The Tattslotto of Getting the BEST Candidate from Your Selected Platform?
The online job board space has just grown a little bit more congested.
Gumtree recently undergone a facelift to celebrate its ten-year anniversary and in doing so, has developed a dedicated job board. The online classifieds board has always served as a kind of ‘defacto’ jobs board/job seeking site for entry level and less skilled jobs (e.g. fruit picking) and temporary work, especially in the service industry. This latest move seems to be aimed at working to their strengths and cement their position as a jobs platform for more transient work.
[Tweet “Which #jobboard should you bet your money on?”]
So here we are, another job board in the market in addition to the plethora of job boards already available. We have our stable brands like Seek and LinkedIn, and we also have the Job Board Aggregators such as Indeed, Adzuna and, potentially, Google for Jobs, coming into the picture. These aggregators use algorithms to pull job listings from all across, a sort of symbiotic relationship where they enable smaller, more specialised job boards to have broader exposure without making them irrelevant.
All this is good. I believe it promotes healthy competition and innovation. However, it does make me wonder how a recruiter, or a Talent manager, would know which job board to use to reach their desired candidates. How can they readily discern what a job board’s target market is?
So if that’s the case and as more and more specialised job boards grow to fill market demand, how will organisations be able to determine which medium to use that will be best fit for their positions? Will it come down to spray and pray or just plain luck that the positions be filled?
Larger more well established job boards such as Seek and Indeed may have great filters that allow you post jobs to likely candidates and understand the demand and supply of a skill by location and salary rate, but what about these smaller job boards? Will newer job boards and mediums provide the same service?
The answer is most likely not. Using a lottery analogy, basically if you play Tattslotto you have a 1 in 8,000,000 chance of winning 1st Division and you have a 1 in 8,000 of winning a fourth division. I wonder what the odds are of posting jobs on platforms where you have no idea of whether you have any suitable potential candidates.
What sort of odds are you willing to bet your money on?
Image: Shutterstock
More specific job boards are starting to appear. How do they fit into your contingent workforce strategy? Join us on 12-13 September at the Contingent Workforce Conference 2017 to learn more. Tickets available here.
Related articles
About Trevor Vas
Trevor has worked in the Recruitment, Information Technology and the Finance industries in various professional consulting roles. He is a recognised leader in human capital management for large organisations and is an active speaker at industry conferences in Australia and New Zealand. In his previous role, Trevor was the Managing Director of an Australasian consultancy business that consulted and operated Managing Vendors at many of Australia’s and New Zealand’s largest organisations. Since the establishment of HCMS, Trevor has consulted to BHP, Coles Myer, Crown Casino, ASB Bank and Waitemata and Auckland District Health Boards in relation to their enterprise recruitment models including Recruitment Technology, Recruitment Processes, Preferred Recruitment Supplier Agreements and implementing and optimising Recruitment Centres. Trevor is a subject matter expert in Recruitment Technology and Resource Management and has assisted many organisations to improve their effectiveness in these areas.
View more articles by Trevor Vas
Leave a Reply
Sign up to our newsletter
Get a weekly digest on the latest in Talent Acquisition.
Deliver this goodness to my inbox!