It’s been a great week, dominated by us here at Rice Consulting hosting Ross Clennett for his Recruitment Masterclass series of events in Auckland. Thanks for your efforts and expertise Ross, and a huge thanks to everyone involved in the events, we hope you found them valuable, informative and enjoyable.
So now here we are on Friday morning, you want your weekly dose of Whiteboard blog-alicious commentary, and I am staring at a mountain of work to catch up on.
So hurray for Job X Soutions, who sent around an e-mail flyer last week that does a lot of this week’s work for me. What they spoke about pertained to one specific recruitment business, but what it does is open up a much wider debate around the future of job boards. One MD of a global recruitment brand recently told me that they were on the verge of cutting job board use entirely. I don’t entirely believe him and suspect there was a fair amount of bravado fueling the statement, but I wouldn’t be surprised to see their usage continue to lessen.
We ourselves are reducing the number of ads we post on job boards from May onwards. Whilst we won’t be reducing the amount we spend, we will be spending it on different parts of the site. The reason? The actual job listings part of the job boards are just not performing the way they used to and the quality of response is dire.
The job boards recognise this, of course, but so far their response has been earnest but ineffectual. SEEK’s jobseeker profiles product looks good, is easy to use, and on the face of it is really quite clever – but hands up who would pay for it? Sorry SEEK but I don’t want to be told by you what CVs I might be interested in for my jobs, I want to see all of the CVs and make that judgement myself. And what happened to Trade Me Jobs’ Bounty Hunter product?
Top marks for effort. No marks for usefulness.
So now we have recruitment businesses like Marsden Inch below who have adopted a policy to simply refuse to post any vacancies on job boards at all. After all, our clients can easily do that themselves nowadays, so what value are we offering by simply duplicating their own efforts?
Can the job boards come up with innovations that work? Game changers that we will pay for? Or are their spluttering engines never going to fire back to life, and soon the terminal descent to oblivion will commence? I want them to succeed. I want them to develop new products, services and solutions to benefit my recruitment business long into the future. But if they don’t, well I think many of us will be falling in step behind the brave Marsden Inch.