I had been listening to an online radio show recently, and was surprised to hear the founder of a major jobs plank publicly state that only 12% associated with jobs are fulfilled through work boards.
It wasn’t that this ratio came as a surprise to me, possibly as a recruiter or a Professional RESUME writer. It was just that it was the jobs board owner stating what those of us in the employment industry already know.
When you start a job research, and its probably been a while as you have done that, you learn about the brand new and easy way of getting employed. Job opportunities boards seem to have multiple benefits over the old style newspapers:
Greater variety of more jobs
You can spot/avoid the recruiters
Well, everything is true. But , the reality of the job 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: these are either people from existing providers, partners or competitor companies. This is the biggest growth sector in work, through companies offering incentives to existing employees to find new recruits, representing now around 8% from the employment market
Residual third are fulfilled by some form of job advert system: either through recruiter networks, or even employers directly placing job adverts
Therefore , having grabbed almost half the total potentially available market share within around five years, shows the great success of the jobs board market, but there had to be a drawback.
Human jobs boards?
As a resume made and reviewed via pc entry system is no longer a human being interaction, the average applicants chance of standing out as different to everyone else are limited. Hence, the chances of your becoming rejected are higher.
Many corporations recognise this human interaction issue, by putting some form of test in the application process, based on some form of emotional theory. The concept is that only the type of people who both show the right kind of skills and who would fit with the culture of that organisation, will get through to the point in the process where the applicant interacts with an employee of the company.
Even if you agree with psychological testing and screening process, 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 significant problem is the jobs board business model. As the market is fairly easy to enter — £2000/$3000 or less – competition is fierce. The result is that the major business model which survives is the one particular where job seekers are a commodity, and hence are offered the service for free. Cash is made on recruiters and employers paying to access databases of open profile job seekers, and advertise.
However , as competition is so fierce, the cost to advertise is continually decreasing, and hence job boards owners needs new techniques to make more money. One of the simplest may be the repeat advert, or the multiple “buy one, get X free. inch Both techniques encourage advertisers to help 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 20% of the adverts were both nevertheless 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 work are fulfilled by jobs boards. Job boards should not be dismissed from where you work search, but be aware of your chances of working when you hit the “click to Submit” button. There are better plus quicker ways of getting employed compared to one which at best returns 12%.