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With costs always being a challenge, I am looking into whether or not we could survive with only having 1 job board subscription rather than having 2 (Monster and CareerBuilder) Has anyone gone to only having 1 board? Monster and CareerBuilder always claim they have unique users, but job seekers have always told me that they always check both boards.
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I echo Dennis's question. NEVER have I heard of Monster or Careerbuilder picking up jobs for free. Ever. How would they make money?! Please explain. Thanks.
Steph
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Elaine,
I work in recruitment advertising and I can tell you that neither Careerbuilder nor Monster will be posting your jobs for free. You might want to double check your source.
Regards, Deb
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Elaine,
When did Monster and Careerbuilder start picking up jobs from other sites for free? It seems quite unlikely, considering that they charge tons of money for job postings.
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Have you tried SalesGravyJobs.com? You can post sales jobs for free and Monster, Careerbuilder, and Salesjobs all pick up feeds from Salesgravy and pull jobs onto their sites from Salesgravyjobs. It's an easy and free way to get your jobs on both sites.
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Jason, that was the most pithy, on-target advice I've seen anyone offer about this question. In the end, what else matters but RESULTS?
A struggle we always seem to be battling is 'bandwagoning' - abandonment of legacy tools because a new one gets some buzz. You are dead on, that recruitment leaders should first decide WHAT they need to meaure and HOW they will measure before deciding which tools work and which don't.
Would anyone consider going back to a Doc who walks into the exam room, writes you a script, then says "Have a nice day" and walks out without asking you "Where does it hurt?"
Like Ron Carey said to Mel Brooks in "History of the World,"
"That's NUTS! N - V - T - S!"
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Use the sources that perform the best and don't be afraid to test new options - then measure everything in an automated way and compare the results. If you don't know what your recruitment advertising investments are delivering, then tackle that problem first rather than worrying about which job sites to use.
Jason
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Steven,
I couldn't agree with you more. It does seem like no one tracks their media and can't tell where their candidates are coming from. But there are several solutions that we offer. Campaing management tracks candidates from the second they click on an ad all the way to application, thank you. We can track when and where they dropped off and if they returned. This tool is worth looking into.
Best, Karina
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I agree with the advice of Danny Ashraf of Yahoo! HotJobs in which he recommended that recruiters use their tracking systems to determine which job boards produce the greatest results. However, our experience has been that the tracking tools are often lacking at best and outright misleading at worst.
Many of our clients track through the use of drop down selections or other candidate self-identification systems. All of those systems are fundamentally flawed. The only accurate tracking system is the one which is fully automated in the sense that the candidate is unaware of it. All of the good ATS offer these tracking systems but some don't do a good job of selling their clients on the need to purchase them and some of the clients who have purchased them don't implement them properly. It is amazing how many dollars are spent in this space by organizations with very limited budgets yet no idea where those dollars are actually being best spent.
Don Firth of JobsInLogistics.com published a study a few years ago that demonstrated that candidate self-identification systems provide the wrong source 83% of the time. Employers are better off not tracking at all than using the nasty drop down boxes or other such systems. This is 2008, not 1998. There's just no excuse for this stuff anymore.
Steven Rothberg CollegeRecruiter.com http://www.CollegeRecruiter.com 800-835-4989 x704 Steven@CollegeRecruiter.com
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We have access to both, but our recruiters prefer Career Builder hands down over Monster. Can you survive without one? I certainly think you can if your recruiters are wired into their clients' needs and proactively recruit through networking, referrals, niche boards, free boards, etc. The big job boards are the .99 hamburger on the value menu and drive traffic. We have focused more on using the resumes found on the job boards to build more robust referral networks and strengthen our candidate pipeline. Until a recruiter has enough tenure to call their captive candidates and generate submittals, the job boards will continue to play a major role in generating interest from passive and active job seekers.
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Hello Matt and Everyone:
As an alternative, there are a number of resources that can do searches for you on the Big Boards and/or Niche Boards for $75 per week per position or less for longer periods or more positions. I am using one of these resources now that has access to Monster, Hotjobs, Careerbuilder (no DICE or Niche Boards), and I get to keep all the resumes and candidates off all the boards they use. So far, I am quite pleased with the resumes they have sent me.
Cheers,
Keith Halperin keithsrj@sbcglobal.net 415.586.8265
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Matt, one other thought outside the box: consider making a trade of recruiting services with an organization that owns access to the "other" service,i.e., if you continue with Monster, trade your or your recruiter's time for, say, 1 - 2 hours of search for theirs. Of course it has to be a non-competitor, but I got this to work for my group while at a construction company, trading favors with a nearby friendly financial group.
Only the training time was a hassle, given the difference in our industries - we compromised by sending ALL of the related resumes without much initial sorting; this can be a disqualifier if your organization is a federal contractor and you are required to track electronic applicants using the incredibly cumbersome tracking rules supplied by the EEOC.
Good hunting,
Bill
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Hi Matt -
Certainly you could look at this in a reasonably analytic way. Check out your top two - which one has a heavier presence in your area? Better draw for your candidates? Maybe run some analysis on Alexa, Compete, or Comscore to see the numbers. How are the sites drawing in candidates in your target markets? And I would run some stats from your ATS, get a feel from where your candidates are coming from as well as ask some of your managers or key employees where they would look. They may tell you they would never go on Monster, or they'd an association site or they'd network.
For my last corporate engagement, we used Monster, even though CareerBuilder has a strong presence in DC Metro. We had better and more consistent hiring success with Monster. However at my employer prior to that - we used CareerBuilder and HotJobs with much success in the DC Metro. It's going to vary depending on your reqs.
I'm also a believer in the niche boards - some of them are huge cost savers and provide great candidates. One little known gem I used (and this is for defense/cleared candidates) is IntelligenceCareers.com. I was also a big fan of TelecomCareers.com when I worked in that arena.
You can never ignore "free" sources and agree with previous comments that you can run searches online - with some solid core training your recruiters should be able to pull candidates from the internet via Google, Yahoo, Exalead - dipping into LinkedIn and Social Networks and maybe accessing sites like ZoomInfo as well to generate resumes, bios and names.
Everyone's going to have different suggestions on what works, but a multi-pronged strategy, with just a bit of research to support it will work wonders and not leave any candidates out (whereas if you lean too heavy towards job boards or too heavy towards just sourcing you might do that...)
Best, Kelly
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Hi Matt,
How about thinking outside the box this year? Try finding out which site is preferred by your recruiter, purchase the products from the site most perferred and allocate a chunk of funds for recruiters to test niche sites out? In the current complex employment market, a lot of job seekers are seeking out alternatives to the �??big boards�??. Your organization might just find out that a lot of high quality niche sites can deliver better targeted candidates. Your recruiters might discover some new favorites saving your company a bundle in on-line recruitment advertising.
Regards, -Sam
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Matt-
The short answer is yes, you can survive with one of the big boards (some companies consider Yahoo! Hot Jobs in that category as well) depending upon how you are using them. There are several factors to consider including: deeper rather than wider investment, international capabilities, which one provides more candidates on critical positions, analysis and user feedback, the capabilities of your ATS to help you.
You could explore the different options one has over the other and choose to invest deeper in the quality of your usage of one board rather than spread the whole spend over two boards. Meaning that if you�??re spending 50% on CareerBuilder and 50% on Monster, but need to trim some fat from the budget, try spending 75% on one board but take advantage of other products they offer �?? customized templates, sponsoring of categories, and advertising.
I know that Schneider is international. Both boards have international capabilities whether it is through them directly or an alliance. How would each board be willing to work with you on a bundled solution to provide volume price breaks? Could this be a multi-contract executed globally to leverage your buying power?
Another angle to consider is what are our most frequently needed positions or our most critical positions and does one board perform in that category over another? If you need to choose one, might as well get the one that helps get the most or the most critical reqs off your desk.
I am not sure if you are examining comparative traffic reports monthly or not, but you could start by examining the traffic that your postings generated, how much time your recruiters spent on the sites and what they did there. Have you taken a poll as to which one your recruiters like to use? The user experience can make a difference in how proficient and frequent the team likes to use it. That can have an impact.
Does your ATS have source code tracking? While I would never rely on candidate self select as a reliable measure, some towns have the career section in the local city newspaper managed by someone and I have seen at times that that has had a positive impact on usage by candidates in that market.
Part of my job is to help clients understand job board usage and related ROI from an unbiased perspective. If you have any questions, Matt, please do not hesitate to connect with me at mike.jenkins@fadv.com.
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