Job Boards Aren’t Enough or Just Too Much
Job search boards serve as a vital tool for both job seekers and employers, with the purpose of simplifying the process of finding and filling job vacancies. These platforms provide a centralized location for job seekers to explore a wide range of employment opportunities across different industries and geographies. Through job search boards, candidates can easily browse, filter, and apply for positions that align with their interests, skills, and qualifications. On the other hand, employers benefit from the extensive pool of talent accessible through these platforms. These job boards allow employers to efficiently advertise their job openings, screen and review applicants, and ultimately connect with potential candidates. By bridging the gap between job seekers and employers, job search boards play a pivotal role in streamlining the recruitment process, fostering employment opportunities, and driving economic growth.
We see all these advertisements for job seekers from Indeed, ZipRecruiter, LinkedIn, etc., but what is the percent of people who actually land their “ideal” job? Job boards are a pool of endless employers looking for various level employees. Most of the services allow recruiters to post job ads for free…and we all know what happens when something is free. '
Drawbacks of Job Search Engines
Job boards have undoubtedly revolutionized the job search process, offering convenience and accessibility with just a few clicks. However, they also come with their fair share of downsides. One significant drawback is the sheer volume of applicants that flood these platforms. As a result, candidates often face fierce competition, making it challenging to stand out and snag their dream job. Moreover, job boards tend to lack personalization and fail to provide the necessary human touch that can greatly enhance the hiring experience. Automated systems and algorithms often filter out potential candidates based on keywords, leading to qualified individuals being overlooked. Additionally, job boards can sometimes be plagued with fake job postings, leading to an increase in fraudulent and deceptive practices. Despite their usefulness in connecting job seekers with companies, job boards can fall short in providing a tailored and reliable job search experience.
Applicants - So how to we get that interview?
Those who are highly degreed and multi-certified do not have much of an issue in this area mainly because these people are always sought after. The people who are well connected and can drop a few names to snag that wanted title. Another group candidates are those who are skilled in a trade and can utilize their unique knowledge. Lastly there are those who just need something. Which category do you fit under?
If your education and experience is valuable, yield it to your benefit and keep yielding it to your benefit.
Other tips to land an interview:
Keep your resume updated
Keep your contact information updated
Keep a positive and professional attitude
You may get a lot of “No’s” before you get a “Yes” - Don’t feel defeated
If you can get the email of the hiring manager or recruiter, send them an email and attach your resume
Be sure to fully complete the online application
Some employers do not look passed the application if it is incomplete or there is missing information
Most importantly, be sure your are applying to a position and to a company you feel you can work with long term
The idea is you want to get you feet planted into a company where you can grow your skills and be promoted
Be sure you meet the hiring requirements: certifications, credentials, education, skills, etc.
Once you secure the interview, SEE HERE for more help.
Employers - How do we hire the right people?
As an employer, you don’t just want to fill an empty space. You want to make sure you are hiring qualified candidates who will help your company thrive and stay productive. Below are some tips for interviewing managers.
Do’s and Don’ts of Interviewing and Hiring Legally
Applicants should not be judged by protected differences
Age (40+ to be covered under Age Discrimination Act)
Sex/Gender Stereotyping (Title VII, 1964)
Pregnancy Discrimination Act/Pregnant Workers Fairness Act (similar to ADA)
Religion
Race
Ethnicity
Disability (Physical and Non-Physical - ADA)
Genetic Information (Health/Family History)
Military Status
Protected Activity (Applicants Previous Employment Activity)
Previous EEO/Overtime Complaints
Previous Worker’s Compensation Claims
Do not ask medical or psych questions
Allowed to discuss and ask: Explain job requirements and ask is applicant is able to perform the duties without any issues
Do not ask age questions or when the year someone was born or graduated high school
Allowed to ask: Did you graduate high school? Did you earn any college degrees or professional certifications?
Do not ask about childcare arrangements
Allowed to discuss and ask: Give details of the work schedule and ask if the applicant is available to work the schedule without any issues
Do not ask about citizenship
Allow to ask: Are you legally allowed to work in the US and can you provide documentation?
Ask open-ended questions where applicants are doing most to the speaking and mention details about themselves
Do not engage in any information that an applicant reveals that may be a protected class or may become employment concerns
Ask skill-related questions
Use the job description as a guide to ask questions
Keep job descriptions updated
Interviewee Red Flags
Things that can indicate poor judgments and unprofessional demeanor
Not courteous to office staff
Late for interview and does not acknowledge their actions
Inappropriate dress/hygiene
Sharing confidential information about previous employer
Do Not Lose Control of the Interview
Be professional and pin down answers
Did you quit or were you terminated?
Do not be distracted by applicants who have extended vocabulary
Ask them to explain or to give examples
Be clear about their last position
What was your title? What were your tasks or what were you responsible of?
If reporting and documentation matters, pay attention to their resumes and email communication
Employers are able to ask applicants to test their competency with skills assessments
Online Screening of Applicants
Private employers are allowed to screen applicants’ online activity to decide whether or not to hire
If screening social media platforms, only accept content that is public
Do not search or attempt to pry into private pages
SEE HERE to purchase Daily Pro’s Interviewing Questions and Scoring Template for Hiring Managers.