even just to keep their heads above water.
Often, it’s a big hassle that needs to be dealt with in a rush.
And yet, without the right people to fill those gaps and come on board, businesses can really struggle. Niche job boards can help solve these problems for employers and recruiters.
Google for Jobs has rolled out in the United States and it’s important to know how it impacts you as someone who owns a job board or is planning on starting one.
We’re happy to inform you that jobs posted to Careerleaf-powered job boards in the US are being indexed and displayed in Google for Jobs search results.
All jobs posted to Careerleaf-powered job boards use the structured data formatting – called JobPosting Schema – that Google for Jobs uses to recognize and display job posts.
If you read this blog regularly, you’ll know that Careerleaf has been following Google’s moves in relation to job search and recruiting technology closely for some time. We remain committed to adapting and evolving our software solution for job boards, and Google for Jobs is no exception. Careerleaf will continue to optimize the solutions and tools it provides to empower job boards connecting job seekers with opportunities, and employers with great candidates as Google for Jobs evolves.
How can you, as a recruiter or job board owner, make hiring easier and more effective?
There are so many factors that you might consider – your job board’s design, an employer’s brand, candidate experience, SEO – but the answer to that question really begins with what is perhaps the most important element of the recruiting process: the humble job post.
Those other things matter, but without good job posts, you run the risk of leading a horse to water without it taking a drink. To use another animal-based metaphor, you’re fishing without bait.
Where Most Job Posts Go Wrong
Job descriptions are important. Depending on the employer’s size, the type of work and the kind of contract involved, it can be very important to define a job description for both the new hire and the employer. A company’s HR department may need to keep job descriptions on file in their records for multiple purposes, but it does not follow that that description is the one that must be used to advertise a new job opening.
Previously on the blog we’ve talked about whether we are all doomed to be replaced by robots and how the prevalence of automation may impact jobs and the recruiting industry.
As these technologies continue to be developed, experts are still debating what the full impact that automation and artificial intelligence will be on jobs and economies around the world. Without a crystal ball in hand, we can at least begin to think about how AI may be used in recruiting.
One area ripe for artificial intelligence-powered automation is the more routine work and tasks that recruiters perform, which they are sometimes guilty of neglecting. Writing for HRtechnologist.com, Rhucha Kulkarni suggests AI could help improve the candidate experience:
While the impact of recruiting technology is widespread, it’s still something of a niche when it comes to mainstream news headlines. But that’s not the case when big companies with household names make a move in the recruiting tech arena.
Google recently released more details on its Google Jobs initiative, and it has everyone in the recruiting industry talking. TechCrunch has a good summary of what it’s all about:
In a few weeks, Google will begin to recognize when U.S. users are typing job search queries into Google Search, and will then highlight jobs that match the query. However, Google is not necessarily taking on traditional job search service providers with this launch – instead, it’s partnering with them.
What makes the service interesting is that it’s leveraging Google’s machine learning smarts to understand how job titles are related and cluster them together.
So what does it all mean? And what does it mean for recruiting and job boards?
Cities both big and small find themselves focusing on economic development to improve the lives of their citizens, help local businesses, and their local economy. One challenge that cities and local employers face is both attracting new talent to their region and retaining their local workforce.
Katherine Risley, writing on the website of recruiting company Meridia, talks about the challenges employers face in hiring local talent and relocating new employees:
“Firstly, organizations struggle to capture the attention of potential candidates. Once an applicant does materialize the second challenge is assessing the applicant’s motivations. Employers often fear that a candidate may be considering the job because they are desperate for work or that the candidate hasn’t truly considered the lifestyle impact of a move to a rural area.”
Cities, counties, and other types of municipal regions can play a big role in helping local employers with these challenges through a regional job board, career portal, or recruiting platform. Whatever you want to call it, the following list outlines ways that a municipal job board can significantly help local economic development: