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" 5 Reasons Why Job Boards Aren't As Effective Anymore Don Goodman November 24, 2015 Job Search At one time, job boards were the way to go for job seekers. It's where you could post your resume for employers and recruiters to view, and apply to job openings. But today, it's a different story. Related: Reactive Vs. Proactive Job Search Strategies Job boards are simply not as effective anymore since there are social media outlets like LinkedIn, Facebook, and Twitter where you can pretty much network your way to the right contacts. The fact is, job boards have a 2-4% effectiveness rate whereas networking has over a 50% effectiveness rate." More than 85% of employers use Applicant Tracking Systems (ATS) to review and rank resumes according to skills, experience, keywords. Companies use internal algorithms, so out of an average of 400 resumes using these measures results in only 10 - 20 even looked at. Most hiring managers and recruiters use Linkedin first. Job board resumes are still viewed, but chances are the info is outdated so relying on Linkedin makes sense for recruiters. Niche job boards are worth going to, but to be more productive tie into direct networking through the right contacts.

" 5 Reasons Why Job Boards Aren't As Effective Anymore Don Goodman November 24, 2015 Job Search At one time, job boards were the way to go for job seekers. It's where you could post your resume for employers and recruiters to view, and apply to job openings. But today, it's a different story. Related: Reactive Vs. Proactive Job Search Strategies Job boards are simply not as effective anymore since there are social media outlets like LinkedIn, Facebook, and Twitter where you can pretty much network your way to the right contacts. The fact is, job boards have a 2-4% effectiveness rate whereas networking has over a 50% effectiveness rate." More than 85% of employers use Applicant Tracking Systems (ATS) to review and rank resumes according to skills, experience, keywords. Companies use internal algorithms, so out of an average of 400 resumes using these measures results in only 10 - 20 even looked at. Most hiring managers and recruiters use Linkedin first. Job board resumes are still viewed, but chances are the info is outdated so relying on Linkedin makes sense for recruiters. Niche job boards are worth going to, but to be more productive tie into direct networking through the right contacts.

By Sara Sutton Fell, CEO of FlexJobs.com. Her take on the status of Job Boards today. She has 3 observations: Boards have changed, job postings haven't and need to be updated; big box job boards focus on volume, smaller niche job boards on a refined pool of potential applicants; ATS/RMS keep candidates and hiring managers apart. New technologies such as gaming used by Marriott may erase this.

By Sara Sutton Fell, CEO of FlexJobs.com. Her take on the status of Job Boards today. She has 3 observations: Boards have changed, job postings haven't and need to be updated; big box job boards focus on volume, smaller niche job boards on a refined pool of potential applicants; ATS/RMS keep candidates and hiring managers apart. New technologies such as gaming used by Marriott may erase this.

blog post overview on job boards, including specialized job boards by name that operate for specific industries, social networking, how to go about job searching Undercover Recruiter

From undercoverrecruiter.com: Indeed and Monster have more candidates without a college education, Careerbuilder has more candidates with a college education and degrees. Indeed and Monster cater to teenagers, temporary job seekers, those only with a high school education and those freshly out of college. Careerbuilder weeds out some of the less serious applicants and is used more by high-scale employers. Entry-level hiring employers use Monster. For employers, Indeed is cheapest to use, then Monster, with Careerbuilder being the most expensive. Employers still use Careerbuilder because it weeds out unqualified and less serious applicants.

From undercoverrecruiter.com: Indeed and Monster have more candidates without a college education, Careerbuilder has more candidates with a college education and degrees. Indeed and Monster cater to teenagers, temporary job seekers, those only with a high school education and those freshly out of college. Careerbuilder weeds out some of the less serious applicants and is used more by high-scale employers. Entry-level hiring employers use Monster. For employers, Indeed is cheapest to use, then Monster, with Careerbuilder being the most expensive. Employers still use Careerbuilder because it weeds out unqualified and less serious applicants.

lists advantages and disadvantages of job search engines

Job board center for nonprofits to list their job and board positions. $100 for full time jobs, $50 for part-time jobs and boards of director positions for 60 days.

Job board center for nonprofits to list their job and board positions. $100 for full time jobs, $50 for part-time jobs and boards of director positions for 60 days.

Nick Corcodilos, a job coach and contributing writer challenges the stats that say job boards are robust sources of hire. He parses the stats available and comes to the conclusion job boards account for less than 10% of all hires.

Nick Corcodilos, a job coach and contributing writer challenges the stats that say job boards are robust sources of hire. He parses the stats available and comes to the conclusion job boards account for less than 10% of all hires.

How the American Society on Aging handles its job board with single job postings for 30 or 60 days ($119/269 and $199/$379 respectively for members/nonmembers), network postings (includes 6 aging organizations in addition to ASA) for 30 or 60 days ($369/$519 for members/nonmembers for 30 days), single resume posting  ($25/$35), and banner ads (for employer brands on most popular pages visited by job seekers inside the job board)

Mashables take on Job Boards and Career Websites from the perspective of the recruiter. Basically, Rob Byron is saying build your brand because otherwise you won't stand out on Job Boards or anywhere else. Your digital footprint and network will do you more good than a job board.

Mashables take on Job Boards and Career Websites from the perspective of the recruiter. Basically, Rob Byron is saying build your brand because otherwise you won't stand out on Job Boards or anywhere else. Your digital footprint and network will do you more good than a job board.

good distinction between job boards, types of job boards, and job search engines (aggregators)

"Applicant Tracking Systems 101 for Job-Seekers: Understanding the ATS Technology That Dominates Online Job Search" Follow up to their annual report: Have Applicant Tracking Systems (ATS) "Ruined" Recruiting and Hiring and Job Search? which I already have added to our Diigo group. Great overview of how ATS works and what to do about it.

"Applicant Tracking Systems 101 for Job-Seekers: Understanding the ATS Technology That Dominates Online Job Search" Follow up to their annual report: Have Applicant Tracking Systems (ATS) "Ruined" Recruiting and Hiring and Job Search? which I already have added to our Diigo group. Great overview of how ATS works and what to do about it.

Very interesting assessment of Zappo's "no job postings" recruiting--totally different approach to pooling aspirants/"insiders" into groups with individuals providing a lot of information about who they are and what they value along with experience and credentials--ready for automated key word search and recruiters' attention.

We Work Remotely niche job board is listed here, article by Eric Short, Talent Management, January 2014

Interview with Peter Capelli, Wharton School professor employers want to hire people without having to train or onboard them so they are hiring competitors' employees to reduce start-up time. Also adding more requirements to have work done in 1 job instead of multiple jobs Employers have problem; they are overwhelmed with applicants, many more applicants than jobs. Companies have gutted admin functions, rely heavily on automation. Hard to get software right to get right people through. How can we get software to recognize nuances of candidates? three problems: employers have to focus in on critical requirements; how much is it costing companies to keep position vacant? Realistic expectations for work, for pay (guessing game for applicants), then start worrying about software. self-screening out is answer. Applicants don't get follow-up email responding to application. Can't find the skills I want at the price I want to pay--employers say it is lack of prospective applicants, not what they want as being unreasonable.

from work.chron.com: advantage of job boards: convenience, cheap Disadvantage: limited job pool, competition

from work.chron.com: advantage of job boards: convenience, cheap Disadvantage: limited job pool, competition

page explaining Cool Works job postings--seasonal professionals, careers with year-round positions/entry level jobs. Also does Help Wanted jobs that need to be filled within thirty days.

six tools for helping job seekers, a couple look interesting to me, March 14, 2016

Site gets a glowing recommendation from Richard Bolles, What Color is Your Parachute? They call themselves "The Web's premier gateway for job search, career exploration and school information, since 1994." Offer over 1600 resources, pointers on job search, networking and support groups, and lists of recruiters and job sites.

Interesting review of book Leave Your Mark by Aliza Licht, SVP of global communications at Donna Karan International, from Tampa Bay Times paper, June 28, 2015. While her job advice is presented as particularly appropriate to younger, first entering the job market candidates, what is quoted here could also apply to boomers switching careers, too.

Great article by Art Koff at Next Avenue on how to find jobs in retirement using the temp job, part-time, volunteer, project routes of entry. Sounds perfect for ECO members!

Advice from career consultant Alison Doyle, About.com's resident job search expert, about being specific in our resume for both ATS and human screeners

Advice from career consultant Alison Doyle, About.com's resident job search expert, about being specific in our resume for both ATS and human screeners