Call Us Today: 952.949.1202

Looking for a High Performance Candidate? Skip the Job Board

Are job boards irrelevant for finding top talent? Pretty much.

 

Job boards were the first step past “help wanted” newspaper advertisements. Big boards moved the job marketplace online and gave seekers and employers agility in posting and applying for open positions.

 

A recent survey of job board operators notes online job postings generate 11 or more applicants per posting. The reality is that an employer may receive one hundred applications for a single position within three days of posting. So what is the downside?

 

While job boards remain effective for workforce recruitment, the connection between high quality employers and A-list talent is lost. The same survey reports employer expectation of quality job applicants from job boards dropped by 25 percent in 2015. Even as jobs became more plentiful, the quality of applicants declined.

 

Potential difficulties with job boards include:

 

  • Overwhelming numbers of under-qualified applicants apply for positions
  • Positions posted, or scraped from company websites, could be out-of-date
  • Job descriptions often contain poorly worded, “kitchen sink,” language

 

Job boards offer employment seekers a range of positions to evaluate, investigate, and approach. For employers, job boards present a fast, easy source of job candidates, or a preliminary view of the field of applicants for positions being considered. If you are looking for quantity, job boards could be a resource.

 

As an architect of IT environments, technology, and processes, I routinely recruit and represent high performing candidates. These candidates are not seeking employment through Indeed, Monster, or other widely-used job boards. Job boards are effective for several things—but not usually for recruiting high level candidates, purple squirrels, or professional sector employers.

 

As we talked about earlier, hiring top talent can boost company performance and revenue. Yet, according to LinkedIn, between 75 and 95 percent of high performance talent is not even looking for jobs. They are already employed, but passively viewing job descriptions on tech sites or niche boards.

Tech recruitment: right place, right time, right channel

 

Just as expanding technology has created job boards, it has also created filtering and data tools that help people find out about job openings and potential employers. The impact of Big Data on IT recruiting is significant.

 

Filtering and data tools help everyone in the job hunting and IT headhunting space prospect for candidates and narrow options. Social media opens less formal channels to detect and nurture contacts with potential candidates, and prospective employers.

 

Look for incoming tech to affect hiring for high level talent in ways that include:

 

  • Data mining harvests information from multiple sites, creating networked candidate sourcing capabilities
  • Machine learning enables software to assess resumes and match candidates with potential positions faster—and more efficiently—than humans
  • Assessment tech will eventually parse candidates, reducing the time and effort needed by recruiters and hiring managers

 

Can machines do it all? For high level recruiting of true global talent, human social skills are imperative. Outreach, understanding, and the delivery of opportunity are key products of an experienced IT or corporate recruiter.

 

As software expands beyond applicant tracking systems (ATS), automation gives recruiters the support needed to reach out to candidates who have not identified themselves through applications or job boards.

 

As part of effective talent management strategies, corporate and tech recruiters provide invaluable service through:

 

  • Sourcing and developing critically needed talent
  • Extensive networking
  • Relationship building
  • Assessment of capability and corporate fit
  • Interviewing and presentation
  • Candidate and client follow up

 

Familiarity with technological and business processes enables skilled recruiters to find the right talent fit for a defined need. While job boards represent an open applicant call, the aim of local, national, and global IT and corporate talent acquisition is to allow you to find the position—or the employee—needed to reach your personal and operational goals.

 

Whether you are considering a career move or you are looking for a process solution—contact The Hunt Group to talk about your options.

Leave a Comment