Why Job Boards Work Better for Recruiters

In our previous blog post, Why Job Boards Don't Work, we discussed the drawbacks of online job boards. That being said, job boards can be a great resource to find candidates and job openings when used effectively. In this article, we explore why job boards tend to be more effective for recruiters than employers.

Ad Budgets

Often, employers don't see much success from their job postings because they are running a single ad for a very specific position on a niche job board. Since they only have one ad budget, it can quickly run out if the job starts getting a lot of traffic. Web traffic can ebb and flow throughout the day and month, which means on sites like Indeed and other niche job boards, a sudden increase of traffic in the morning could quickly deplete the budget, preventing your ad from taking advantage of another traffic increase in the evening.

Meanwhile, recruiters typically have several ads posted for a much broader spectrum of positions on job boards. This shared ad budget means there is less likelihood that a well-performing ad will miss out on end-of-day or end-of-month traffic due to budget restrictions. Having different iterations of ads can effectively pull in candidates who may be a match to several similar job descriptions they are currently looking to fill. Because search engine optimization is so important, using different keywords or phrases can better hone in on the target audience and attract qualified candidates who may not have seen or clicked on the first ad. Posting jobs that are high-quality means more applications from better candidates, increasing the chance that one of those applicants will be the ideal candidate for an open job.

Advertise for People

Recruiters advertise for people, not positions. This approach is successful because, rather than having one ad or one door through which candidates can apply for your company, they have several doors where the best talent can enter. This also enables recruiters to build a pipeline of qualified candidates that fit into various job openings. If a great candidate applies for a job posting that is filled or they don't receive a job offer, their resume can be submitted to other similar roles or added to a candidate bank to be considered for future open positions through the job boards. This means that as soon as there is a job opening, the recruiter has a hotlist of active job seekers to present the position to, enabling them to connect employers with potential employees quickly.

Copywriting Skills

Recruiters often have a copywriter on staff to craft lively, specific job ads that include keywords and phrases targeted to the audience. Ads written by an experienced copywriter are more polished, and SEO-friendly copywriting gives job ads an edge in Google searches over other ads that don't take advantage of SEO. This makes it more likely that your job description will be found in search results and produce more tailored, relevant applicants. Advertising jobs on a nice job board or other job listing site in a way that will provide an accurate job description and engage job seekers requires a strong understanding of the job market as well as SEO best practices.

Candidate Networks and Pipelines

Recruiters often have a network or pipeline of qualified candidates to draw from. This means they don't need to spend as much time searching for new applicants because they can refer back to these existing networks when there are openings. This also enables them to make better recommendations to clients since they have taken the time to develop relationships with both active and passive job seekers and are familiar with their skills, job requirements, and what will motivate them to accept a new position. They usually have developed a curated candidate bank and can quickly connect with top talent as soon as a new job opens up. Ultimately, the goal is simply to connect great people with great jobs.

Experience and Specialization

Expertise is one of the best tools in a recruiter's toolbelt. Recruiters have extensive experience combing multiple job boards and interviewing candidates. They can predict which types of ads will attract strong applicants, and which keywords are most likely to be used by top talent on your website. Specialized recruiters have a keen understanding of their niche job market and can find creative ways to connect with candidates in that industry.

Hiring managers can become overwhelmed with the flood of job applications some job board ads receive, many of which are underqualified candidates. Recruiters are experts at managing applications, quickly assessing a candidate's skills, and matching them with potential open opportunities. This includes identifying candidates who have been overlooked by algorithms or applicant tracking systems because their skills or experience don't directly match up with what employers are looking for. Recruiters also have the experience, time, and resources necessary to thoroughly screen candidates before presenting potential matches to their client.

Industry Knowledge

Because recruiters spend so much time searching for candidates using many job boards, niche job boards, and other tools, they gain significant insight into industry and job market trends. These include the hottest skills in demand for employers and the most desirable benefits for candidates, such as remote work options or competitive pay. This insight helps recruiters craft job postings that will attract top talent, in addition to making them a valuable resource for both clients and candidates navigating the job market.

Go with the Experts

At redShift Recruiting, a 2021 review of 100 candidates who received job offers within the last few months showed that only one quarter of them applied through an ad posted on a job board, and less than half of those decided to accept the position. That means 75% of our placed candidates were found using other resources, such as recruiter networking. This is one of the key advantages to working with a recruiter-- they have both the skills and experience necessary to find both talented professionals and skilled entry-level employees, as well as access to a carefully curated professional network of top talent. Good recruiters know how to get the best results from general job boards, niche job boards, and multiple other platforms, but don't rely exclusively on them to fill open positions. Recruiters use job boards as just one of many resources for finding new talent.

As the saying goes, you never want to put all your eggs in one basket. When recruiting, you should be using job boards to supplement your job search or recruiting efforts, not expecting them to be a one-stop shop to find the perfect candidate. Job boards are still an important part of the recruitment process, even with the emergence of social media and other tools. They offer you a quick and effective way to post open roles and search for multiple positions, but they aren't your only resource for finding great candidates. Posting on job boards should be just one part of a smart and strategic recruitment plan. Employers are more likely to have success with job boards when they work with a recruiter who has the right experience, dedication, and resources to effectively source top candidates. So the next time you need a job filled, save yourself the headache of navigating the job boards and consider working with a recruiter.