Are Job Boards Dead? Top Reasons that Job Boards are not as Effective

Once upon a time in the infancy of the internet—or — as short a time ago as just 4 or 5 years, job boards were “the” place to go for you to post your resume. Boards were also the best place to post a job where good people were hanging around reviewing them and waiting for the right job to come along. Today people are looking in other places and in many cases, finding jobs without going to the job boards at all. IoT jobs in particular simply don’t do well on the job board scenario.

Today there are dozens of places where you can find just the right person and you won’t have to work quite as hard. Job boards are still out there and to an extent they are still effective, but they are not AS effective because better things have replaced them.

According to JobVites Job Seeker Survey, social media is streaks ahead of the job board these days.

Why has the effectiveness of the job board gone down so much?

First of all many job postings never quite make it to the job board. That means that many of the jobs that actually are available are never seen. Not to mention that many jobs posted on job boards are also posted in a dozen other places and may have been filled and not deleted from the job boards. In addition, consider the many advances in technology and how we are using them.

Networking sites allow for nearly live interaction between the job seeker and the company seeking new employees. Resumes may be placed in the cloud and skill sets verified so that companies may seek out the workers of their choice and verify some of their work history.

Networking and social media sites have about a 45%-50 % effectiveness rating today when it comes to finding jobs. Job boards, which used to boast a 30-40% rating, are now seeing about 10 percent effectiveness in the jobs attainment.

These same networking sites also give us the means to explore the companies for which the recruits or candidates will work. Networking and recruiting is changing the way that we attain jobs or new talent because:

·      Your resume doesn’t fall into the job board black hole.

·      You’re not wasting your time because you do see/address the decision makers for the company or the recruiters seeking out new candidates.

·      By the time that the jobs make it to the jobs board, hundreds of people may have already applied but the same is not true for jobs you see on the social media sites.

Social media sites such as Facebook and LinkedIn are by and large replacing the job board sites and give us the means to interact in a live way, to verify information and to recruit people who seem to be a good fit for our open positions.

Job boards may be on the downhill slide but job sites or networking sites are providing some of the best ways for candidates to search out new jobs as well as for companies or recruiting agents to find new talent to fill those jobs.

About Bill McCabe/ Internet of Things Recruiting – Executive Search/ Retained Search for the Internet of Things/ Machine 2 Machine/ Big Data Markets

Onalytica IOT Top Influencer # 6 Per Onalytica 6/17

Top Industrial IOT Influencer Worldwide Per Right Relevance – March 2017

IBM IOT Futurist – Top 50 IOT Authority on Twitter – Guest contributor to IoT Central, Medium and

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Stop Losing Your Candidates to Counter Offers

men-1979261__340The biggest danger these days in Iot recruiting is having a good candidate turn into a good hire who then accepts a counter offer from their current employer. It’s fairly common that we see counter offers made and about 40% of the time, the employee accepts the offer.


Making the dangers of a counter offer clear to your candidate is the first and best way to prevent their acceptance. It is your task as the recruiter to fully engage the candidate and to make clear the dangers of the counter offer and how it can affect their future employment picture.

Forbes calls accepting a counter offer “career suicide.”

The reality is that very often when a candidate receives a counter offer, it is the employer scrambling to keep a position filled that is important to their bottom line. They pay whatever is necessary to keep the employee who does not realize that the employer no longer views them as an asset. They paid in order to prevent a costly vacancy but they consider it legal extortion according to most employers and companies.

It behooves you as the IoT recruiter to let them know precisely how someone who takes a counter offer is viewed.

In most cases, the employer will find any and all reasons to release the employee and according to Forbes more than 50% of those who accept a counter offer are released from the company within 18 months.Some do leave of their own volition, but most are released by the company.

Having already reneged on an offer from a recruiter, it is very typical that recruiters too want very little to do with a candidate who has treated them in this way. In most cases they will be blacklisted by recruiters in their field and offers do not come in even when they are not currently working.

If you’re not helping your candidates and prospects to understand the dangers of accepting a counter offer it is a big mistake on your part. Recruiters talk and companies talk. As Forbes says, accepting a counter offer is indeed career suicide and its something that will stay with them for years if not forever.

Here;s a tip for you as an IoT Recruiter.  Get your candidates engaged and keep them engaged. What’s more, while you need to thoroughly vet them. you also need to on board them more rapidly in order to prevent the counter offer scenario, but should it arise, help them to understand why it’s a bad idea..