Limitations of Job Boards: Hire Effectively with the Help of Cutting-Edge Technology
In the Age of Technology, almost any task or process can be made more efficient and effective – hiring included. The advancement from black-and-white printing to digital practice was a revolutionary achievement itself, but as mainstream as it is today to hire talents through job boards or other employment websites, isn’t it strange that most of us are still predominantly using a technology that was created in the ‘90s?
We don’t deny that job boards are easy to navigate and resourceful when it comes to driving applicant traffic and reaching large talent pools. Many might even agree that Indeed, CareerBuilder and Monster are some of the hottest spots for recruiters to go fishing. However, knowing how task-heavy the HR department typically is, we’re almost certain that the last thing a hiring professional would want is a flood of applications in their email inbox. So, think about it – is catching ONE big fish really worth all the rummage through a sea of e-mails and papers?
Enough is not Enough
The overwhelming influx of applications should be a good-enough excuse to talk to your boss and appeal for better alternatives. But consider them unconvinced, here are other reasons why using job boards alone will not reach your fullest hiring potential:
- Unwanted applications or scams may find their way to the company’s e-mails – disrupting the screening process and adding unnecessary stress to recruiters who now have to filter out the weeds.
- High volume of applications means there is a probability that some may get missed in the process. In other words, a big fish might just slip right through the cracks.
- Visually unpleasing layouts of job boards may look unprofessional and informal to job seekers, especially to younger candidates these days who tend to consider a company’s aesthetics and savviness when applying to jobs.
- Poor communication as a result of being unable to respond to each applicant throughout the process to ensure a positive candidate experience.
- Measuring a candidate’s job-fit will be impossible when the most you are required to provide is your resume and/or cover letter. After all, anyone online can advertise themselves the way an employer wants them to be.
There’s Still Room for Improvement
As we face new limits in the hunt for quality talents, it is necessary for companies to consider adopting what we could now acknowledge as “cutting-edge technology”. Though the idea of an applicant tracking system (ATS) has been around for some time, it’s not until recent years when HR professionals finally embraced the possibilities of such tech.
A software that allows you to advertise on multiple job boards at once; to screen and sort applicants in one place without bombarding your mailbox; to streamline your recruitment workflow by automating each trigger point – yes, it exists. And in fact, 75% of recruiters have been using some form of ATS to improve their hiring process.
Looking back at the past when the closest thing to a recruitment software was a file cabinet and a phone, aren’t you glad that things have evolved since then? So what’s possibly stopping you from taking the leap forward now?