Recruiters
June 19, 2020

Job Boards—Top Competitors in the Industry

Being able to successfully maneuver a job board is becoming a job in itself. New websites seek to enhance the recruiting “experience”. However, the most qualified candidates for a position opening might not always be the most adept in such maneuvers.
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Job boards use to simple sections of newspaper cuttings with one to two sentences offering the most brief description of a job and what it had to offer. Those days are now long gone, replaced by more complex job boards, with many more features, being accessed by hundreds of recruiters daily, and being used by many more thousand applicants to secure their next position and advance themselves.

Job sites have become so lucrative as a business model—organizations have been able to employ whole teams of mobile application developers to turn job websites into successful iPhone or Android Apps. That is saying something about the job site industry.

Added Features, Helping, or Hindering Recruiters?

Applicants today are going through more lengthy job hiring processes than ever before. These lengthy filled processes are really meant to enhance the competitiveness of the position in question, but also provide more screening and security for employers who trust the sites to do their jobs—weed out the bad from the good.

One major added feature of Indeed is Skills testing. This job site actually has built-in, timed assessments that range from computer literacy, reading and writing literacy, math, and verbal assessments. But the bigger question for the purpose of this post is whether or not it is necessary as a recruiter to look at these built-in features, or take a more traditional approach when recruiting and hiring?

The answer is perhaps a little bit of both. The added features should be taken seriously no matter what site they are on, whether its an aptitude test or a questionnaire. These features need to consider for what they are and what their caveats are. Recruiters should be wary that job sites create these features for the purpose of competing with other sites in terms of user friendliness and ease, and that more traditional features likes one resume and university attended might be indicators of a candidate's potential in a new hire position.

Simplified Processes

While recruiters are very active on sites like Ziprecruiter and Indeed, other organizations strategically post their openings on sites like Idealist and avoid using recruiters or third parties all together. In examples like this, employers simply provide an internal email address to an HR department or correspondent who is the qualified expert to handle incoming applications. This is especially true for internships, and for positions that might require less work history or advanced degrees.

In this way, sites like Idealist do very well, and make applicants feel more comfortable when applying because they do not have to jump through as many hoops. Some testimonials of Indeed users have complained that the job postings are too long, too time consuming, and not worth it for the salary that is proposes anyways. At least on Idealist, organizations are more keen to understand that jobs with limited benefits and health insurance, for example, are easy to apply to, and make the candidate feel as though they aren’t wasting their time.

Overall, having a more complex hiring process on a recruiting job site like Indeed, Glassdoor, or Ziprecruiter means that the candidate is going to have to match what they think is appropriate for the interface they are dealing with. In other words, having an easy application works for a candidate because it allows the candidate to approach the process in a very matter of fact, this is what I’m good at, way. Whereas, more complicated sites and applications might even confuse candidates, which could result in the organization, and recruiter picking someone who was good at maneuvering the job site, but not necessarily the best fit for the position. These are new realities as job boards compete for the best interfacing, the smoothest application processes, and for having the most necessary Add-on features that are supposed to enhance the overall application process.

TagsJob BoardsCandidates
Michael Robbins
Writer
Michael is a writer that helps organizations align their mission and values to a wide audience.

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RecruitersJune 19, 2020
Job Boards—Top Competitors in the Industry
Being able to successfully maneuver a job board is becoming a job in itself. New websites seek to enhance the recruiting “experience”. However, the most qualified candidates for a position opening might not always be the most adept in such maneuvers.

Job boards use to simple sections of newspaper cuttings with one to two sentences offering the most brief description of a job and what it had to offer. Those days are now long gone, replaced by more complex job boards, with many more features, being accessed by hundreds of recruiters daily, and being used by many more thousand applicants to secure their next position and advance themselves.

Job sites have become so lucrative as a business model—organizations have been able to employ whole teams of mobile application developers to turn job websites into successful iPhone or Android Apps. That is saying something about the job site industry.

Added Features, Helping, or Hindering Recruiters?

Applicants today are going through more lengthy job hiring processes than ever before. These lengthy filled processes are really meant to enhance the competitiveness of the position in question, but also provide more screening and security for employers who trust the sites to do their jobs—weed out the bad from the good.

One major added feature of Indeed is Skills testing. This job site actually has built-in, timed assessments that range from computer literacy, reading and writing literacy, math, and verbal assessments. But the bigger question for the purpose of this post is whether or not it is necessary as a recruiter to look at these built-in features, or take a more traditional approach when recruiting and hiring?

The answer is perhaps a little bit of both. The added features should be taken seriously no matter what site they are on, whether its an aptitude test or a questionnaire. These features need to consider for what they are and what their caveats are. Recruiters should be wary that job sites create these features for the purpose of competing with other sites in terms of user friendliness and ease, and that more traditional features likes one resume and university attended might be indicators of a candidate's potential in a new hire position.

Simplified Processes

While recruiters are very active on sites like Ziprecruiter and Indeed, other organizations strategically post their openings on sites like Idealist and avoid using recruiters or third parties all together. In examples like this, employers simply provide an internal email address to an HR department or correspondent who is the qualified expert to handle incoming applications. This is especially true for internships, and for positions that might require less work history or advanced degrees.

In this way, sites like Idealist do very well, and make applicants feel more comfortable when applying because they do not have to jump through as many hoops. Some testimonials of Indeed users have complained that the job postings are too long, too time consuming, and not worth it for the salary that is proposes anyways. At least on Idealist, organizations are more keen to understand that jobs with limited benefits and health insurance, for example, are easy to apply to, and make the candidate feel as though they aren’t wasting their time.

Overall, having a more complex hiring process on a recruiting job site like Indeed, Glassdoor, or Ziprecruiter means that the candidate is going to have to match what they think is appropriate for the interface they are dealing with. In other words, having an easy application works for a candidate because it allows the candidate to approach the process in a very matter of fact, this is what I’m good at, way. Whereas, more complicated sites and applications might even confuse candidates, which could result in the organization, and recruiter picking someone who was good at maneuvering the job site, but not necessarily the best fit for the position. These are new realities as job boards compete for the best interfacing, the smoothest application processes, and for having the most necessary Add-on features that are supposed to enhance the overall application process.

Job Boards
Candidates
About the author
Michael Robbins -Writer
Michael is a writer that helps organizations align their mission and values to a wide audience.

Related Articles