What is your job board communicating?
Last week on the radio, I heard a series of segments on “Generation Z”. That’s right, just as you were getting a handle on Millennials, we have to start thinking about the next group of youngsters coming up behind us. Time to start thinking about how they will interact with the job market, disrupt the workplace, change recruiting–and spawn a thousand unnecessary think-pieces, no doubt.
One of the segments featured a debate between high school students on the value and viability of doing away with traditional North American high school. Some ideas floated were the merits of fostering entrepreneurship and independent learning, versus rigid one-size-fits-all structures that can sometimes hamper academic learning and leave them ill-prepared to enter the workforce.
I sympathize with both sides of the debate, but there’s one piece of learning that I don’t think anyone can get out of, whether you stay in school or not, and that is communication. For job boards, communication is fundamental.
Employers and recruiters can’t just post a list of qualifications and expect great candidates to come flocking. (Supporting your customers in this regard by offering job-post writing services could be an awesome add-on service for job boards, by the way.) Job applicants don’t get very far unless they’re effective at communicating their value to employers. Even in jobs with little-to-no human interaction, there’s always some communication required between employer and employee, customer and service provider, and between product and consumer.
But it’s not just about grammar, spelling, and punctuation. (Although they are important, and their absence can signal all sorts of things, from lack of knowledge/education to not caring enough about the recipient to consider how they’ll interpret it.)
If your written and verbal communication skills have not advanced since the age of 14, that’s probably going to limit you in all sorts of ways. Similarly, leaving your job board’s design and usability left unchanged for years is also limiting. The good news is, change and growth are always possible.
Communication takes many practical, every-day forms, including marketing, recruiting, hiring, and job-hunting. It also the backbone of service-providing, managing, evaluating, and decision-making. User experience, design, and SEO–they are all forms of communication.
Job boards and recruiters facilitate the communication cycle between job seekers and employers. As such, they need their job boards to be able to communicate well to both of those parties. This is everything from design, layout, and usability, to search functionality. It can include resume formatting and online profile presentation, job post content and formatting, as well as your inbound and outbound marketing efforts to employers and job seekers.
If you have doubts about what exactly your job board is communicating, and how well it’s doing that, it’s worth planning a change. (See these previous blog posts for ideas on how: here, here, here, and here!)
It’s my firm belief that you should never stop learning, growing, and changing. And that holds true whether you’re a Gen Z teenager trying to decide what to do with your life, a job seeker, an employer, or a job board.
What are you communicating?