LatinOcean – Digital Marketing Consulting

Recruitment agencies are receiving less assignments from their clients

Recruiters – like all or most of us – need to stay busy or else. They start chasing ads

If they chase ads, they might as well have a candidates that can fill the role

In lieu of/addition to looking at their own databases, recruiters chasing ads opt to create their own sourcing/trawling posts

The incremental cost of posting the trawling job ads is negligible; recruiters may have already paid for them as part of their monthly contracts

Applications per ad are already up given our context

Candidates won’t get much attention, because the recruiter’s interest in them is contingent on the ad-chasing success ratio (which I would say is low)

Hiring companies are getting peeved with cold-calling consultants, which leads them to (if possible) write more and more generic ads so that they are not identified by ad-chasers

What’s in the horizon?

As contracts with job boards get renewed maybe there will be less ads (both good and bad, but proportionally less bad ones)

Reduced confidence on recruiters will lead job seekers to going back to job seeking via people you can trust, which can also include hand-picked recruiters, but also colleagues, friends, family.

Referrals based on trawling ads will not produce results.

Niche sites that have the inclination and capacity to monitor the quality of job ads could also get the thumbs up. Issue here is: what’s quality? An ad for a work-from-home scheme? The fifth version of the same ad? A suspicious looking/fake one? The more judgment you apply the more labor-intensive / costly the exercise.

Hiring organisations have an opportunity to work on their employer brand during this time, A ‘grey’ recruitment practice does not necessarily imply low candidate quality.

Thank you @jobadder for your comments re. niche sites

Hope your week finishes very well

A few days back @gapingvoid twitted a link to a WJS article series describing the experience of recently made-unemployed US-based MBAs. In it, there was a sort of side-piece written by one of the individuals profiled, which touched on online job boards.. He says:

External job boards have certainly helped me with the search process, no doubt. They are great sources of information for discovering which companies are hiring for what. But when it comes to actually securing a position, my efforts in this area have been completely fruitless. In my conscious recollection, any resume that I have sent off into the oblivion of the Internet has never garnered a response of interest. In fact, a very small percentage returned any response whatsoever.

He then moves onto saying the following about vertical search engines (aggregators)

The job search sites that have been most beneficial are SimplyHired and Indeed, which aggregate job content from all around the web. These aggregator sites don’t necessarily provide the answers, they simply strengthen the cornerstone of daily searches by providing breadth and depth that other external boards don’t. I’ve also found that most of these job listings are linked to internal career Web sites so I can apply directly and even see other opportunities of interest. Best of all, these sites don’t require job seekers to have an account, or post their resume.

Apples to oranges, isn’t it

People use job boards and job search engines differently, driving significantly different expectations. A response is expected for a job application sent through a job board. From an aggregator, visitors expect depth/coverage (more job ads sources, better data slicing).

On the job board, people are job seekers, on the aggregator they turn into job researchers.

You will know that job boards are not the ones who are ignoring applications. It’s the consultant or the hiring manager – that is, advertisers – who would decide that there’s no point in getting in touch with unsuitable applicants, at least on a timely basis.

Meantime, you as a job board owner/manager and your brand are taking the heat.

So, how do you make the job board experience better for a job seeker?

- Do you follow up the advertiser and then ‘get in the middle’ and let applicants know of your efforts to ensure they get some sort of response?

- Do you let job seekers know that there is nothing you can do?

I reckon that job board owners/managers will be more inclined to do nothing if they think they are in the advertising industry. Conversely, if they see their organisation inscribed in the recruitment industry, they might be prone to make something to contribute to the recruitment experience.

Either way, it will come back to them.

Have a great week