Scale does bring problems - as this WSJ article shows. How long before Indian firms start getting disenchanted with the India job boards?
What this also means is that recruiters will need to build skills to leverage social networks and engage with talent communities.
That means building conversational and engagement skills rather than traditional sourcing and selling skills. Are these skills learn-able? Will traditional recruiters be able to make the transition?
Read some excerpts from the WSJ article:
Many plan to scale back their use of online job boards, which they say generate mostly unqualified leads, and hunt for candidates with a particular expertise on places like LinkedIn Corp.'s professional networking site before they post an opening. As the market gets more competitive again, they are hiring recruiters with expertise in headhunting and networking, rather than those with experience processing paperwork.
About 24% of companies plan to decrease their usage of third-party employment websites and job boards this year, according to a December survey from the Corporate Executive Board Co., a business consulting firm. Meanwhile, nearly 80% of respondents said they plan to increase their use of job-board alternative methods this year, such as employee referrals and other websites like Facebook Inc. or LinkedIn.
Food services company Sodexo USA, owned by Paris-based Sodexo SA, slashed the number of jobs it posts to third-party job boards by more than half since the recession started, says vice president of talent acquisition Arie Ball. The number of applications to some executive openings at Sodexo rose more than 50% to 300 since the downturn started, Ms. Ball says, but the increase brought many unqualified candidates.
Pittsburgh-based PNC Financial Services Group Inc. remains concerned that relying too much on job boards could be bad for business.
