The problem with online job boards

the problem with online job boards

The boom of the digital age has amounted to an ever-expansive arena of engagement with online job boards dominating the recruitment scene.

Candidates now have virtually unlimited access to thousands of job adverts posted online whilst recruitment agencies and firms have access to this mass volume of ‘ready-to-go’ candidates.

But quantity does NOT always = quality.

As Greg Savage’s ‘Cataclysmic Candidate Catastrophe’ model indicates the current structure of online job-boards more often than not results in a negative experience for the recruiter, the candidate and the employer;

digital recruitment
Recruitment in the Digital Age. Image courtesy Savage Growth.

 

  1. Recruiters bogged down with Resume Spam

The structure of current job-boards enables candidates to apply for dozens of jobs at one time, regardless of whether they are qualified. Recruiters must then spend hours sorting through the masses (a large proportion usually not of relevance or high quality). They rarely have time to even properly read these resumes, skimming only the educational and last employment sections, and often highly suitable candidates fall under the radar.

This means recruiters are often diverted away from spending quality time on more important things like skills hunting and actually finding the right candidate for the specified job.  In a majority of cases, the recruiter is left disgruntled at the lack of quality candidates and the time spent sorting through the masses.

  1. Candidates become frustrated

Candidates are also left disgruntled; the digital age promise of high speed networking abilities falls short with either no response or a delayed response from recruitment agencies and firms. Often viewing the same job posted multiple times and having applied for dozens of jobs their high expectations are often cut short.

  1. Employers lose time and money

At the end of this chain of negativity are the employers. They are left with little more than a larger than necessary cost, and often a damaged brand. According to the firm Livehire the ‘time to hire’ has increased from 28 days to 68 days in just 5 years.  The longer recruitment process often means important positions go unfilled for costly amounts of time.

So where to from here?

As recruiters and candidates in their frustration look to other methods of employment such as social media networking, are job boards becoming a thing of the past?

The answer is not quite…

If you look at any of the successful technologies – be it, mobile phones, computers, cars – in order to remain at the forefront of the market they require constant innovation and an evolutionary approach. Apple for example, a multi-billion dollar company bases its success on being able to constantly evolve in parallel with the demands of contemporary society.

Similarly, online recruitment portals need a rethinking of their traditional structures.

Ultimately a disruption to the traditional dynamic between employer and employee is required; A system that enables employers to spend more time on important things such as skills hunting and gives them access to a pool of high quality candidates readily filtered to match their job requirements. A system which places value of quality resumes and profile building.

There is a need for an effective disruption to this traditional paradigm that will save time, money and frustration for all parties involved.

I Want 2 Work does just this.

Ultimately saving time, money and frustration for all parties involved.

www.iwant2work.com

Madison White

Author Madison White

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