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1. Recruiters

When it comes to job board dissatisfaction, conventional company procedures play a role. Most organizations and recruiters now utilize an Applicant Tracking System (ATS) to gather resumes and match them to vacant vacancies. An ATS often allows companies to search its database for resumes that match the position's specified requirements, enabling the company to establish a pipeline of applicants long before the job is posted on a job board. Furthermore, an ATS will often appraise a candidate's suitability for the position based on his or her résumé. While publicized positions sometimes attract hundreds of applications, companies typically only review a small number of applications depending on suitability or who applied first. While a competent application tracking system will tell individuals who were not chosen, many applicants never get a response, adding to their unhappiness.

While none of these are the responsibility of employers, there are others who attempt to game the system in order to gain from job boards at the cost of applicants. Posting non-existent positions for the goal of collecting information, establishing a résumé database, and increasing website traffic is nothing new. Furthermore, certain firms, such as academic institutions, are compelled to advertise ALL available posts on job boards, regardless of position type, stage of the recruitment process, or location of hiring. The end effect is often the same: dissatisfied applicants who question why submitting to job advertisements doesn't produce results.

2. Potential candidates

Applicants aren't the only ones who get dissatisfied with job boards; in fact, they are sometimes the ones who cause it. Regardless of what some consider basic resume writing expertise, a search of a job board's resume database often displays both the best and worst resumes. Resumes that lack formatting, are riddled with spelling and punctuation errors, and have poorly phrased experience summaries make it much more difficult to locate applicants who fulfill experience criteria. Add to that the reality that people who publish their resume and subsequently obtain a job quickly forget to delete it, leaving tens of thousands of online resumes for prospects who are no longer in the market.

Candidates who apply for many jobs for which they are not qualified also irritate employers. Desperate times need desperate means, and everyone who has been jobless understands the necessity of seeking employment when expenses begin to pile up. Unfortunately, some individuals regard the application process as a numbers game, applying to as many available jobs as possible. This is clearly inconvenient for companies, who are already swamped with applications for employment openings.

3. Use of social media

A lot of changes have occurred in the way businesses attract people during the last decade. LinkedIn, which was specifically built for companies and recruiters to locate and connect with workers with the precise skill sets they want, has undoubtedly had the greatest influence. Other, less career-focused social media sites, such as Facebook, Twitter, Instagram, and, more recently, Snapchat, enable employers and job seekers to apply the age-old skill of networking in a new medium that enables them to interact with individuals from every corner of the globe and in every sector.

4. Candidates who are inactive

The focus many firms have on just hiring passive individuals also works against job boards. While the condition that applicants be currently employed before a firm may recruit them is debatable, it frequently eliminates the use of conventional job advertisements to fill openings. Instead, recruiters or hiring managers use LinkedIn or industry-specific websites to find passive applicants and pitch them on the concept of leaving their present job for a better chance.

5. Recommendations

When recruiting metrics are considered, employee recommendations outperform hiring from job boards in virtually every area. Employee recommendations usually score first in terms of time to recruit, cost of hiring, time to onboard, and duration at the organization. Employers understand that excellent workers know other terrific employees. When given the choice between paying to publish a job ad, screen hundreds of applications, and conduct dozens of interviews, relying on employee referrals to establish a candidate pool is frequently more appealing.

6. The worth

Those who claim that job boards are obsolete may be forgetting a few critical recruitment needs that they continue to meet efficiently. Connecting with passive prospects individually on LinkedIn isn't a realistic alternative for firms that need to recruit several people for entry-level or low-skilled roles. Job boards are still an useful tool for developing a pipeline of applicants who have not yet established themselves in the field or for roles that do not need a strong social media presence.

Consider the time it takes to seek individuals individually, as well as the amount of income lost when a position sits empty. A well-written job ad posted on the right job board may produce a large number of qualified applicants in a short amount of time. While huge general job boards used to be the only choice for posting, there are now hundreds of industry-specific job boards that enable companies to connect applicants with distinct skill sets in local areas.