We have read how most companies are cautiously ramping up their hiring efforts in 2011 – but just as the hiring numbers are not going to match their 2007 counterparts, the strategy employed by firms to recruit talent will be different than strategies employed in 2007. In a recent article on CareerJournal, several companies shared their plans to move away from large job boards (Monster, CareerBuilder, HotJobs) and onto networking sites (LinkedIn, Facebook), niche job boards (DICE for technical needs, professional association sites), and a reliance on networking oriented efforts such as employee referrals.
This move reinforces the need to network with individual and have an online presence. This move is predicated on the poor results many of the large job boards deliver. While the number of applicants per position are strong, most are unqualified and thus are causing a slowdown in systems.
One line in the article forecasts the change that online boards need to make in order to stay relevant. Monster will begin offering a relevancy matching option for employers. This allows the employer to input certain desired skills and qualities, and the system will give a percentage match for each candidate. It is a filter, but something that one can expect in the future.
One example a successful site implementing this technology is OneWire. OneWire has financial professionals create profiles and employers can set desired criteria (filters). The system sorts through the entire database and returns results (no names shared at this point) by percentage match. This system allows employers to better find passive candidates and avoid receiving 500 resumes for an online job posting.