Job Notice Boards, Recruitment Management Systems and Job Multiposting Software
In the early days of Job Notice Boards, or Job Boards as they are more commonly known these days, recruitment consultancies in the IT space made a killing. From around 1993 onward, when Monster had launched in the US and Jobserve (previously a fax-based service) in the UK, the early adopters to this new method of job advertising were IT people. Even then, these were not just your average IT people; they were the super techies, the gurus of the trade. The IT agencies that started to use these services found that their ‘Resume Submitted’ to Placement ratio went sky high, as virtually every Resume or CV that came through the door was an IT legend.
As more and more people started using the Internet for many purposes, and the market matured, the trickle of IT geniuses turned in to a flood of all types of applicants, for all categories of jobs. From cleaners to CEO’s, butchers, bakers and candlestick makers, potential jobseekers were flocking to the Internet. By 1999 media hype about all things Internet, the beginning of the dotcom boom, had ensured that everybody knew about the World Wide Web. It was just a matter of time before everyone was on it.
Gradually the market place adapted and matured, it became a place where online Job Boards Applicant Tracking Systems and eventually Recruitment Management Systems (RMS) co-existed alongside each other, as well as other software products. All are now integral and essential parts of the recruitment process; creating and then managing the flood of applicants.
Prior to the Job Boards, most recruitment software primarily consisted of straightforward DOS or early Windows based searchable databases, using keywords to retrieve resumes, which were more often than not stored in filing cabinets and sent by fax. Many old school recruiters still refer to an RMS colloquially as ‘the database’.
The old way was very labour intensive, due to the wildly inaccurate results generated by keyword searching an unstructured document database holding tens of thousands of documents. The focus of the labour intensive problem changed to one created by the sheer volume of Job Boards, and the volume of applications they generated. This new problem soon outstripped the old in terms of labour intensity. This is much more of a problem in Europe and North America than here in Australia, yet in the lower level direct hire roles, it’s just as much of a pain, and is only likely to get worse as the years go on, particularly as more and more people gain access to the Internet in developing countries across Asia.
This problem was eventually recognised as being critical to recruiter customers and the only real evolution of the Job Boards since they began revolved around it. They had dominated a 200 year old marketplace in less than a decade by offering a simple, desktop driven, low cost alternative to print media. A way to populate fully digital Resume and CV databases quickly and directly; now the classification by key criteria such as category, function and location on top of keyword searching became possible and necessary. This enhanced search functionality considerably and allowed recruiters to gain back some of the urgency required to fulfil their role.
Job Boards have changed little in terms of what they offer other than this, though they proliferate and dominate the job advertising marketplace. To reduce the increasing demand on processing large volumes of job applications via the Internet, RMS’s have evolved in to goliaths that manage everything that recruiters do. Job Boards accelerated the growth of the ATS and RMS market, and are more often than not the starting point in most people’s journey to a new job. The Job Boards are used by both Recruiters and Job Applicants essentially for the same purpose, digital introduction and communication.
Yet despite this great opportunity for the recruiter to deal with every applicant digitally, to never miss a heartbeat, the vast majority of online job applications still go unanswered, with no response, good or bad, and no closure for the applicant. In my opinion, this is the biggest failing of most RMS’s, and is unforgivable. Respect for human beings should be the highest priority of all Recruitment Management software, otherwise, you can take out the word Management, and it’s just RS. Recruitment is all about people.
Next week, how Multiposting can save you time on Job Notice Board data entry and tracking.