Job Board Success?

I was listening to an online radio show recently, and was surprised to hear the particular founder of a major jobs board publicly state that only 12% of jobs are fulfilled through job boards.

It wasn’t that this proportion came as a surprise to me, possibly as a recruiter or a Professional CV writer. It was just that it was the jobs board owner stating what those of us in the employment industry already know. If you are you looking for more info in regards to job posting review our own webpage.

Job search

When you start a job lookup, and its probably been a while as you have done that, you learn about the brand new and easy way of getting employed. Work opportunities boards seem to have multiple advantages over the old style newspapers:

Greater variety of more jobs
More employers
You are able to spot/avoid the recruiters
Well, all that is true. But , the reality of the work search market is that:

One third associated with positions are never advertised: they are achieved by internal promotion
One third are fulfilled by known job applicants: they are either people from existing providers, partners or competitor companies. This is the biggest growth sector in work, through companies offering incentives in order to existing employees to find new employees, representing now around 8% of the employment market
Residual third are usually fulfilled by some form of job advertisement system: either through recruiter networks, or even employers directly placing job ads
Therefore , having grabbed almost half the total potentially available market share in around five years, shows the fantastic success of the jobs board marketplace, but there had to be a drawback.

Human jobs boards?

As a job application made and reviewed via computer entry system is no longer a human interaction, the average applicants chance of position out as different to everyone else are limited. Hence, the chances of your getting rejected are higher.

Many corporations recognise this human interaction issue, by putting some form of test within the application process, based on some form of mental theory. The concept is that only the kind of people who both show the right type of skills and who would fit with the particular culture of that organisation, will get to the point in the process where the applicant interacts with an employee of the company.

Even if you agree with psychological testing and verification, what does it say about a firm that wants to employ human beings, and yet asks them to deal only with computers when they want to join all of them?

Jobs board business model

The second major problem is the jobs board business model. Since the market is fairly easy to enter – £2000/$3000 or less – competitors is fierce. The result is that the main business model which survives is the one particular where job seekers are a commodity, and therefore are offered the service for free. Money is made on recruiters and employers paying to access databases of open profile job seekers, and advertise.

Nevertheless , as competition is so fierce, the price to advertise is continually decreasing, and therefore job boards owners needs brand new techniques to make more money. One of the simplest will be the repeat advert, or the multiple “buy one, get X free. ” Both techniques encourage advertisers to keep the same adverts rolling around again, and again, and again. The end result is that in a recent survey upon regional job boards, less than twenty percent of the adverts were both still open and the only copy of this text.

Successful job application

The outcome of both of these problems, as the market demonstrated and the job board owner summarised, is that only 12% of jobs are fulfilled by jobs boards. Job boards should not be dismissed from where you work search, but be aware of your chances of being employed when you hit the “click to Submit” button. There are better plus quicker ways of getting employed than one which at best returns 12%.

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