You've probably heard by now that Google has gotten involved in the hiring game with Google for Jobs – and it could affect your career site. With their announcement of Google Jobs API last year, and their implementation of Google for Jobs within their native search engine, Google is looking to clean up the job search process.
You know you want it. You feel like you need it. It always calms you down and gives you a reliable fix to get you through your day. Drugs? Perhaps, but we're really talking about job distribution. That's right, a recent survey by Talemetry reveals a large disconnect between use of, and satisfaction with, job board advertising tools and actual results.
Topics: job distribution
Getting your career site scraped by job board aggregators like Indeed.com or LinkedIn can feel like you hit the jackpot. A sudden influx of free candidates reduces your cost per applicant and probably gives you some quality hires.
So what’s not to like?
Let’s face it: Just about everything you do as a recruiting organization hinges upon your online job application. Every paid ad, every sent email, every recruiting event attendee ends up filling out an application online at some point.
So you’ve spent a huge amount of time analyzing and designing a job application process that outperforms anything out there in terms of ease of use and effectiveness at converting candidates to applicants, right?
Topics: job distribution
Talemetry clients get a lot of job views. In fact they received over 70 million views in 2015. And they have the ability to know which boards give them the most views, application starts, completions, and hires. That gives Talemetry users a unique perspective on what works.
Diversity in the workforce is a good thing. In addition to the obvious benefits of aligning employees with multiple cultural and social experiences around your organizational mission, attracting and hiring a diverse workforce is a legal requirement for most organizations.
Federal contractors and subcontractors must be able to demonstrate that they are creating inclusive job descriptions/ads and advertising their positions through a diverse set of channels to comply with Office of Federal Contract Compliance Programs (OFCCP) requirements.
There is a lot of talk about how ineffective job boards can be these days. The knock on job boards is that they drive unqualified candidates to jobs, they don’t provide metrics regarding how many people get hired, they’re reactive in that jobs get posted after a position becomes open which can slow time-to-applicants and time-to-hire, and candidates appear to use them less and less each year as the number of active candidates decreases and cynicism about getting lost in a black hole increases.
Recruiters have long known that one key to achieving success in attracting the best candidates is automating the job ad distribution process. Although the technology has been around for many years, allowing recruiters to post one job to many job boards, there is now a tremendous opportunity to realize increased value, efficiency, and a positive impact on your company’s bottom line through new “fully automated,” predictive job distribution methods and technology. With a shrinking supply of active candidates available to fill much needed jobs, recruiting organizations need every advantage.
A common mistake that many recruiters make when trying to attract candidates is stopping at the point of basic job distribution, or getting jobs out into the marketplace in the simplest way possible. Instead, recruiters should be taking a step back in order to be more strategic about how and where those jobs should be advertised or they run the risk of missing the best candidates completely. In order to be more strategic, it’s recommended to develop candidate personas.
Recruiters rely on many channels to ensure they are capturing the attention and interest of today’s top talent including job fairs, social media, networking events, employee referrals, and more. However, one of the top outlets for recruiters seeking qualified candidates for job openings is job boards. Because there are so many job boards to choose from, recruiters must take a strategic approach in order to spend their job board budget wisely.