The first stage of reducing the labour intensive requirements of multiple Job Boards is most often known generically as Multiposting. Job Boards vary from large generics like Monster and Seek, down to a vast number of specialists and localised boards, (there are nearly 700 in the UK and over 5000 in the US, yet only a dozen or so in Australia). There are also increasingly large numbers of job advertising and job/candidate searching facilities within Forums, Blogs, and of course Social Media. Whilst Job Boards and point and click job applications solved the problems of candidate acquisition, it created two more problems;
- Multiple recruiters within a company accessing and using Job Board credentials and advertising quota’s, and manually specifying a significant amount of detailed vacancy data on each Job Board
- Managing applicant inflow, categorisation and assessment from multiple sources using purely an email inbox, which uses only chronology for ranking
Multiposting solves the first problem by storing credentials and quotas and sitting as a technical gateway between the RMS and multiple Job Boards. It allows the vacancy to be specified only once within the Multiposting interface, with the bulk of the data generated from the vacancy details held within the RMS, with the recruiter filling in the gaps, typically on a dynamically generated custom gateway page, this then being submitted in one click to multiple Job Boards.
By integrating an apply URL link to a web page, either built in to the Multiposting tool or from within the RMS, you solve the second problem by receiving the applicants back into a single place, with ranking of candidates possible either automatically or manually, according to how closely they match the skill requirements of the vacancy data, rather than just arriving at the desktop in chronological order. The 101st applicant chronologically can be at the top of the list, if you have the right system and they are also the best applicant.
The key fundamental of good recruitment is speed and efficiency. Essentially, Multiposting plays a critical role in the key performance objective of the recruiter – getting the job in as many places as possible so that the best candidate can find your advert before another recruiters advert, and getting that best candidate to the hiring manager as fast as possible. Recruitment is urgent and saving time is critical to success.
Job Boards notoriously modify their systems regularly, change fields, add criteria, change technologies etc. The Multiposting gateway constantly manages this by mapping what it can for each Job Board and then, where there are differences, showing the user what extra data needs to be specified for which Job Board, and also whether it is mandatory or optional. It is relatively simple to modify and remap the gateway whenever a Job Board alters part of its format rather than rebuild the RMS. Even if you don’t re-map it, the new field can be presented for manual completion by the user so that the job advertising process is not compromised by technical delays.
Multiposting really came about by accident, an afterthought to the growth of the Job Board advertising market. Multiposting service providers are generally tolerated by the Job boards rather than encouraged because of the fact that they put a layer in between the Job Board and their customer. For what is essentially a drop in the ocean in the grand scheme of recruiting overheads, they are by far the cheapest service of the lot, often being given away for free as part of an RMS service.
It’s a critical component of any RMS in the mature recruitment market, whether it is embedded into the software, or linked to a third party Multiposting tool. If you use more than one Job Board, you need Multiposting, because it makes the person posting your job adverts more productive by the same ratio as the number of Job Boards you use. If you use three Job Boards, Multiposting literally makes that person three times more productive.
That’s a pretty good productivity improvement and it’s easy to see why this product grew in the market by chance rather than design. What I often find hard to understand is why it is so cheap and is often totally underrated.
Next week; Best practice tips for handling large volumes of applicants