In a previous blog post, we discussed the first and most fundamental mistake that employers make when they want to hire. That mistake is not knowing who the best and most qualified candidates in the marketplace are.

As part of that discussion, we posited that as a company or organization looking to hire, you can either:

  • Hire the best candidates in the marketplace, OR . . .
  • Hire the best candidates who are currently looking for a new job in the marketplace

This is because there is a difference between these two groups of people. In short, the best candidates looking for a new job are not necessarily the very best candidates who exist within the employment marketplace.

What do job advertisements and posting openings through online job boards have to do with this? As it turns out, everything. Here’s the breakdown:

  • Active job seekers are, as their name implies, actively looking for a new job. As a result, they’re using every avenue and tool at their disposal, which includes job advertisements and online job postings.
  • When an employer uses job advertisements and online job postings in an effort to source candidates for its open positions, it is only sourcing the best candidates who are actively looking for a new job.
  • So if an employer uses job advertisements and online job postings alone to fill its open positions, then it means that employer is NOT hiring the very best candidates in the marketplace.

More than likely, your organization uses one or more of the big job boards to advertise its jobs on the Internet:

  • Indeed
  • Monster
  • CareerBuilder
  • ZipRecruiter

That being said, there is nothing inherently wrong with using these Internet boards for the purpose of advertising jobs. They do offer a certain amount of value to organizations looking to hire. However, as we’ve shown, there is a limit to that value.

This is why only relying on job advertisements and posting openings through online job boards can affect the overall quality of your hires. (And this includes posting job openings on your organization’s website. The concept is the same, as are the results.)

This is where a recruiter or executive search consultant can provide a tremendous amount of value to a company or organization. First, they already know the identity of the top candidates in the marketplace. Second, they know how to convince those candidates to consider the employment opportunities of their clients and enter the hiring process.

Relying solely on online job postings and advertisements will only bring candidates of a certain caliber. However, when you also engage the services of an experienced and successful recruiting agency, you increase the caliber of your talent pool tremendously.

If you’re looking to hire, we invite you to connect with our team today and see what The Doepker Group can do for your organization.

We also invite you to click here to find out even more about the many services that we offer to employers.

By | 2019-03-14T19:13:40+00:00 April 24th, 2019|Hiring|0 Comments

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