Posting - Lazy Guy Way
Posting jobs online is a sit-back-and-wait talent attraction strategy wherein there is no action taken other than that of publishing the job to various sites.
If identifying, attracting and hiring top talent is critical to any company’s ability to create and maintain a competitive advantage, does it make sense to rely heavily on a method of talent attraction that involves little-to-no effort?
Posting jobs online anywhere – whether it be on a corporate site, LinkedIn, Facebook, or a niche job board – is essentially the lowest level of effort anyone can take towards the goal of hiring your next game-changing employee.
Even i do some times being lazy way ... :)
Why it is done Job Posting ? :
1.Posting jobs a passive strategy
2.Posting jobs offers no control over candidate qualifications
3.Job advertisements only attract candidates who are actively looking
4.Posting jobs isn’t social!
Statistics out of Job Posting are
The real issue at hand is that with job posting, you are essentially missing the other 86% of the workforce.
Sourcing Way/Smart Guy Way :
I always want to be to be this way ,some times you have no option to take lazy boy approach of Job Posting This is excellent approach and active way of bringing and identifying candidates ,when you start to source ,your right brain works in magic,lot of innovative ways of sourcing will flow ,in search strings,targent companies,education,location etc
When you create and execute searches to source for potential candidates, you are actively “hunting” for talent – targeting people with specific qualifications and experience, who live in specific areas – regardless of their job search status
If someone responds to a job posting you posted recently and they enter their information into your ATS/recruiting CRM – they are most likely actively seeking a new job, although there is a chance you could also be collecting a casual job seeker.
Statistically, many people who respond to job postings are not actually qualified for the position they applied for. If they are not a match for any current openings, it is likely they will find a position with another company with a position they are actually qualified for.
But you still have their resume in your ATS.
Alternatively, their resume may still be posted in an online resume database somewhere (many people either don’t or forget to take them down after they take a new job). In fact, my own research has shown that approximately 75% of all resumes on the job boards are over 30 days old. So if you think that all of the resumes stored in online resume databases are of active job seekers, you are quite wrong.
Statistically, the majority of resumes in online resume databases are of people who are likely to be not looking or passively looking.
In about 3 months to 2 years’ time, those active job seekers turn into people who are likely to either to be not looking at all for a new position, or who may be satisfied with the new position they took, but open to better opportunities (passively looking).
Unlike job posting, when you are searching for resumes, you can actually specifically target people who are not likely to be actively looking.
ATS Searching
ATS with poor/limited candidate search capability is like having a well-stocked wine cellar that you can’t access because you don’t have the key to the door. Or even if you had the key – you had no way of finding the exact bottle you were looking.
Finally :
Will there ever be a time when jobs aren’t posted online?
I’m not sure if we will ever get to that point, because it could be argued that posting jobs online is a logical thing to do and is certainly a part of a balanced “diet” of recruiting methods, and it can produce results.
However, if you or your organization relies heavily on posting jobs to find the right candidates at the right time, let alone the best candidates available, I believe you are at a serious competitive disadvantage.
Job posting is essentially like trapping: set the snare and do nothing but wait (and hope!) for the right person to stumble by – an inherently passive, hope-based strategy that affords you absolutely no control over what wanders in. To make matters worse, the only people who will search for or even “see” ads for jobs are those who are actively or casually looking, which is the smallest slice of the talent pie.
That’s right – you simply can’t snag those highly sought after “passive” candidates via posting jobs online.
On the other hand, as a truly active strategy, sourcing candidates affords everything that job posting fails to: control over candidate qualifications and the ability to specifically target and engage passive and even non-job seekers socially. Instead of waiting for the right people to come to you, you simply go out and find them, without a care for whether they woke up that morning thinking about finding a new job or if it was the furthest thing from their mind.
I am aware of many companies that spend quite a bit of time, effort and money on their job posting efforts, including “interactive recruiting solutions.” It makes me wonder if as much time, energy, and money is being spent on enabling their proactive sourcing capability, which would afford them with significantly more control over candidate qualifications and quality, as well as more truly social engagement with the highly coveted “passive” talent pool.
When assessing job posting solutions and efforts, I believe the less obvious but true value of job posting lies primarily in the collection of active candidates and the ability to cultivate them over time through regular engagement (electronic and over the phone) into more experienced/qualified candidates who will inevitably become passive/inactive job seekers.
Posting jobs online is a sit-back-and-wait talent attraction strategy wherein there is no action taken other than that of publishing the job to various sites.
If identifying, attracting and hiring top talent is critical to any company’s ability to create and maintain a competitive advantage, does it make sense to rely heavily on a method of talent attraction that involves little-to-no effort?
Posting jobs online anywhere – whether it be on a corporate site, LinkedIn, Facebook, or a niche job board – is essentially the lowest level of effort anyone can take towards the goal of hiring your next game-changing employee.
Even i do some times being lazy way ... :)
Why it is done Job Posting ? :
1.Posting jobs a passive strategy
2.Posting jobs offers no control over candidate qualifications
3.Job advertisements only attract candidates who are actively looking
4.Posting jobs isn’t social!
Statistics out of Job Posting are
•32% passively looking
•34% not looking
•20% casually looking
•14% actively looking
Sourcing Way/Smart Guy Way :
I always want to be to be this way ,some times you have no option to take lazy boy approach of Job Posting This is excellent approach and active way of bringing and identifying candidates ,when you start to source ,your right brain works in magic,lot of innovative ways of sourcing will flow ,in search strings,targent companies,education,location etc
When you create and execute searches to source for potential candidates, you are actively “hunting” for talent – targeting people with specific qualifications and experience, who live in specific areas – regardless of their job search status
If someone responds to a job posting you posted recently and they enter their information into your ATS/recruiting CRM – they are most likely actively seeking a new job, although there is a chance you could also be collecting a casual job seeker.
Statistically, many people who respond to job postings are not actually qualified for the position they applied for. If they are not a match for any current openings, it is likely they will find a position with another company with a position they are actually qualified for.
But you still have their resume in your ATS.
Alternatively, their resume may still be posted in an online resume database somewhere (many people either don’t or forget to take them down after they take a new job). In fact, my own research has shown that approximately 75% of all resumes on the job boards are over 30 days old. So if you think that all of the resumes stored in online resume databases are of active job seekers, you are quite wrong.
Statistically, the majority of resumes in online resume databases are of people who are likely to be not looking or passively looking.
In about 3 months to 2 years’ time, those active job seekers turn into people who are likely to either to be not looking at all for a new position, or who may be satisfied with the new position they took, but open to better opportunities (passively looking).
Unlike job posting, when you are searching for resumes, you can actually specifically target people who are not likely to be actively looking.
ATS Searching
ATS with poor/limited candidate search capability is like having a well-stocked wine cellar that you can’t access because you don’t have the key to the door. Or even if you had the key – you had no way of finding the exact bottle you were looking.
Finally :
Will there ever be a time when jobs aren’t posted online?
I’m not sure if we will ever get to that point, because it could be argued that posting jobs online is a logical thing to do and is certainly a part of a balanced “diet” of recruiting methods, and it can produce results.
However, if you or your organization relies heavily on posting jobs to find the right candidates at the right time, let alone the best candidates available, I believe you are at a serious competitive disadvantage.
Job posting is essentially like trapping: set the snare and do nothing but wait (and hope!) for the right person to stumble by – an inherently passive, hope-based strategy that affords you absolutely no control over what wanders in. To make matters worse, the only people who will search for or even “see” ads for jobs are those who are actively or casually looking, which is the smallest slice of the talent pie.
That’s right – you simply can’t snag those highly sought after “passive” candidates via posting jobs online.
On the other hand, as a truly active strategy, sourcing candidates affords everything that job posting fails to: control over candidate qualifications and the ability to specifically target and engage passive and even non-job seekers socially. Instead of waiting for the right people to come to you, you simply go out and find them, without a care for whether they woke up that morning thinking about finding a new job or if it was the furthest thing from their mind.
I am aware of many companies that spend quite a bit of time, effort and money on their job posting efforts, including “interactive recruiting solutions.” It makes me wonder if as much time, energy, and money is being spent on enabling their proactive sourcing capability, which would afford them with significantly more control over candidate qualifications and quality, as well as more truly social engagement with the highly coveted “passive” talent pool.
When assessing job posting solutions and efforts, I believe the less obvious but true value of job posting lies primarily in the collection of active candidates and the ability to cultivate them over time through regular engagement (electronic and over the phone) into more experienced/qualified candidates who will inevitably become passive/inactive job seekers.
Comments
-sathya