YOU ARE BURNING MONEY ON JOB POSTINGS

by Matt Thomas

If I had a dollar for every business leader who has told me something to the effect of, “We posted (x) job on (y) platform and we had hundreds of resumes in the first week, but they were all junk!” I would have at least a few hundred dollars. Sites like Indeed, ZipRecruiter, Monster, Career Builder, and others have exploded over the last five years, LinkedIn’s death grip on the recruiting world has only tightened, and every few months a new “___’s list” pops up. I get asked all the time which job sites we post on and reluctantly I confess that we post on almost all of them. Thousands of dollars every month on job postings across a dozen or so platforms. Do we get great candidates from these postings? Not usually. So why do it? It’s complicated.

I get asked all the time which job sites we post on and reluctantly I confess that we post on almost all of them.

Do we get great candidates from these postings? Not usually. So why do it? It’s complicated.

The unfortunate reality is that most candidates who apply for a job on one of the aforementioned sites are going to be “B” candidates at best. I am not trying to hurt anyone’s feelings, and without question there are exceptions, but usually, if someone is applying for a job online they aren’t going to be top talent. Why? Top talent doesn’t hit the street looking for work. Most of us know this, but few want to talk about it. It doesn’t feel good but it’s the truth. Business leader, if you are trying to make a critical hire, don’t waste your time posting the job online and sifting through resumes. You are lighting money on fire.

Business leader, if you are trying to make a critical hire, don’t waste your time posting the job online and sifting through resumes. You are lighting money on fire.

Do we place candidates that came in via our job postings? We sure do. On occasion, we find a stud, but more often than not we find a “B” player that a company in need is happy to have. Is it a home run hire? No. But did we fill an urgent need? Sure. So why does CV post jobs online if we know we’ll mostly see B and C candidates and our whole mission as a business is to find and place top talent? Like I said, it’s complicated.

The more job applications we receive the bigger our network gets, the bigger our network gets the more referrals we get, the more referrals we get the more likely it is we end up on the phone with an all-star at just the right time with the just the right opportunity.

The best candidates, nine times out of ten, are gainfully employed but “open to a new opportunity.” The more job applications we receive the bigger our network gets, the bigger our network gets the more referrals we get, the more referrals we get the more likely it is we end up on the phone with an all-star at just the right time with the just the right opportunity. Some of the best placements we’ve made weren’t interested in the first opportunity we presented them. We established a new relationship and let them know that if anything changes on their end we’d love to help. Loe and behold pain points surface down the road and we’ve got a unicorn open to something new. It’s a beautiful thing. Eventually, I’d like to see the number of candidates placed each year tilt overwhelmingly to referrals or directly sourced talent versus inflow from job postings. Someday, we’ll get there.

For now, just like you my friend, we’ll burn some money on more job postings. Go get ‘em.