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.
Talemetry's 2017 Recruitment Marketing Technology Outlook Survey asked recruiting and HR professionals four questions that add up to heartache for recruiting organizations. Those questions were:
- What recruitment technologies do you use?
- How satisfied are you with these tools?
- What is your top source of hire?
- What is your biggest recruitment marketing challenge?
The answers painted a clear picture of what needs to change for recruiting organizations to thrive in todays challenging recruiting environment:
- 85% use job ad distribution tools
- Job distribution tools got the highest satisfaction rating
- Job ads were the top source of hire
- Lack of enough qualified candidates was the biggest challenge
The results paint a somewhat unsurprising picture of recruiting organizations continuing to rely on less than effective methods of acquiring candidates, despite a clear lack of success.
Think about it. Almost all use tools for distributing jobs to job boards. They seem very satisfied with the technology. Hey, job ads are even their top source of hire.
But lack of qualified candidates remains their biggest challenge.
Clearly, job ad distribution and job boards in general are not getting recruiting organizations enough qualified candidates. Perhaps they are not doing enough other things to compliment job distribution. Perhaps job distribution results in a higher percentage of unqualified candidates than, say, referral or outbound sourcing. Perhaps they believe job ads are ineffective but they don't have a reasonable alternative. Better to get part way down the road than to stand still.
In all likelihood, all of these conclusions probably lie behind this reliance on job distribution despite a clear acknowledgement that it's not getting them where they need to go.
In any case, no single recruitment marketing technology is a panacea. Organizations need to utilize a full toolkit of solutions to meet their candidate acquisition targets.
As we've written before, recruitment marketing is a multi-channel endeavor, each supporting the other, with the sum being greater than the parts. The challenge becomes what additional channels, programs, and activities do you undertake to expand beyond reliance on job boards?
We recommend building your capabilities around outbound sourcing and centralizing your internal talent (past applicants in your ATS, referrals, and employees) and your accessible external talent (resume databases, social networks, etc.) into a proprietary recruiting CRM.
These two functions work together to form the core of a relationship-based recruiting strategy where every potential candidate interaction results in a profile being created and remarketed to over time. With this structure in place, you can grow this pool, engage and nurture candidates ahead of need, source from it, and leverage it into your main source of hire. It provides the structure and systems to break the vicious cycle of relying too heavily on job boards - even though they don't fully meet your talent acquisition needs. Much more strategies on this topic in the free eBook Predictable Hiring.
To get access to the full data from Talemetry's 2017 Recruitment Marketing Technology Outlook Survey, click here for a free download.