Indeed, Monster and ZipRecruiter are Not Recruiting Strategies

It may come as a surprise, but the popular, over-used resume blasters that we call “job boards” are probably the least effective tool in your hiring arsenal.

Shocking, isn’t it? Recruiting has dramatically changed over the past decade. Tossing an advertisement on a popular job board site and sitting back to wait for the ‘perfect fit’ to miraculously apply is, simply put, old school. Job board websites are simply one of many recruiting sources – a tool; not a strategy. Sure, it’s possible that you have gotten lucky in the past and hired someone great who is still working for you today. And yes, job boards do provide access to a huge number of applicants. The question is: are these the applicants you want and need?

Below is a list of several reasons that job board sites are ineffective as a single-source solutions for hiring, and why they aren’t sufficient as a comprehensive talent attraction strategy:

  • Active job seekers are unemployed or seeking other employment opportunities for a reason. These employees often change jobs frequently, making them difficult to retain due to personal issues, poor work habits, disinterest and many other factors. Job boards primarily attract resumes from active job seekers.
  • It’s likely that many of the applicants who you’ve reached out to didn’t apply for your position in the first place. Your job ad could have been promoted to the top result when it didn’t generate enough interest on its own. This a common practice used by job posting websites behind the scenes.
  • Job boards make it very easy for candidates to click and blindly apply to dozens of positions in a very short period of time. It is not expected that these kinds of applicants have conducted enough research to find out whether they are a good fit for your company. After all, you could be the 22nd employer to which they’ve submitted an application.
  • Overall, user reviews on popular customer rating websites like consumeraffairs.com and highya.com are very low for job board websites. Detailed reviews and comments reveal low product ratings and dissatisfied candidates, business owners and hiring managers. Many recruiting managers quickly discover that offers for “free” job postings will end up costing them money to return any value, and financial investments still do not guarantee that the site will provide a qualified candidate.
  • Indeed, Monster and Ziprecruiter don’t have the ability to be selective about who will apply for your jobs. Anyone with access to a computer or smart phone can apply in less than a minute.

So, what do you do now? If you’re willing to change the way you think about recruiting and willing to invest differently for a valuable candidate, you will save resources and avoid BIG headaches.

Today, recruiting processes are complex and require a broader, more strategic approach with the right applicant sources, digital tools and local partner. This recipe results in seamless, efficient and modernized hiring solutions that drive your business’ success.

Those responsible for hiring at small businesses tend to think about finding talent as a numbers game; the more applicants you can reach the greater the chance that one of them will be your next superstar. In reality, this thinking needs to be reversed. If the goal is to end up with a small group of 3-4 highly qualified applicants, why not start by using tools and partners that can cut out the dozens of hours spent whittling down a pile of resumes? Why not start by defining the ideal candidate and then allowing a local partner to quickly hand-pick 3-4 qualified individuals? This approach will allow you to spend your valuable time really determining which candidate is the best fit for your organization.

Believe it or not, in today’s world, passive top candidates are reaching out to a recruiter for a reason. Top candidates know that they will stand out. Excellent candidates don’t want to be a number on a saturated job board, they value the expertise and professional opportunities that a recruiter can offer. We know from research and experience that the best candidates are not surfing job boards; they are spending time connecting with a recruiter or networking with professional associations, universities or through social media outlets.

Throughout this month, we will be taking an in-depth look at how to build an effective recruiting strategy, including the technology, tools and techniques required to attract top talent. The employment landscape in Michigan is changing, and it is more important than ever for employers to distinguish themselves at every part of the hiring process. Check back frequently for more articles that will dive deeper into each aspect of a successful strategy.

If you’d like to learn more, sign-up for our webinar on April 25th!

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Date

April 5, 2018

Author

AXIOS HR

Category

Article Attraction Blog Entries Competitive