This is the first of a series of posts this week about the new board I created, why I am doing it, and what I’m trying to achieve in the long run. If you’re interested in posting a job on my site, fill out the contact form above.
There was a lot of discussion that the “job board is dead” because of the rise of social media and different technologies emerging. Well, everyone is using social media and that’s not a good thing since a post can be stuck in a black hole after publishing and while technology has made things rapid and improved the job search experience, but people still realize the job board is effective.
The problem is the job board/description has been stagnant for nearly twenty years. You have the basics: summary, description, duties and responsibilities, and qualifications. Why job boards are still successful is because there’s a lot of demand for one opening and companies are willing to shell $100-400 for a 30 day post to find that one person. This cannot sustain that much longer.
Back in May, during the Jill Abramson fiasco, The New York Times release their digital report and one of the primary takeaways is the homepage view is decreasing, however, articles views have been steady. To summarize, readers want their content immediately, not a to have multiple steps to get to an article. Frankly for applicants, they want to see the job first, then work their way back to the company site for research in their interview and the job description can do that, if done properly.
This is why job descriptions and job boards need a makeover. Gone are the post-and-pray style and in is a job description act as a multi-faceted tool. The job description should not be transactional, but a two-way forum for job seekers and recruiters/HR/hiring managers to interact. The job description should attract to these various people:
- Workplace Culture – People are attracted to the business based on the people and workplace based on marketing your business as a great place to work and mention the perks and community activities the business has done. Usually mention that in the company description.
- Networkers – People who want to discuss their skills in a public/private setting. Not enough people list their upcoming appearances on their company job page, let alone the job description.
- Idea Generators – People who want their share their ideas. List projects to motivate the job seeker to 1) be interested in the company and 2) they can share what they experience or what they want to do with the project. Job seekers can mention all of this in their cover letter.
Instead of mentioning that you have a job opening, both sides (job seeker and the recruiter/HR/hiring manager) need to ask one another, “What do you bring to the table?” All content should be on the job description to attract a diverse audience.